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Director Of Compensation Jobs (NOW HIRING)

Atlas Air

Director of Compensation

Miami, FL · On-site

$119K - $163K/yr

The Director of Compensation is responsible for the strategy, design, governance, and execution of the organization's compensation programs. This leader serves as the organization's subject matter ...

Methodist Health System

Director of Compensation

Omaha, NE · On-site

$119K - $163K/yr

Direct the design and administration of compensation programs, including salary structures, market pricing, job evaluations, premium pay, annual compensation planning and pay governance. Partner with ...

NFI Industries

Director of Compensation

Camden, NJ · On-site

$169K - $226K/yr

Overview The Director of Compensation is responsible for collaborating with the HR and senior business leaders to shape and execute the enterprise-wide compensation strategy in support of NFI ...

Cumberland Farms, Inc.

Director of Compensation

Westborough, MA · On-site

$128K - $176K/yr

The Director of Compensation is responsible for the governance and execution of all compensation programs across retail stores and the Store Support Center for EG America. This role works with the VP ...

Methodist Health System

Director of Compensation

Omaha, NE

$119K - $163K/yr

Direct the design and administration of compensation programs, including salary structures, market pricing, job evaluations, premium pay, annual compensation planning and pay governance. Partner with ...

Atlas Air

Director of Compensation

White Plains, NY · On-site

$129K - $177K/yr

The Director of Compensation is responsible for the strategy, design, governance, and execution of the organization's compensation programs. This leader serves as the organization's subject matter ...

Wayne Farms LLC

Director of Compensation

Oakwood, GA · On-site

$110K - $150K/yr

Director of Compensation Strategic Compensation Leader | Job Architecture | Center of Excellence We are seeking a strategic, forwardthinking Director of Compensation who can shape how our ...

Dutch Bros. Coffee

Senior Director of Compensation

Tempe, AZ · On-site

$121K - $166K/yr

The Senior Director of Compensation is responsible for driving the development of the company's pay for performance program through effective performance management, talent management, and the ...

Replit

Director of Compensation Strategy

Foster City, CA · On-site

$171K - $270K/yr

You will serve as the architect of our compensation engine: translating compensation philosophy into scalable systems, and utilizing AI to improve speed, accuracy, and transparency. You will partner ...

Dutchbros

Senior Director of Compensation

Tempe, AZ · On-site

$121K - $166K/yr

The Senior Director of Compensation is responsible for driving the development of the company's pay for performance program through effective performance management, talent management, and the ...

Elwyn

Director of Compensation, Total Rewards

Media, PA

$125K - $145K/yr

The Director of Compensation manages the compensation function for Elwyn and its entities and owns the company's compensation policies and practices designed to attract and retain talent while ...

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Director Of Compensation information

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$30.5K

$147K

$201.5K

How much do director of compensation jobs pay per year?

As of Sep 2, 2026, the average yearly pay for director of 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 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 the company's pay practices are competitive and equitable, develop compensation strategies, and ensure compliance with legal regulations. Their work helps attract, motivate, and retain employees while aligning with the organization’s financial goals.

What does a director of compensation do?

As a director of compensation, you manage the development and implementation of compensation programs and incentive plans at a business or organization. Your duties and responsibilities are to ensure that the salary structures, compensation packages, and employee benefits, such as retirement plans, leave policies, and insurance policies, are in line with the institutional goals of your employer and meet all federal and state compliance standards related to wages and benefits. You typically work closely with other directors and HR managers, and you lead compensation managers and other office workers who help develop the strategic goals that your department implements.

What skills and qualifications are required to work as a director of compensation?

To thrive as a Director of Compensation, you need deep expertise in compensation strategy, analytics, and compliance, typically supported by a bachelor's or master's degree in human resources, finance, or a related field. Familiarity with HRIS platforms, compensation management software, and certifications like CCP (Certified Compensation Professional) are highly valued. Strong leadership, analytical thinking, and excellent communication skills help drive strategic initiatives and collaborate effectively with stakeholders. These skills ensure competitive, equitable compensation practices that support talent attraction, retention, and organizational goals.

How does a director of compensation typically collaborate with other departments to ensure competitive and equitable pay practices?

A Director of Compensation works closely with HR, finance, and department leaders to design and implement pay structures that align with organizational goals and market standards. This involves analyzing market data, reviewing internal equity, and ensuring compliance with legal and regulatory requirements. Regular meetings with department heads help the Director understand specific talent needs and challenges, while collaboration with HR ensures seamless integration of compensation strategies with broader talent management initiatives. This cross-functional approach helps maintain competitive compensation packages and supports employee retention.

What is the difference between Director Of Compensation vs Compensation Analyst?

