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Director Compensation Jobs in Springfield, MA (NOW HIRING)

ServiceNet

Program Director

Westfield, MA · On-site

$50K - $52K/yr

Compensation & Benefits * Salary: $50,079-$52,139 * MAP differential: $2/hr * Time Off: Generous ... Whether you're working in residential direct care, clinical care, peer support, or other valuable ...

Milestone Funeral Partner

Funeral Director

Chicopee, MA · On-site

$70K - $90K/yr

This full-time opportunity offers competitive compensation, comprehensive benefits, and the chance ... About the Role As a Funeral Director, you'll play a vital role in guiding families through one of ...

The MH Group LLC

Medical Director

Hartford, CT · On-site

$263K - $305K/yr

About the Role The Medical Director will provide clinical leadership and oversight across ... Compensation & Benefits * Competitive salary aligned with executive leadership level.

ServiceNet

Program Director

Westfield, MA · On-site

$50K - $52K/yr

Parental leave * Training & development Program Director Developmental Brain Injury Services ... Compensation & Benefits * Salary: $50,079-$52,139 * MAP differential: $2/hr * Time Off: Generous ...

CBRE

Alliance Director

Hartford, CT · On-site

The Alliance Director will manage a P&L, lead a team of 8 FTEs (including 3 direct reports), and ... Oversees hiring, terminating, compensation, and performance evaluation for all account dedicated ...

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All JobsCompensation JobsDirector Compensation JobsDirector Compensation Jobs in Springfield, MA

Director Compensation information

See Springfield, MA salary details

$29.7K

$143.1K

$196.1K

How much do director compensation jobs pay per year?

As of Sep 8, 2026, the average yearly pay for director compensation in Springfield, MA is $143,101.00, according to ZipRecruiter salary data. Most workers in this role earn between $121,700.00 and $166,400.00 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 Springfield, MA look for?

The top searched job categories for Director Compensation jobs in Springfield, MA are:

What cities near Springfield, MA are hiring for Director Compensation jobs?

Cities near Springfield, MA with the most Director Compensation job openings:

Director Compensation jobs near you
Infographic showing various Director Compensation job openings in Springfield, MA as of August 2026, with employment types broken down into 72% Full Time, and 28% Part Time. Highlights an 100% In-person job distribution, with an average salary of $143,101 per year, or $68.8 per hour.

Director, Compensation - Enabling Functions

The Hartford

Hartford, CT • On-site, Remote

$142K - $213K/yr

Full-time

Re-posted 6 days ago

Key responsibilities

  • Lead the development and evolution of compensation and job architecture strategies aligned with enterprise priorities and workforce transformation initiatives.

  • Partner with HR and business leaders to translate emerging skill needs into job design and compensation strategies.

  • Provide insights and recommendations on pay, structure, and workforce investments to senior leaders.

The Hartford rating

8.8

Company rating: 8.8 out of 10

Based on 122 frontline employees who took The Breakroom Quiz

58th of 315 rated insurance

Job description

Director, Compensation - HC06AE

We're determined to make a difference and are proud to be an insurance company that goes well beyond coverages and policies. Working here means having every opportunity to achieve your goals - and to help others accomplish theirs, too. Join our team as we help shape the future.

The Director of Compensation will lead the strategic design, evolution, and governance of compensation and job architecture frameworks across enabling functions including Technology, Data, Operations, Claims, and Corporate. This role is a key strategic partner to the business and HR, shaping how work is defined, structured, and rewarded in alignment with enterprise priorities, workforce transformation, and future skill needs. The Director will integrate compensation strategy with strategic workforce planning, job architecture evolution, and skills-based talent models to ensure scalable, market-competitive, and business-relevant solutions. This role is increasingly focused on forward-looking design, advisory, and enterprise influence, with transactional delivery executed through a centralized team. This role is based in our Hartford, CT, Home Office. Candidates based elsewhere may also be considered.

Key Responsibilities

Strategic Leadership & Workforce Transformation

  • Lead the development of forward-looking compensation and job architecture strategies aligned with enterprise business strategy, transformation initiatives, and workforce priorities.

  • Integrate Strategic Workforce Planning (SWP) with compensation design-ensuring alignment between future talent demand (skills, capabilities, capacity) and compensation structures.

  • Drive the evolution of job architecture from role-based to skills-informed frameworks, enabling flexibility, scalability, and internal mobility.

  • Own and evolve job architecture frameworks, including job structures, leveling, career paths, and competency/skills alignment.

  • Partner with HR and business leaders to translate emerging skill needs (e.g., AI, data, digital) into job design and compensation strategies.

Business Partnership & Enterprise Influence

  • Act as a trusted thought partner to HRBPs and senior business leaders.

  • Provide executive-ready insights and recommendations on pay, structure, and workforce investments.

  • Ensure alignment with compensation philosophy, internal equity, and regulatory requirements.

Market Intelligence & Strategic Analytics

  • Translate external market trends (skills scarcity, emerging roles, pay premiums) into actionable compensation strategies.

  • Utilize tools (Workday, market data platforms, AI-enabled analytics) to enhance scenario modeling, forecasting, and decision support.

Team Leadership

  • Lead and develop one direct report, providing coaching, performance management, and career development support.

  • Foster strong team engagement and accountability while contributing as an active member of the Broad-Based Compensation leadership team.

Qualifications

  • 10+ years of progressive compensation experience, with strong emphasis on strategy, transformation, and enterprise initiatives.

  • Proven ability to operate as a strategic advisor to senior leaders and influence across complex, matrixed organizations.

  • Strong analytical and financial acumen, with experience translating data into business and workforce insights.

  • Experience leading cross-functional transformation initiatives with enterprise impact.

  • Proficiency in compensation and HR systems (Workday, market pricing tools) and advanced analytics.

  • High integrity and ability to operate at executive level with sensitive and high-impact decisions.

  • Bachelor's degree or equivalent work experience; CCP or advanced degree a plus.

Compensation

The listed annualized base pay range is primarily based on analysis of similar positions in the external market. Actual base pay could vary and may be above or below the listed range based on factors including but not limited to performance, proficiency and demonstration of competencies required for the role. The base pay is just one component of The Hartford's total compensation package for employees. Other rewards may include short-term or annual bonuses, long-term incentives, and on-the-spot recognition. The annualized base pay range for this role is:

$142,400 - $213,600

Equal Opportunity Employer/Sex/Race/Color/Veterans/Disability/Sexual Orientation/Gender Identity or Expression/Religion/Age

About Us|Our Culture|What It's Like to Work Here|Perks & Benefits

What The Hartford employees say

Pay

Benefits

Hours and flexibility

Workplace

Get the full story on Breakroom

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About Hartford

Sourced by ZipRecruiter

Hartford Financial Services Group, widely recognized as The Hartford, is a renowned company based in Hartford, CT, US. Established in 1810, it has evolved into an industry leader in the insurance and financial services sector, proudly serving more than one million businesses in the US. The Hartford is committed to offering a gamut of insurance products that include homeowners, automobile, and business insurance as well as employee benefits and mutual funds. The company’s core values revolve around customer-focused innovations, diversity and inclusion, and ethical dealings that have earned them a customer-centric reputation. This shapes their mission which revolves around aiding their clients to overcome unforeseen obstacles and enhancing their wealth over time. Among the company's noted accomplishments is being consistently listed among the World's Most Ethical Companies, a testament to their unwavering commitment towards responsible business practices.

Industry

Finance and insurance

Company size

10,000+ Employees

Headquarters location

Hartford, CT, US

Year founded

1810

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