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Director Ii Jobs (NOW HIRING)

Young Life

Area Director II

Fairfield, OH

At least two years as a successful Area Director I * Must have completed Core Training -Phase One. * Proven leadership skills. * Proven relational skills with both kids and adults. * A call to reach ...

Coborn's, Inc.

Store Director II

Tioga, ND · On-site

Overview The Store Director directs and manages all phases of store operations. Duties include directing and coordinating the ordering, merchandising, pricing, freshness, housekeeping, food safety ...

PACE

Site Director II (South Park)

Los Angeles, CA · On-site

$88K/yr

The Site Director II monitors and ensures that the program is adhering to the Head Start Program Performance Standards, the Head Start Act, California Community Care Licensing regulations, Los ...

CCSWW

Program Director II

Seattle, WA · On-site

$80K/yr

At least two years of experience in direct provision of social services, preferably with homeless people in a harm reduction low barrier model. * At least two years of program management in social ...

BAE Systems

Dir II- Programs

Merrimack, NH · On-site

$173K - $294K/yr

Reporting directly to the Product Line Director (PLD), the Campaign Lead's job responsibilities include the following: * Lead the shaping and communication of R3 mission campaigns. * Help propagate ...

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Director Ii information

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$43.5K

$127.5K

$239K

How much do director ii jobs pay per year?

As of Jun 12, 2026, the average yearly pay for director ii in the United States is $127,543.00, according to ZipRecruiter salary data. Most workers in this role earn between $88,000.00 and $150,500.00 per year, depending on experience, location, and employer.

What are the typical leadership challenges faced by a Director II, and how can candidates prepare to address them?

As a Director II, one of the primary challenges is leading cross-functional teams while balancing strategic oversight and day-to-day operational responsibilities. Candidates may encounter situations where they need to align diverse teams toward common goals, manage competing priorities, and drive change initiatives. Building strong communication skills, fostering an inclusive team culture, and staying adaptable to evolving business needs are crucial for success. Candidates should also be prepared to mentor managers and influence senior leadership, ensuring their vision is executed effectively across the organization.

What is the difference between Director Ii vs Project Manager?

AspectDirector IiProject Manager
Required CredentialsBachelor's degree; often advanced degrees or certifications like PMP or PMI-ACPBachelor's degree; PMP or CAPM certifications common
Work EnvironmentStrategic leadership, overseeing multiple teams or departmentsOperational focus, managing specific projects from initiation to completion
Employer & Industry UsageUsed in corporate, nonprofit, and government sectors for leadership rolesCommon across industries for project execution and delivery

The main difference is that a Director Ii typically holds a higher-level, strategic leadership role overseeing broader functions, while a Project Manager focuses on managing specific projects. Both roles require similar certifications and work in related environments, but their scope and responsibilities differ significantly.

What are director level positions?

Director level positions are senior management roles responsible for overseeing departments, strategic planning, and decision-making within an organization. They typically require extensive experience, leadership skills, and often involve managing teams and budgets. These roles are positioned above managers and below executive-level roles.

What jobs make around $100,000 a year?

For a Director II position, annual salaries around $100,000 are common in industries such as technology, finance, and healthcare. These roles often require strong leadership skills, industry experience, and sometimes advanced certifications, with salaries varying based on location and company size.

What is the hardest job in film?

The director of a film is often considered one of the most challenging roles, as they are responsible for overseeing all creative aspects, managing large teams, and making critical decisions under tight deadlines. The job requires strong leadership, vision, and the ability to handle high-pressure situations throughout the production process.

What are Director II positions?

Director II positions are senior management roles typically responsible for overseeing specific departments or divisions within an organization. They play a key role in setting strategic direction, managing teams, and ensuring that organizational goals are met. Director II roles often require significant experience in leadership, decision-making, and industry-specific expertise. These professionals report to higher-level executives, such as Vice Presidents or Chief Officers, and may manage multiple managers or directors within their area. The exact responsibilities and requirements can vary depending on the company and industry.

What are the key skills and qualifications needed to thrive as a Director II, and why are they important?

To thrive as a Director II, you need advanced leadership abilities, strategic planning expertise, and significant experience in your industry, often supported by a bachelor’s or master’s degree. Familiarity with project management tools, budgeting software, and data analysis systems is typically required. Strong interpersonal skills, decision-making, and the ability to motivate teams are crucial for excelling in this senior role. These skills and qualities are essential for driving organizational success, effective team leadership, and achieving strategic objectives.
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Director Ii jobs near you
Director II Compensation

