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Director Compensation Jobs in Springfield, MO (NOW HIRING)

O'Reilly Auto Parts

Director Compensation

Springfield, MO · On-site

$117K - $160K/yr

The Director, Compensation leads the strategy, design, governance, and administration of O'Reilly Auto Parts' compensation programs across executive, corporate, store, and distribution center ...

Current

Audit Director

Springfield, MO · Remote

The Audit Director is a key leader in the Audit & Assurance practice, responsible for delivering ... Compensation Range: $157.5K - $250K

Sun Tan City

Assistant Salon Director

Springfield, MO · On-site

$16/hr

The Assistant Salon Director helps drive store performance, fosters superior client service, and ... Compensation: $16.00 per hour Your Golden Ticket to a Sun-Kissed Career Our salons are filled with ...

Sun Tan City

Salon Director In Training

Nixa, MO · On-site

$17.50/hr

Compensation: $17.50 per hour Benefits * Bonus based on performance * Employee discounts ... Job Summary The Salon Director in Training helps drive store performance, fosters superior client ...

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Director Compensation information

See Springfield, MO salary details

$28.7K

$138.4K

$189.6K

How much do director compensation jobs pay per year?

As of Sep 1, 2026, the average yearly pay for director compensation in Springfield, MO is $138,357.00, according to ZipRecruiter salary data. Most workers in this role earn between $117,600.00 and $160,900.00 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 are the most commonly searched types of Compensation jobs in Springfield, MO?

The most popular types of Compensation jobs in Springfield, MO are:

What job categories do people searching Director Compensation jobs in Springfield, MO look for?

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

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

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

Director Compensation jobs near you
Infographic showing various Director Compensation job openings in Springfield, MO as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 17% Part Time, and 4% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $133,729 per year, or $64.3 per hour.

Director Compensation

O'Reilly Auto Parts

Springfield, MO • On-site

$117K - $160K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 19 days ago

O'Reilly Auto Parts rating

5.3

Company rating: 5.3 out of 10

Based on 1,905 frontline employees who took The Breakroom Quiz

556th of 739 rated retailers

Job description

The Director, Compensation leads the strategy, design, governance, and administration of O'Reilly Auto Parts' compensation programs across executive, corporate, store, and distribution center populations. This role is responsible for developing compensation strategies that attract, retain, and motivate talent while supporting organizational objectives, market competitiveness, and shareholder interests. As the organization's compensation subject matter expert, the Director partners with executive leadership, Finance, Legal, and Human Resources leaders to ensure compensation programs are effective, equitable, compliant, and aligned with business needs.
Job Functions
• Develop and execute the enterprise compensation strategy, ensuring alignment with organizational objectives, workforce needs, market competitiveness, and shareholder interests.
• Lead the design, governance, and ongoing evolution of compensation programs across executive, corporate, store, and distribution center populations, including salary structures, incentive programs, and career frameworks.
• Establish and implement a global compensation strategy that supports operations in Canada, Mexico, and future international expansion while maintaining consistency with enterprise compensation principles.
• Direct enterprise job architecture, market pricing, pay structures, and compensation frameworks to support organizational growth, talent mobility, and equitable pay practices.
• Oversee executive compensation and global equity programs, including compensation recommendations, incentive plans, equity administration, regulatory compliance, and governance activities.
• Partner with executive leadership, the Compensation Committee of the Board of Directors, Finance, and Legal to support compensation strategy, executive compensation decisions, and required disclosures and reporting.
• Monitor compensation trends, labor market conditions, regulatory developments, and industry best practices to ensure programs remain competitive, compliant, and aligned with business objectives.
• Leverage compensation analytics, workforce data, and market intelligence to evaluate program effectiveness and provide strategic recommendations that support attraction, retention, and organizational performance.
• Serve as the organization's compensation subject matter expert and trusted advisor, providing guidance to executive leaders, managers, and Human Resources partners on compensation philosophy, pay practices, and incentive design.
• Lead, develop, and mentor the compensation team while fostering strong cross-functional partnerships that deliver innovative compensation solutions and reinforce O'Reilly's culture and values.
Required Skills, Education & Experience
  • Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or a related field.
  • 10+ years of progressive compensation experience, including significant responsibility for compensation strategy, program design, and governance.
  • 5+ years of leadership experience managing compensation teams and enterprise-wide compensation initiatives.
  • Demonstrated expertise in executive compensation, broad-based compensation, incentive design, equity programs, and compensation governance.
  • Exceptional analytical, financial, and problem-solving skills with the ability to translate complex data into strategic business recommendations.
  • Proven ability to influence executive leaders and build trusted partnerships across multiple functions.
  • Excellent communication and presentation skills, including experience presenting recommendations to senior executives and governance committees.
  • Ability to balance strategic vision with operational execution in a fast-paced, growth-oriented environment.
Desired Experience
  • Certified Compensation Professional (CCP) or comparable certification.
  • Experience supporting a publicly traded organization.
  • Experience leading compensation programs across multiple countries and jurisdictions.
  • Experience managing a variety of equity, including stock options, RSUs, PSUs, and employee stock purchase plans.
  • Experience leading large-scale compensation transformations and compensation-related change management initiatives.

O'Reilly Auto Parts has a proven track record of growth and stability. O'Reilly is full of successful career stories and believes in a strong promote-from-within philosophy, encouraging you to grow your career along with the organization.
Total Compensation Package:
  • Competitive Wages & Paid Time Off
  • Stock Purchase Plan & 401k with Employer Contributions Starting Day One
  • Medical, Dental, & Vision Insurance with Optional Flexible Spending Account (FSA)
  • Team Member Health/Wellbeing Programs
  • Tuition Educational Assistance Programs
  • Opportunities for Career Growth

O'Reilly Auto Parts is an equal opportunity employer. The Company does not discriminate on the basis of race, religion, color, national origin or ancestry (including immigration status or citizenship), sex, sexual orientation, gender identity, pregnancy (including childbirth, lactation, and related medical conditions,) age (40 and over), veteran status, uniformed service member status, physical or mental disability, genetic information (including testing or characteristics) or another protected status as defined by local, state, or federal law, as applicable.
Qualified individuals with a disability may be entitled to reasonable accommodation under the Americans with Disabilities Act. If you require a reasonable accommodation during the application or employment process, please send an email to: rar@oreillyauto.com or call (800) 471-7431 option , and provide your requested accommodation, and position details.

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