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Director Compensation Jobs (NOW HIRING)

CarGurus

Director, Compensation

Boston, MA · On-site

$135K - $185K/yr

Role overview We are seeking a Director of Compensation to elevate and scale our compensation programs. This leader will shape and operationalize our compensation strategy, ensuring our philosophy ...

Cook Children's

Director, Compensation

Fort Worth, TX · On-site

$119K - $163K/yr

... the Compensation Lead, and Analysts. In the Director role, you will routinely partner and work in concert with other HR functions (e.g., HRBPs, Talent Acquisition, Benefits, HRIS) employing a wide ...

Microsoft

Director, Compensation

Redmond, WA · On-site

$165K - $303K/yr

... direct authority, and partner closely with HR Business Partners, Talent Acquisition, Finance, and the broader Total Rewards team. Responsibilities * Act as the lead compensation advisor to leaders ...

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 RealReal

Director, Compensation

San Francisco, CA · On-site

$147K - $201K/yr

About The Role We are seeking a hands-on, strategic, and analytically driven Director of Compensation to lead the design and execution of enterprise-wide compensation strategy. This includes ...

ServiceTitan, Inc.

Director, Compensation

California, MO · On-site

$218.30 - $327.50/hr

Own the architecture that enables the compensation team to move quickly, and enable partner teams requiring compensation inputs at offer, internal moves or new roles Partner with talent management on ...

Envista

Sr. Director, Compensation

Brea, CA · On-site

$174K - $261K/yr

The Sr. Director, Compensation is responsible for leading the design, delivery, and governance of key compensation programs that support Envista's talent and business strategy. This role provides ...

AVITRU

Dir, Compensation

Herndon, VA · On-site

$128K - $175K/yr

As the recognized global standard for project-based businesses, Deltek delivers software and information solutions to help organizations achieve their purpose. Our market leadership stems from the ...

Calix

Senior Director, Compensation

$127K - $175K/yr

The Director, Compensation serves as the leader of the global compensation function and is responsible for establishing, evolving, and governing Calix's compensation philosophy, strategy, and ...

Insider, Inc.

Senior Director, Compensation

Austin, TX · On-site

$151 - $297/hr

To that end, our Global Compensation team is looking for a Senior Director, Compensation Partners to play significant leadership across MongoDB's global compensation programs, co‑leading the team ...

Montefiore

Director, Compensation (JR230564)

Tarrytown, NY · On-site

$132K - $181K/yr

The Director/Senior Director, Compensation leads the design, execution, and management of Montefiore Medical Center's compensation programs. This role is structured with flexibility in level and may ...

Envista

Sr. Director, Compensation

Brea, CA · On-site

$155.10 - $279.30/hr

The Sr. Director operates as an enterprise‑level compensation leader, partnering with HR, Finance, and senior business leaders to evolve Envista's compensation practices.Serve as the strategic ...

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Showing results 21-40

All JobsCompensation JobsDirector Compensation Jobs

Director Compensation information

See salary details

$30.5K

$147K

$201.5K

How much do director compensation jobs pay per year?

As of Aug 10, 2026, the average yearly pay for director compensation in the United States is $147,030.00, according to ZipRecruiter salary data. Most workers in this role earn between $125,000.00 and $171,000.00 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.
More about Director Compensation jobs
What cities are hiring for Director Compensation jobs? Cities with the most Director Compensation job openings:
What are the most commonly searched types of Compensation jobs? The most popular types of Compensation jobs are:
What states have the most Director Compensation jobs? States with the most job openings for Director Compensation jobs include:
What job categories do people searching Director Compensation jobs look for? The top searched job categories for Director Compensation jobs are:
Director Compensation jobs near you
Infographic showing various Director Compensation job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 18% Part Time, and 4% Contract. Highlights an 89% Physical, 2% Hybrid, and 9% Remote job distribution, with an average salary of $147,030 per year, or $70.7 per hour.

Director, Compensation

Wings Credit Union

Saint Paul, MN • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 16 days ago

Job description

Company Description

Ent Credit Union and Wings Credit Union joined forces in January 2026. This merger means more opportunities, expanded resources, and a shared commitment to delivering exceptional member service. Together, we become more - empowering members, communities, and teams through a bold, unified future. Both organizations bring a strong legacy of member satisfaction, operational excellence, financial stability, and community impact. Recognized locally and nationally as best-in-class financial institutions and employers of choice, each is known for its commitment to financial well-being and philanthropic leadership. Join us during this transformative time and be part of shaping the future of banking! To learn more about the merger, click here.

Job Description

The Director of Compensation leads the overall design, implementation, and administration of the credit union's compensation programs in partnership with executive leadership and HR colleagues. They ensure that all base salary structures, incentive plans, job leveling, and compensation administration support the organization's strategic objectives and attract/motivate top talent, while maintaining compliance with legal requirements.
Essential Functions

  • Strategy & Planning: Develop and implement compensation strategies aligned with the credit union's goals and budget guidelines, including merit/market adjustment processes and variable pay.
  • Compliance & Administration: Ensure adherence to federal, state, and local compensation laws, including FLSA and pay equity regulations.
  • Incentive Management: Oversee the development and administration of production, short- and long-term incentive programs.
  • Communication & Consulting: Advise and consult with leadership and HR colleagues on compensation issues, pay structures, and messaging to promote clarity and reinforce the value to the compensation programs.
  • Market Analysis & Benchmarking: Conduct regular salary surveys and benchmarking studies to evaluate market competitiveness and maintain accurate job evaluation systems.
Qualifications
  • Bachelor's Degree in HR, Finance, Business or related field
  • 10+ years of progressive experience in multi-state compensation management 
  • 3+ years of management or supervisory experience 

Technical or Specialized Knowledge/Skills:

  • Knowledge of HRIS systems (ex: Workday or UKG).
  • Knowledge of compensation strategy, salary administration, and total rewards practices.
  • Knowledge of federal, state, and local compensation laws and regulations, including FLSA and pay equity requirements.
  • Skilled in designing, implementing, and administering incentive compensation programs.
  • Ability to analyze compensation data, develop financial models, and make data-driven recommendations.
  • Ability to align compensation programs and initiatives with organizational goals and business strategy.
  • Skilled in consulting with leaders and providing guidance on compensation-related matters.
  • Ability to communicate complex compensation concepts clearly and effectively to diverse audiences.
  • Skilled in managing projects, priorities, and organizational change initiatives.
  • Ability to build collaborative relationships, influence decision-making, and lead through change.

Certifications Required:

  • CCP (Certified Compensation Professional) or CEBS preferred.

Additional Information

HIRING PAY RANGE: $185,000- $210,000 annually (S20), plus 20% annual target bonus.
Final compensation for this position will be determined by various factors such as relevant work experience, specific skills and competencies, education, certifications, location and internal pay equity.
BENEFITS:

  • Generous 401(k) match
  • 401k Discretionary Profit Sharing
  • Health Insurance
  • Dental Insurance
  • Vision Insurance
  • Life Insurance
  • Short Term and Long Term Disability
  • Health Savings Account with company contribution
  • Employee Assistance Program
  • Paid Vacation, Sick, Floating Holidays and Volunteer Time Off
  • Paid Holidays
  • Tuition Reimbursement
  • Paid Parental Leave

We anticipate this position to close on 08/07/2026. Please submit your application at your earliest convenience to be considered.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.