Director II Compensation

Fort Worth Independent School District

Fort Worth, TX • On-site

$97K - $117K/yr

Full-time

Posted 24 days ago

Fort Worth Independent School District rating

5.4

Company rating: 5.4 out of 10

Based on 20 frontline employees who took The Breakroom Quiz

459th of 549 rated elementary and secondary schools

Job description

Position Type:
Leading District Professional/Director
Date Posted:
5/19/2026
Location:
District Service Center
Closing Date:
Open Until Filled
Director II Compensation
Reports to: Executive Director, Talent Systems & Strategic Operations
Salary Range: $97,569 - $117,552
Pay Grade: 405
Days: 239 Days
FSLA Status: Exempt
Position Purpose
Responsible for leading team members by providing expert in depth knowledge of Frontline (HRIS) and compensation. Coordinates regular reviews of employee salaries and other compensation pay programs; responsible for the total analysis and input of all employee compensation data. Provides leadership and direction for timely and accurate processing of compensation information for pay purposes, and serves as the internal consultant and subject matter expert regarding compensation matters.
ESSENTIAL JOB FUNCTIONS
Compensation Management
  • Trains and supervises team members in compensation procedures, processes and in new updates as they arise.
  • Receives, reviews and responds to inquiries from internal/external customers regarding compensation, provides guidance and makes associated recommendations as necessary.
  • Receives, reviews, and approves incoming paperwork verifying accuracy; informs the Executive Director and assists in resolving inaccuracies and/or problems.
  • Advises and assists in all areas of Compensation and troubleshoots issues before escalating to next level.
  • Reviews and revises job descriptions; review requests for new classifications to determine appropriate salary grade.
  • Performs periodic data audits to ensure accuracy of all work processed and systems accuracy.
  • Advises and assists with implementation of system projects, enhancements/upgrades.
  • Supports in developing job descriptions and recommends and/or approves associated pay adjustments, pay grade and job class codes at the requests of budget owners; reviews established job descriptions to update according to best practices.
  • Coordinates the annual job reclassification process; performs market analyses and competitive assessments to determine the District's market relationship.
  • Processes and audits the annual HRIS updates.

Policies, Reports, & Law
  • Interprets, explains and enforces compensation policy and practices to improve division services.
  • Reviews current compensation policies, guidelines and procedures.
  • Determines and enforces through functional groups - regulatory processes as it relates to federal, state and/or local regulatory agency (TEA, TRS) compliance in accordance with District policy.
  • Ensures salary audits and back pay processes are in accordance to the federal standard; provides audit results to employees upon completion.
  • Advises and assists in the development and implementation of Human Resources policies, compensation manual, and procedure manual.
  • Provides data for internal/external compensation and market wage surveys and studies.
  • Collaborates with teams to review, verify, and submit the annual PEIMS data.

Customer Interactions
  • Handles employee inquiries, complaints, concerns or request for information, and provides justification for decisions relating to salaries.
  • Directs a variety of employee issues relative to salary by advising managers, supervisors, and employees on compensation best practices; communicates with various employee associations to resolve employee salary issues.
  • Responds to inquiries, complaints, concerns, or requests for information from internal/external customers providing information and justification for decisions relating to salaries (adjustments).

Safety
  • Performs preventive maintenance on tools and equipment and ensures equipment is in safe operating condition.
  • Follows established safety procedures and techniques to perform job duties including lifting and climbing; operates tools and equipment according to established safety procedures.
  • Corrects unsafe conditions in work area and promptly reports any conditions that are not immediately correctable to supervisor.

Supervisory Responsibilities
  • Selects, trains, supervises, and evaluates staff, and makes recommendations relative to assignment, retention, discipline, and dismissal.

Personal Work Relationships
  • All Fort Worth ISD employees must maintain a commitment to the District's mission, vision, and strategic goals.
  • Exhibits high professionalism, standards of conduct and work ethic.
  • Demonstrates high quality customer service; builds rapport/relationship with the consumer.
  • Demonstrates cultural competence in interactions with others; is respectful of co-workers; communicates and acts as a team player; promotes teamwork; responds and acts appropriately in confrontational situations.

Other Duties as Assigned
  • Performs all job-related duties as assigned and in accordance to the Board rules, policies and regulations. All employees are expected to comply with lawful directives in rare situations driven by need where a team effort is required.

Knowledge, Skills & Abilities
  • Knowledgeable of applicable federal, state, and local policy relating to payroll or compensation practices; Fair Labor Standards Act (FLSA) for monitoring overtime compliance issues; and the Americans with Disabilities Act (ADA).
  • Knowledgeable of HRIS administrative applications as related to departmental job functions.
  • Knowledgeable of job analytic methods, job evaluation systems, and compensation practices.
  • Skill at the advanced level working with Microsoft Office 365, especially Outlook, Excel, and Word.
  • Skill in performing mathematical and financial calculations with accuracy.
  • Skill in collecting, organizing and analyzing complex and/or technical data.
  • Skill in organizing and prioritizing tasks, while working under pressure to meet multiple deadlines.
  • Ability to process and handle confidential information with absolute discretion.
  • Ability to process information logically.
  • Ability to exercise sound judgment in making critical decisions.
  • Ability to train professional staff, direct their work and supervise compensation personnel practices and procedures.
  • Ability to handle multiple assignments, projects and priorities.
  • Ability to use software to create spreadsheets, databases, and do word processing.
  • Ability to organize and coordinate work.
  • Ability to communicate effectively, both oral and written forms.
  • Ability to engage in self-evaluation with regard to performance and professional growth.
  • Ability to establish and maintain cooperative working relationships with others contacted in the course of work.

Travel Requirements
  • Travels to school district buildings and professional meetings as required.

Physical & Mental Demands, Work Hazards
  • Tools/Equipment Used: Standard office equipment, including computer and peripherals.
  • Posture: Prolonged sitting and standing; occasional stooping, squatting, kneeling, bending, pushing/pulling, and twisting.
  • Motion: Frequent repetitive hand motions, including keyboarding and use of mouse; occasional reaching.
  • Lifting: Occasional light lifting and carrying (less than 15 pounds).
  • Environment: Works in an office setting; may require occasional irregular and/or prolonged hours.
  • Attendance: Regular and punctual attendance at the worksite is required for this position.
  • Mental Demands: Maintains emotional control under stress; works with frequent interruptions.

Minimum Required Qualifications
  • Education:
    • Bachelor's degree in a related field from an accredited college or university required;
    • Master's degree from an accredited college or university preferred.
  • Certification/License:
    • Certified Compensation Professional (CCP), Professional Human Resources (PHR), or related HR certification preferred.
  • Experience:
    • 4 years' compensation related experience required,
    • Compensation experience in a public education environment preferred;
    • Supervisory experience preferred.
  • Language: Bilingual (English/Spanish) working proficiency preferred in some settings.

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