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Director Compensation Jobs in Paramus, NJ (NOW HIRING)

Essilor

Director- Compensation

Manhattan, NY

$240K/yr

GENERAL FUNCTION The Director, Compensation is a key member of the North America Total Rewards Leadership team responsible for delivering strategic compensation partnership, program governance ...

EssilorLuxottica

Director- Compensation

Manhattan, NY · On-site

$240K/yr

GENERAL FUNCTION The Director, Compensation is a key member of the North America Total Rewards Leadership team responsible for delivering strategic compensation partnership, program governance ...

The Rockridge Group

Compensation Analyst

New York, NY · On-site

This position reports to the Sr. Director, Compensation and will work closely with other HR functions and client groups, including: HR business partners, HR analytics, finance, sales, payroll and ...

DTCC

Compensation Executive Director

Jersey City, NJ · On-site

$136K - $187K/yr

Provides direct compensation support and consultation to designated client groups and HR partners, offering guidance on offers, job evaluations, market data, pay recommendations, and complex cases.

Aon Corporation

Director, Data Solutions

New York, NY · On-site

Director, Compensation Data Solutions Norwalk, CT | New York Metro Area Aon is Looking for a Director, Compensation Data Solutions Aon is seeking a commercially focused Director, Compensation Data ...

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All JobsCompensation JobsDirector Compensation JobsDirector Compensation Jobs in Paramus, NJ

Director Compensation information

See Paramus, NJ salary details

$30.9K

$148.8K

$203.9K

How much do director compensation jobs pay per year?

As of Aug 24, 2026, the average yearly pay for director compensation in Paramus, NJ is $148,783.00, according to ZipRecruiter salary data. Most workers in this role earn between $126,500.00 and $173,000.00 per year, depending on experience, location, and employer.

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 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 job categories do people searching Director Compensation jobs in Paramus, NJ look for?

The top searched job categories for Director Compensation jobs in Paramus, NJ are:

What cities near Paramus, NJ are hiring for Director Compensation jobs?

Cities near Paramus, NJ with the most Director Compensation job openings:

Director Compensation jobs near you
Infographic showing various Director Compensation job openings in Paramus, NJ as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 87% Physical, 3% Hybrid, and 10% Remote job distribution, with an average salary of $148,783 per year, or $71.5 per hour.

Director- Compensation

EssilorLuxottica Group

Manhattan, NY

$240K/yr

Full-time

Medical, Retirement, PTO

Re-posted 10 hours ago

EssilorLuxottica rating

7.2

Company rating: 7.2 out of 10

Based on 296 frontline employees who took The Breakroom Quiz

8th of 40 rated optical retailers

Job description

Requisition ID: 939227 
Store #: X00556 HR Comp & Benefit UNY5AV 
Position: Full-Time 
Total Rewards: Benefits/Incentive Information

If you’ve worn a pair of glasses, we’ve already met.

We are a global leader in the design, manufacture, and distribution of ophthalmic lenses, frames, and sunglasses. We offer our industry stakeholders in over 150 countries access to a global platform of high-quality vision care products such as the Essilor brand, with Varilux, Crizal, Eyezen, Stellest and Transitions, iconic brands that consumers love such as Ray-Ban, Oakley, Persol and Oliver Peoples, as well as a network that offers consumers high-quality vision care and best-in-class shopping experiences such as Sunglass Hut, LensCrafters, and Target Optical, and leading e-commerce platforms.

Our portfolio of more than 150 renowned brands span various categories, from frames, lenses and instruments to brick and mortar and digital distribution as well as mid-range to premium segments. Our Shared Services Team, accompany and enable others within the EssilorLuxottica collective to achieve their targets. They keep people and projects running smoothly, ensuring every part of our business is provided for and well taken care of.

Join our global community of over 200,000 dedicated employees around the world in driving the transformation of the eyewear and eyecare industry. Discover more by following us on LinkedIn!

