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Director Compensation Jobs in Decatur, GA (NOW HIRING)

RaceTrac Petroleum, Inc.

Director, Compensation

Atlanta, GA · On-site

$118K - $162K/yr

RaceTrac Company Overview The Director, Compensation will lead RaceTrac's compensation function forward by bringing the company's compensation philosophy to life across a complex, multi-business ...

ACI Worldwide

Global Compensation Director

Norcross, GA · On-site

Will partner in the development of materials for the Compensation Committee and Board of Directors, and support executive compensation disclosures, including proxy/CD&A development. A typical day at ...

Worldpay

Director, Global Compensation

Atlanta, GA · On-site

$120K - $164K/yr

Leads global compensation related projects including wage analysis, development and communication of policies and guidelines. * Partners with International HR and business partners to determine ...

Discovery Point

Director

Conyers, GA · On-site

$45K - $60K/yr

As a Director, you will provide a safe learning environment and a quality education program for ... Compensation: $45,000.00 - $60,000.00 per year Teaching and working at Discovery Point is more than ...

Spelman College

Director, Total Rewards

Atlanta, GA · On-site

$117K - $160K/yr

The director will offer deep expertise in compensation strategy and governance frameworks, ensuring programs are competitive, equitable, fiscally responsible, and aligned with institutional ...

Trueseek

Workers' Compensation Attorney

Atlanta, GA · On-site

$120K - $180K/yr

JD from an ABA-approved law school with an active Georgia license in good standing * 2+ years of direct workers' compensation experience preferred * Strong organizational communication and time ...

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Showing results 1-20

All JobsCompensation JobsDirector Compensation JobsDirector Compensation Jobs in Decatur, GA

Director Compensation information

See Decatur, GA salary details

$29.8K

$143.6K

$196.7K

How much do director compensation jobs pay per year?

As of Jul 29, 2026, the average yearly pay for director compensation in Decatur, GA is $143,550.00, according to ZipRecruiter salary data. Most workers in this role earn between $122,000.00 and $167,000.00 per year, depending on experience, location, and employer.

What is the difference between Director Compensation vs HR Manager Compensation?

AspectDirector CompensationHR Manager Compensation
Required CredentialsBachelor's degree, extensive experience, possibly certifications like CCP or CECPBachelor's degree, HR certifications like SHRM-CP or PHR often preferred
Work EnvironmentStrategic, executive-level, often involved in high-level decision makingOperational, team-focused, involved in daily HR activities
Employer & Industry UsageCommon in large corporations, finance, and consulting firmsWidespread across industries, especially in mid-sized and large companies

While both roles involve compensation management, the Director Compensation role is more strategic and senior, focusing on designing and overseeing compensation programs at an executive level. HR Managers handle day-to-day HR functions, including employee relations and benefits administration. The two roles differ mainly in scope, responsibility, and required experience.

What does a Director of Compensation do?

A Director of Compensation is responsible for designing, overseeing, and managing an organization’s compensation programs, including salaries, bonuses, and benefits. They analyze market trends to ensure pay practices are competitive and compliant with laws and regulations. This role often involves collaborating with senior leadership to develop strategies that attract, motivate, and retain employees while ensuring internal equity. Additionally, Directors of Compensation may supervise a team and manage compensation-related projects or initiatives.

What are the key skills and qualifications needed to thrive as a Director of Compensation, and why are they important?

To thrive as a Director of Compensation, you need expertise in compensation strategy, data analysis, and compliance, typically supported by a bachelor's or master's degree in human resources, business, or a related field. Familiarity with HRIS systems, compensation survey tools, and relevant certifications like CCP (Certified Compensation Professional) is highly valuable. Strong leadership, analytical thinking, and effective communication are essential soft skills for influencing decision-makers and managing cross-functional projects. These skills ensure competitive, equitable pay practices that support talent attraction, retention, and organizational goals.

How does a Director of Compensation typically collaborate with other departments to ensure alignment with organizational goals?

