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Director Compensation Jobs in Delafield, WI (NOW HIRING)

Douglas Dynamics

Director, Total Rewards

Milwaukee, WI · On-site

$128K - $176K/yr

As Director of Total Rewards, you'll architect and lead a bold, globally scalable compensation and benefits strategy that powers our growth and keeps us fiercely competitive. From Milwaukee to ...

Douglas Dynamics

Director, Total Rewards

Milwaukee, WI

$123K - $168K/yr

As Director of Total Rewards, youll architect and lead a bold, globally scalable compensation and benefits strategy that powers our growth and keeps us fiercely competitive. From Milwaukee to Beijing ...

Douglas Dynamics

Director, Total Rewards

Milwaukee, WI

$128K - $176K/yr

As Director of Total Rewards, you'll architect and lead a bold, globally scalable compensation and benefits strategy that powers our growth and keeps us fiercely competitive. From Milwaukee to ...

Ellsworth

Director, Total Rewards

Germantown, WI · Hybrid

$127K - $174K/yr

... has a Director, Total Rewards opportunity. This role reports into our corporate headquarters ... You will also create and implement compensation, benefits, HR Information System (HRIS), and ...

Children of America

School Director

Menomonee Falls, WI · On-site

$60K - $70K/yr

Our School Directors are responsible for carrying out the daily tasks and duties of management ... Actual compensation will be based on experience, skills, location, and internal equity. This role ...

Sippel Law, LLC

Marketing Director

Waterford, WI · On-site

$80K/yr

Description As our Marketing Director, you will be the architect of client experience and the ... Compensation: Compensation includes a base salary of $80,000 per year, plus a performance-based ...

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All JobsCompensation JobsDirector Compensation JobsDirector Compensation Jobs in Delafield, WI

Director Compensation information

See Delafield, WI salary details

$29.3K

$141K

$193.3K

How much do director compensation jobs pay per year?

As of Aug 9, 2026, the average yearly pay for director compensation in Delafield, WI is $141,023.00, according to ZipRecruiter salary data. Most workers in this role earn between $119,900.00 and $164,000.00 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?

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 job categories do people searching Director Compensation jobs in Delafield, WI look for? The top searched job categories for Director Compensation jobs in Delafield, WI are:
What cities near Delafield, WI are hiring for Director Compensation jobs? Cities near Delafield, WI with the most Director Compensation job openings:
Director Compensation jobs near you

Director of Compensation - Relocate to Warroad, MN

Marvin

Milwaukee, WI • On-site

$161K - $215K/yr

Full-time

Medical, Retirement

Re-posted 21 days ago

Job description

Job Overview:

Ready to shape how an organization rewards and retains talent? Marvin is seeking a Director of Compensation to lead enterprise-wide strategy across base pay, incentives, and market competitiveness. This role partners closely with senior leadership and key stakeholders to design and execute programs that drive equity, performance, and retention across the business. 

You’ll excel if you bring deep expertise in compensation strategy, strong analytical capabilities, and experience influencing leaders across a multi-location organization. If you’re ready to make an impact, we invite you to apply today. 

This role is based in Warroad, Minnesota, where Marvin is headquartered. We will support your relocation with a robust benefit package that includes the movement of household goods, up to 120 days of temporary housing, and much more – in addition to a relocation counselor to assist you throughout the entire journey.  

Highlights of your role:
  • Lead compensation strategy, including base pay, incentives, and market competitiveness.
  • Oversee annual compensation cycles, budgeting, and enterprise-wide execution.
  • Drive job architecture, market analysis, and pay equity initiatives.
  • Partner with senior leadership, HRBPs, and Talent Acquisition on pay decisions and offer strategy.
  • Ensure compliance with compensation regulations and maintain governance frameworks.
  • Lead compensation systems, process improvements, and a high-performing team.
You're a good fit if you have (or if you can):
  • Bachelor’s degree in Human Resources, Business, Finance, or related field.
  • 8+ years of progressive compensation experience, including leadership responsibility.
  • Deep expertise in compensation program design, market analysis, and salary structures.
  • Strong analytical and financial modeling skills.
  • Experience managing compensation cycles and working with senior leadership.
  • Experience supporting multi-location/manufacturing organizations preferred.
Also want to make sure you have:
  • Certified Compensation Professional (CCP) or similar credential.
  • Experience with executive compensation and Board-level reporting.
  • Familiarity with compensation systems (PayFactors, etc.)
  • Experience in a multi-state environment.
We invite you to See Yourself at Marvin:

From people to products, Marvin is committed to creating better ways of living. When you join this family-owned and -led window and door company, you belong to a community full of opportunities.

For more than a century, we’ve been at the forefront of designing, building, and engineering premium, award-winning products. Today, Marvin is also proud to have been named a Top Large Employer by Forbes Magazine two years in a row, in 2024 and 2025. With operations in 19 cities across North America, we manufacture Marvin’s quality products, including Infinity Replacement Windows and Doors, and TruStile Doors.

Together, we uphold our values and foster a culture where safety and the wellbeing of our people comes first. We take a better living approach with benefits to support you at work and beyond. From day one, you will enjoy health insurance, paid holidays, paid parental leave, a 401(k) retirement savings match and more!

Some of our unique and most popular benefits include:

  • $300 annual wellbeing account to spend on what helps you feel happy + healthy
  • Better Living Day! (a paid day off to go have some fun)
  • Annual profit sharing – recognizing everyone’s contribution to Marvin’s success
  • Giving at Marvin – participate in organized volunteer opportunities
  • Brighter Days Fund – financial support from your colleagues and the Marvin family during personal hardships

Join the more than 8,000 Marvin team members to experience these benefits and more. Apply today!

Marvin is an Equal Opportunity Employer:

Marvin is committed to creating an inclusive environment for all employees and applicants. Employment decisions are made without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other protected status under applicable laws. Applicants requiring reasonable accommodation for any part of the application and hiring process may contact us at CareerSupport@marvin.com.

Compensation: $161,000 to $215,000 Annually (bonus eligible)

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