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Director Compensation Jobs in Raleigh, NC (NOW HIRING)

Town of Apex North Carolina

Compensation Analyst

Apex, NC · On-site

$79K - $97K/yr

Compensation Analyst ABOUTTHIS POSITION: EXPECTEDHIRING RANGE: $79,868.67 - 97,843.42 WORKLOCATION ... Works with Assistant HR Director on annual position study, including notifications to employees ...

Bell Partners

Director of Total Rewards

Raleigh, NC · Hybrid

$121K - $166K/yr

The Director of Total Rewards leads Bell Partners' compensation and benefits strategy, ensuring programs are competitive, compliant, and aligned with business goals. This role oversees the design ...

Danaher

Director, Total Rewards (U.S.A. Remote)

Raleigh, NC · Remote

$121K - $166K/yr

The Director leads the design and delivery of competitive global programs across compensation, incentives, equity, benefits, and retirement, while driving core processes-including the annual ...

Enviva

Director, Total Rewards

Raleigh, NC

$121K - $166K/yr

The Director, Total Rewards is responsible for providing leadership in the implementation, ongoing ... Oversee compensation philosophy, salary structures, incentive programs, pay practices, job ...

Enviva

Director, Total Rewards

Raleigh, NC · On-site

$121K - $166K/yr

The Director, Total Rewards is responsible for providing leadership in the implementation, ongoing ... Oversee compensation philosophy, salary structures, incentive programs, pay practices, job ...

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All JobsCompensation JobsDirector Compensation JobsDirector Compensation Jobs in Raleigh, NC

Director Compensation information

See Raleigh, NC salary details

$29.6K

$142.9K

$195.9K

How much do director compensation jobs pay per year?

As of Jul 13, 2026, the average yearly pay for director compensation in Raleigh, NC is $142,917.00, according to ZipRecruiter salary data. Most workers in this role earn between $121,500.00 and $166,200.00 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 Raleigh, NC? The most popular types of Compensation jobs in Raleigh, NC are:
What job categories do people searching Director Compensation jobs in Raleigh, NC look for? The top searched job categories for Director Compensation jobs in Raleigh, NC are:
What cities near Raleigh, NC are hiring for Director Compensation jobs? Cities near Raleigh, NC with the most Director Compensation job openings:
Director Compensation jobs near you
Infographic showing various Director Compensation job openings in Raleigh, NC as of July 2026, with employment types broken down into 1% As Needed, 73% Full Time, 21% Part Time, 1% Temporary, and 4% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $142,917 per year, or $68.7 per hour.
Associate Director, Global Compensation

Associate Director, Global Compensation

Worldwide Clinical Trials

Durham, NC • On-site

Full-time

Re-posted 3 days ago

Job description

Who we are

We're a global, midsize CRO that pushes boundaries, innovates and invents because the path to a cure for the world's most persistent diseases is not paved by those who play it safe. It is built by those who take pioneering, creative approaches and implement them with quality and excellence.

We are Worldwide Clinical Trials, and we are a global team of over 3,500+ experts, bright thinkers, dreamers and doers and, together, we are changing the way the world experiences CROs - in the best possible way.

Our mission is to work with passion and purpose every day to improve lives and we are looking for others who value this same pursuit.

Why Worldwide

We believe everyone plays an important role in making a world of difference for patients and their caregivers. From our hands-on, accessible leaders, to our cohesive and supportive teams, we are committed to enabling professionals from all backgrounds and experiences to succeed. We prioritize cultivating a diverse and inclusive environment that continues to promote collaboration and creativity. We are proud to be a workplace where people thrive by being themselves and are inspired to do their best work every day.Join us!

What the Associate Director, Compensation does at Worldwide


The Associate Director, Global Compensation is a strategic and hands-on leader responsible for executing and continuously improving global compensation programs. Reporting to the Director, Global Total Rewards, this role plays a critical part in shaping and operationalizing the global compensation strategy. The Associate Director partners closely with senior leadership to deliver competitive, equitable, and scalable compensation programs while providing analytical insight to support executive and board-level decision-making. This role operates as a player-coach, balancing strategic contribution with hands-on execution and team leadership.

What you will do

  • Partner with the Director, Global Total Rewards to operationalize and implement the global compensation strategy

  • Provide strategic input and recommendations on compensation design, structures, and programs

  • Translate enterprise strategy into scalable programs, tools, and processes

  • Lead execution, analysis, and administration of executive compensation programs, including base salary, bonus, and long-term incentives (LTI)

  • Develop executive-ready materials and insights to support senior leadership and Compensation Committee decisions

  • Partner with the Director on governance, benchmarking, and program design

  • Own the end-to-end delivery of global compensation operations including annual salary and bonus planning, salary structure design and maintenance, job evaluation and leveling frameworks, market pricing, survey participation, and incentive plan administration

  • Partner with Commercial, Human Resources Business Partners (HRBP), Finance, and leadership to design and administer sales incentive and commission programs

  • Monitor effectiveness of sales incentive programs and recommend enhancements

  • Lead transformation initiatives such as pay transparency, salary structure redesign, and job and title architecture

  • Drive process improvements and modernization of compensation practices

  • Serve as a trusted advisor to People Partners, leaders, and Talent Acquisition (TA), and act as an escalation point when necessary

  • Drive compensation analytics, metrics, cost modeling, and governance compliance

  • Lead and develop team members

  • Provide hands-on support for complex analyses and deliverables

  • Build scalable processes and strengthen team capability

  • Perform other duties as assigned. The duties and responsibilities listed above are representative of the nature and level of work assigned and are not necessarily all-inclusive.

What you bring to the role

The Associate Director, Global Compensation is a strategic and hands-on leader responsible for leading the execution and continuous improvement of global compensation programs. Reporting to the Director, Global Total Rewards, this role plays a critical part in shaping and operationalizing the global compensation strategy.

The Associate Director partners closely with senior leadership to deliver competitive, equitable, and scalable compensation programs while providing analytical insight to support executive and board-level decision-making. This role operates as a player-coach, balancing strategic contribution with hands-on execution and team leadership.

Your experience

  • Bachelor's degree required; Certified Compensation Professional (CCP) certification preferred

  • 10+ years of progressive compensation experience, including global scope

  • 3+ years of team leadership experience required

  • Experience with executive compensation and long-term incentives

  • Proven leadership of compensation projects such as pay transparency, job architecture, and salary structures

  • Strong analytical capability, including advanced Microsoft Excel skills, and Human Resources Information Systems (HRIS) experience

  • Ability to influence senior stakeholders and balance strategy with execution

Promotion to the next level is not automatic based on years of experience. Personnel are evaluated on proven competency, level of responsibility, and ability to work independently.

At Worldwide Clinical Trials, we are committed to fostering an inclusive and equitable workplace by providing transparent compensation.
The salary range for this position is annually (For hourly paid positions, the stated salary range reflects hourly rates):


United States of America - $113,000.00 - $225,000.00


The salary range provided is intended to give candidates an understanding of potential earnings. Compensation will fall within the provided range, and it not a guarantee of exact salary. The final salary will be determined based on relevant experience, performance, education, and internal equity. In addition to base salary, we offer a competitive benefits package depending on location. We ensure pay equity and transparency and comply with all applicable labor laws. Salary information will be discussed during the interview process, and we encourage candidates to inquire about compensation at any stage.

We love knowing that someone is going to have a better life because of the work we do.

To view our other roles, check out our careers page at Discover a world of difference at Worldwide!For more information on Worldwide, visit www.Worldwide.com or connect with us on LinkedIn.

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