A Director of Compensation regularly partners with HR, finance, and executive leadership to design and implement pay structures that support the company’s strategic objectives. This role often involves analyzing market data, consulting with department heads about talent needs, and ensuring compensation programs are both competitive and equitable. Effective collaboration is key, as compensation strategies must align with budget constraints, regulatory requirements, and broader talent management initiatives. Regular cross-functional meetings and communication are essential to address evolving business priorities and maintain internal equity.
What are the most commonly searched types of Compensation jobs in Decatur, GA? The most popular types of Compensation jobs in Decatur, GA are:
What job categories do people searching Director Compensation jobs in Decatur, GA look for? The top searched job categories for Director Compensation jobs in Decatur, GA are:
What cities near Decatur, GA are hiring for Director Compensation jobs? Cities near Decatur, GA with the most Director Compensation job openings:
Director Compensation jobs near you
Infographic showing various Director Compensation job openings in Decatur, GA as of July 2026, with employment types broken down into 1% As Needed, 74% Full Time, 20% Part Time, 1% Temporary, and 4% Contract. Highlights an 88% Physical, 2% Hybrid, and 10% Remote job distribution, with an average salary of $143,550 per year, or $69 per hour.

Director, Compensation

RaceTrac Petroleum, Inc.

Atlanta, GA • On-site

$118K - $162K/yr

Full-time

Posted 7 days ago

RaceTrac rating

4.8

Company rating: 4.8 out of 10

Based on 196 frontline employees who took The Breakroom Quiz

36th of 48 rated convenience stores

Job description

RaceTrac Company Overview
Job Description:
The Director, Compensation will lead RaceTrac's compensation function forward by bringing the company's compensation philosophy to life across a complex, multi-business environment. This role is responsible for building market-competitive compensation frameworks, fostering a pay-for-performance culture, and ensuring compensation programs help attract, retain, and reward the talent needed to support RaceTrac's continued growth.
Serving as the enterprise compensation leader, this role partners with HR Leadership, Finance, and business leaders to translate business strategy into scalable pay programs and clear compensation decisions. The Director will provide strong market perspective, disciplined governance, and practical recommendations that enable leaders to make thoughtful pay decisions aligned to business needs, talent priorities, and financial discipline.
What You'll Do:
Compensation Strategy, Philosophy & Program Architecture
  • Own the enterprise compensation philosophy and translate it into clear, practical programs that support business growth, talent attraction, retention, and financial discipline
  • Architect and govern base pay, short-term incentives, long-term incentives, recognition, and executive compensation programs across RaceTrac, Potbelly, Gulf, Energy Dispatch, and Shared Services
  • Design scalable compensation frameworks that align individual, team, and enterprise performance with rewards
  • Ensure programs are consistently applied across a complex, multi-business, multi-unit workforce environment

Compensation Governance, Standards & Operational Execution
  • Lead enterprise compensation cycles, including merit, bonus, incentive, executive compensation, and annual planning processes
  • Establish compensation standards, guardrails, approval practices, and decision criteria that promote rigor, consistency, and defensibility
  • Set direction across job pricing, range management, compensation administration, offer guidance, and pay decision support
  • Improve operational discipline by simplifying workflows, clarifying ownership, strengthening documentation, and improving service delivery

Market Intelligence, Analytics & Financial Stewardship
  • Set the enterprise approach to benchmarking, survey participation, market pricing, and compensation positioning across business units
  • Oversee job matching, pay range analysis, analytics, reporting, and modeling to support informed compensation decisions
  • Translate market insights, pay trends, internal equity considerations, and financial impact into clear recommendations for senior leaders
  • Monitor external trends and internal signals to identify competitive gaps, program risks, cost implications, and opportunities to improve effectiveness

Executive Compensation & Senior Leader Advisory
  • Serve as a trusted advisor to HR Leadership, Finance, and senior business leaders on executive pay, incentive design, and complex compensation decisions
  • Lead STI and LTIP design, administration, and governance to align senior leadership behavior with enterprise performance and long-term value creation
  • Bring executive-level presence, sound judgment, and practical recommendations to high-impact compensation discussions
  • Partner with Legal, HR, and Finance to ensure compensation decisions are compliant, defensible, financially sound, and aligned to business needs