JOB DESCRIPTION

GENERAL FUNCTION

The Director, Compensation is a key member of the North America Total Rewards Leadership team responsible for delivering strategic compensation partnership, program governance, analytics, and process excellence for assigned business areas.  This role partners closely with business leaders, HR Business Partners, Finance, Legal, HR Systems, and global Compensation to design, govern, administer, and continuously improve compensation programs that support business priorities, attract and retain talent, reinforce performance, and ensure scalable processes delivering consistent, compliant pay practices.

MAJOR DUTIES AND RESPONSIBILITIES

  • Serve as a strategic compensation partner to assigned business areas providing consultative guidance to leaders and HR partners on pay decisions, organizational changes, job evaluations, market competitiveness, retention needs, and application of compensation programs.
  • Lead the design, governance, administration, and continuous improvement of broad-based compensation programs including base pay, annual bonus, incentive pay programs, and related compensation processes.
  • Lead assigned compensation systems, tools, and process governance including workflows, process documentation, data integrity, reporting, controls, automation opportunities, and partnership with HR Systems to improve scalability, consistency, and user experience.
  • Oversee compensation support for annual and recurring processes including salary planning, incentive planning, market pricing, job architecture, and compensation planning tools & technologies.
  • Establish incentive strategy and governance including incentive design, operational frameworks, performance measures, plan eligibility, plan documentation, governance structures, and partnership with Finance and commercial teams on cost modeling, accruals, plan funding, and performance tracking.
  • Build stronger analytics, insights, and decision support for leaders and HR partners by translating compensation data, market intelligence, workforce trends, internal equity, and projected outcomes into clear recommendations.
  • Establish, monitor, and communicate compensation program metrics to evaluate effectiveness, competitiveness, consistency, cost, process performance, and areas for improvement.
  • Ensure compensation programs, processes, and decisions are administered consistently and in compliance with applicable, federal, state, provincial, local laws & regulations, company policies, and governance standards.

BASIC QUALIFICATIONS

  • Bachelor’s degree in business, Human Resources, Finance, or related field.
  • 8+ years of progressive compensation experience including plan design, market pricing, salary administration, incentive compensation, analytics, governance, and process compensation management.
  • Proficiency with Microsoft Office platforms, including advanced Excel and PowerPoint; experience with the latest compensation planning, reporting, and analytics tools.
  • Knowledge of applicable federal and state laws, pay transparency requirements, and related compliance considerations.

PREFERRED QUALIFICATIONS

  • Certified Compensation Professional (CCP) or other relevant Total Rewards certification
  • Experience with incentive design and governance for sales, business-to-business, retail, operations, or field-based populations.
  • Experience in wholesale, retail, manufacturing, healthcare, life sciences, consumer, or other large-scale operating environments.

Pay Range: 200,383.60  - $240,000.00

This posting is for an existing vacancy within our business. Employee pay is determined by multiple factors, including geography, experience, qualifications, skills and local minimum wage requirements. In addition, you may also be offered a competitive bonus and/or commission plan, which complements a first-class total rewards package. Benefits may include health care, retirement savings, paid time off/vacation, and various employee discounts.

EssilorLuxottica complies with all applicable laws related to the application and hiring process. If you would like to provide feedback regarding an active job posting, or if you are an individual with a disability who would like to request a reasonable accommodation, please call the EssilorLuxottica SpeakUp Hotline at 844-303-0229 (be sure to provide your name, job id number, and contact information so that we may follow up in a timely manner) or email HRCompliance@luxotticaretail.com.

We are an Equal Opportunity Employer.  All qualified applicants will receive consideration for employment without regard to race, color, gender, national origin, social origin, social condition, being perceived as a victim of domestic violence, sexual aggression or stalking, religion, age, disability, sexual orientation, gender identity or expression, citizenship, ancestry, veteran or military status, marital status, pregnancy (including unlawful discrimination on the basis of a legally protected pregnancy or maternity leave), genetic information or any other characteristics protected by law. Native Americans in the US receive preference in accordance with Tribal Law.

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