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Director Compensation Jobs in Decatur, GA (NOW HIRING)

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 ...

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 ...

Elevance Health

Compensation Analyst Sr.

Atlanta, GA · On-site

$93K - $139K/yr

Supports corporate-wide compensation initiatives, including incentive plan administration, merit process, total direct compensation analysis, and salary survey design and submission. Minimum ...

Trueseek

Workers' Compensation Attorney

Atlanta, GA

$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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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 9, 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 are popular job titles related to Director Compensation jobs in Decatur, GA? For Director Compensation jobs in Decatur, GA, the most frequently searched job titles 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.
Global Compensation Director

Global Compensation Director

ACI Worldwide

Norcross, GA • On-site

Full-time

Re-posted 12 days ago

Job description


Powering the world's payments ecosystem
ACI Worldwide is authoring the next chapter of intelligent payments orchestration-leading the future of digital payments by setting new standards and transforming the global payments ecosystem. We power the global economy, enabling seamless, secure, and real-time payments across the world. Our people power ACI. At ACI, our people are the heartbeat of innovation-driven by purpose, united by values, and empowered to make an impact every day. We are guided by our values to Envision, Energize, Empower, Elevate, and Excel in everything we do.
As a Global Compensation Manager (Norcross/hybrid), you will join a diverse, passionate team, dedicated to powering the world's payments ecosystem!
This Purpose of this Role
The Global Compensation Manager engages cross-functionally with senior business leaders, Finance, Legal, and Human Resources to drive and support ACI's global compensation programs, with a strong focus on executive compensation.
This role has primary responsibility for the design, development, implementation, and administration of ACI's compensation programs including Base Pay, Short-term (non-sales) incentive plans, executive compensation processes, and governance under the direction of the SVP, Global Total Rewards.
Will assist with developing recommendations for ACI's equity and long-term incentive programs, including executive and director equity. Will provide consultative support to business leaders on compensation design and pay decisions, including executive offers and incentive arrangements. 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 ACI for a Global Compensation Manager:
  • Lead compensation strategy and operations for a Region or multiple Regions (APAC, Americas, EMEA), partnering with HR and business leaders to deliver market-competitive, internally equitable outcomes
  • Support the design, implementation, and ongoing administration of global compensation programs, including job evaluation, salary survey participation and analysis, benchmarking, and annual salary budget development
  • Support compensation due diligence for new ventures, mergers, and acquisitions, including review of compensation and/or benefit plans and integration considerations
  • Develop executive compensation analyses, recommendations, and board-ready materials for senior executives, the Compensation Committee, and the Board (e.g., pay-for-performance, market benchmarking, incentive outcomes, equity usage)
  • Lead end-to-end executive compensation processes, including annual executive pay planning, competitive benchmarking, pay positioning, and internal equity considerations
  • Develop compensation analyses and recommendations for executive offers, promotions, retention arrangements, and employment transitions, ensuring alignment with governance, plan provisions, and market practice
  • Provide Compensation Committee support, including annual calendar planning, meeting materials, analysis and exhibits, recommendations, and coordination with Legal/Finance/HR/external advisors; ensure timely follow-through on approved actions
  • Partner with Legal, Finance, and external advisors to support executive compensation disclosures, including proxy/CD&A development: data gathering and validation, drafting support for compensation narratives and tables, and documentation of processes and controls
  • Design, govern, and administer annual incentive and long-term incentive programs (including performance metrics, goal calibration, modelling, award sizing, and payout determinations), and develop analyses to support compensation planning, forecasting, and budgeting
  • Develop and execute compensation program communication plans (e.g., annual pay planning, incentive plan changes, executive compensation actions), including key messages, stakeholder alignment, manager enablement materials, and FAQs
  • Serve as a trusted advisor to HR Business Partners and business leaders by providing consultative guidance on compensation programs, pay decisions, and complex cases; synthesize data into clear recommendations and influence outcomes through strong stakeholder management

Knowledge, Skills and Experience needed to succeed in this role:
  • Bachelor's degree (or equivalent experience) in HR, Business Administration, Finance, or a related field
  • 15+ years of progressive experience in Compensation / Total Rewards, including global program support
  • Strong consultative and stakeholder advisory skills; ability to partner with and influence leaders across levels and functions through clear communication and recommendations
  • Demonstrated executive compensation expertise, including market benchmarking, pay-for-performance analyses, and governance practices for senior leaders and (as applicable) non-employee directors
  • Experience supporting Compensation Committee processes and materials; ability to develop board-ready narratives, exhibits, and presentations
  • Working knowledge of executive compensation disclosure requirements and processes (proxy statement, CD&A), including data validation, documentation, and cross-functional coordination with Legal and Finance
  • Strong experience with incentive plan design and administration (annual and long-term), including modelling, forecasting, performance measure calibration, and payout calculations
  • Exceptional written and verbal communication skills, including the ability to create program communication plans and produce clear, executive- and board-ready materials that translate complex data into actionable insights
  • Proven ability to handle highly sensitive and confidential information with sound judgment and professionalism
  • Advanced analytical and technical skills, including Excel (pivot tables, lookups, complex formulas) and proficiency with Word and PowerPoint

Preferred Knowledge, Skills and Experience needed for this role:
  • Related certifications such as CCP, CECP, GRP, SCP or CEP designations
  • Ability to leverage and apply generative AI to improve or enhance analysis, efficiency, and productivity
  • Well organized, strong attention to detail, and confidence to work independently while performing as a strong team player with demonstrated competency in process management, analysis, decision making, and cultural awareness
  • Self-starter with excellent project management skills including the ability to work effectively and facilitate multiple projects in a dynamic environment, document and communicate project plans, monitor progress and achieve milestones

Licenses and Certifications:
  • Certified Compensation Professional (CCP) or Certified Executive Compensation Professional (CECP), Certified Equity Professional (CEP), Global Remuneration Professional (GRP)

Work Environment:
  • Standard work environment. Split between remote and collaboration with the SVP in the Norcross office.
  • Majority of time spent on PC (Phys. Req.)
  • Some domestic and international travel

Physical demands:
Core Capabilities:
We seek colleagues who embody our core capabilities - these shape our culture and enable us to make a meaningful impact together:
  • Ensure Accountability: holding self and others accountable to meet commitments.
  • Drives Results: consistently achieving results, even under tough circumstances.
  • Customer Focus: building strong customer relationships and delivering customer-centric solutions.
  • Cultivate Innovation: creating new and better ways for the organization to be successful.
  • Collaborates: building partnerships and working collaboratively with others.
  • Courage: stepping up to address difficult issues, saying what needs to be said.

Applicants must be currently authorized to work in the US on a full-time basis. This position does not offer sponsorship for employment visa status or work permit now or in the future.
In return for your expertise, we offer opportunities for growth, career development, and a competitive compensation and benefits package-all within an innovative and collaborative work environment.
Are you ready to help us transform the payments ecosystem? To learn more about ACI Worldwide, visit our web site at www.aciworldwide.com or careers.aciworldwide.com, requisition #19157
ACI Worldwide is an AA/EEO employer in the United States, which includes providing equal opportunity for protected veterans and individuals with disabilities, and an EEO employer globally.
Important Notice About Recruitment Scams
Job seekers should be aware of ongoing recruitment scams where individuals or organizations impersonate legitimate companies to offer fake job opportunities. These scams often involve requests for personal information, payments, or interviews through unofficial channels. Please be cautious and verify any communications claiming to be from our company (www.aciworldwide.com / @aciworldwide.com).
The ACI Worldwide recruitment team will always follow official channels and will never request payment.
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