Team Leadership, COE Partnership & Change Enablement
  • Lead and develop a high-performing compensation team with clear priorities, strong technical capability, and defined ownership
  • Define how compensation work is delivered across the COE, HRBPs, Finance, Legal, Payroll, HR Systems, and business leaders
  • Lead cross-functional teams through complex compensation cycles, program changes, integrations, and enterprise initiatives
  • Build trusted partnerships that connect compensation strategy to business needs, talent priorities, associate experience, and financial discipline

What We're Looking For:
  • Bachelor's degree in Human Resources, Business, Finance, or a related field
  • 10+ years of progressive experience in compensation or total rewards, including enterprise compensation strategy and program design
  • 5+ years of leadership experience spanning strategy, operations, team leadership, and senior stakeholder partnership
  • Deep expertise in compensation program design, benchmarking, governance, incentives, and executive compensation
  • Proven success leading compensation programs in multi-business, retail, or high-volume workforce environments
  • Strong background in compensation systems, analytics, process optimization, and cross-functional change management
  • Master's degree or relevant certification such as CCP or GRP preferred

Fueled by Growth, Driven by You
At RaceTrac, our people make the difference. Whether you're working in a store, at our corporate office, or on the road, you'll be part of a team that brings energy, innovation, and a passion for serving others every day. We support each other, celebrate wins big and small, and create opportunities for growth at every level. With four operating divisions RaceTrac, RaceWay, Energy Dispatch, and Gulf - there's always a new challenge to take on and a new path to pursue. Join us and discover how far your career can go.
To see what #LifeatRaceTrac is like, visit our LinkedIn, Facebook, and Instagram pages.
All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.
Responsibilities:
Key Responsibilities
Compensation Strategy, Philosophy & Program Architecture
  • Own the enterprise compensation philosophy and translate it into clear, practical programs that support business growth, talent attraction, retention, and financial discipline
  • Architect and govern base pay, short-term incentives, long-term incentives, recognition, and executive compensation programs across RaceTrac, Potbelly, Gulf, Energy Dispatch, and Shared Services
  • Design scalable compensation frameworks that align individual, team, and enterprise performance with rewards
  • Ensure programs are consistently applied across a complex, multi-business, multi-unit workforce environment

Compensation Governance, Standards & Operational Execution
  • Lead enterprise compensation cycles, including merit, bonus, incentive, executive compensation, and annual planning processes
  • Establish compensation standards, guardrails, approval practices, and decision criteria that promote rigor, consistency, and defensibility
  • Set direction across job pricing, range management, compensation administration, offer guidance, and pay decision support
  • Improve operational discipline by simplifying workflows, clarifying ownership, strengthening documentation, and improving service delivery

Market Intelligence, Analytics & Financial Stewardship
  • Set the enterprise approach to benchmarking, survey participation, market pricing, and compensation positioning across business units
  • Oversee job matching, pay range analysis, analytics, reporting, and modeling to support informed compensation decisions
  • Translate market insights, pay trends, internal equity considerations, and financial impact into clear recommendations for senior leaders
  • Monitor external trends and internal signals to identify competitive gaps, program risks, cost implications, and opportunities to improve effectiveness

Executive Compensation & Senior Leader Advisory
  • Serve as a trusted advisor to HR Leadership, Finance, and senior business leaders on executive pay, incentive design, and complex compensation decisions
  • Lead STI and LTIP design, administration, and governance to align senior leadership behavior with enterprise performance and long-term value creation
  • Bring executive-level presence, sound judgment, and practical recommendations to high-impact compensation discussions
  • Partner with Legal, HR, and Finance to ensure compensation decisions are compliant, defensible, financially sound, and aligned to business needs

Team Leadership, COE Partnership & Change Enablement
  • Lead and develop a high-performing compensation team with clear priorities, strong technical capability, and defined ownership
  • Define how compensation work is delivered across the COE, HRBPs, Finance, Legal, Payroll, HR Systems, and business leaders
  • Lead cross-functional teams through complex compensation cycles, program changes, integrations, and enterprise initiatives
  • Build trusted partnerships that connect compensation strategy to business needs, talent priorities, associate experience, and financial discipline

Qualifications:
All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.

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