AspectDirector Of CompensationCompensation Analyst
Required CredentialsBachelor's degree, often advanced certifications like CCP or CBPBachelor's degree, often entry-level certifications or none
Work EnvironmentStrategic, leadership-focused, overseeing compensation programsAnalytical, data-focused, supporting compensation data collection and analysis
Employer & Industry UsageUsed in large corporations, HR departments, and consulting firmsCommon in HR teams across various industries, especially in corporate settings

The Director Of Compensation typically leads compensation strategies and policies, requiring more experience and advanced certifications. Compensation Analysts focus on data analysis and supporting compensation programs. Both roles are essential in HR but differ in scope, responsibilities, and seniority.

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Director Of Compensation jobs near you
Infographic showing various Director Of 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 of Compensation

Atlas Air

Miami, FL • On-site

$119K - $163K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted yesterday

Job description

Join Atlas Air Worldwide. Move the World with Us!
At Atlas Air Worldwide, we're not just an airline, we're a global engine powering cargo, passenger, and leasing operations across more than 70 countries. As a leader in outsourced aviation logistics, we're built on a foundation of safety, service excellence, integrity, innovation, teamwork, and responsibility. With over 30 years of history, a modern all-Boeing fleet, and nearly 5,000 teammates collaborating across operations, technical, and corporate functions, we're driven by purpose.
If you're ready to grow, innovate, and help us deliver excellence every single day, you belong here.
The Director of Compensation is responsible for the strategy, design, governance, and execution of the organization's compensation programs. This leader serves as the organization's subject matter expert on job architecture, salary structures, pay equity, market competitiveness, incentive programs, and compensation governance.
The role leads the development and implementation of a comprehensive job architecture framework, including job families, career levels, job evaluations, and salary bands that support organizational growth, workforce planning, internal equity, and talent mobility. The Director partners closely with executive leadership, HR Business Partners, Talent Acquisition, Finance, and business leaders to ensure compensation programs align with business objectives and attract, retain, and motivate top talent.
Key Responsibilities
Compensation Strategy & Leadership
  • Develop and execute the organization's compensation philosophy and strategy.
  • Design compensation programs that align with business objectives, talent strategy, and market competitiveness.
  • Advise executive leadership on compensation trends, risks, opportunities, and workforce implications.
  • Lead annual compensation planning processes, including merit increases, promotions, market adjustments, incentive plans, and salary reviews.
  • Establish compensation governance processes and decision-making frameworks.

Job Architecture Design & Implementation
  • Lead the design, implementation, and ongoing management of the organization's job architecture.
  • Develop and maintain job families, career frameworks, job levels, and competency models.
  • Establish consistent job evaluation methodologies across the enterprise.
  • Create scalable career progression frameworks that support talent mobility and workforce development.
  • Partner with business leaders to assess and redesign organizational structures as needed.
  • Ensure job architecture supports workforce planning, succession planning, recruiting, and performance management.

Salary Structure & Pay Band Management
  • Design, implement, and maintain salary grades, pay ranges, and salary bands across all employee populations.
  • Conduct market pricing analyses and benchmark positions against relevant labor markets.
  • Establish compensation structures that balance external competitiveness with internal equity.
  • Develop methodologies for geographic differentials, remote work pay practices, and global compensation structures where applicable.
  • Conduct regular reviews of salary structures and recommend adjustments based on market movement and business needs.
  • Develop compensation guidelines for promotions, transfers, hiring offers, and internal mobility.

Pay Equity & Compliance
  • Lead pay equity analyses and develop remediation strategies where necessary.
  • Ensure compliance with all federal, state, local, and international compensation regulations.
  • Monitor evolving pay transparency legislation and implement required practices.
  • Conduct audits to ensure compensation programs are applied consistently and fairly.
  • Maintain documentation and governance controls related to compensation decisions.

Incentive & Variable Compensation Programs
  • Design and administer annual incentive, bonus, sales compensation, and recognition programs.
  • Evaluate program effectiveness and alignment with organizational performance goals.
  • Develop metrics and scorecards to measure compensation program outcomes.
  • Partner with Finance to model compensation costs and forecast budget impacts.

Analytics & Reporting
  • Develop compensation dashboards, metrics, and executive reporting.
  • Analyze compensation trends, turnover data, hiring competitiveness, and workforce demographics.
  • Provide data-driven recommendations to support workforce and business decisions.
  • Utilize advanced compensation modeling and workforce analytics to inform strategy.

Stakeholder Partnership
  • Serve as the primary compensation advisor to senior leaders and HR Business Partners.
  • Partner with Talent Acquisition on offer strategy and recruiting competitiveness.
  • Collaborate with Finance on workforce planning, budgeting, and compensation forecasting.
  • Educate leaders on compensation philosophy, salary administration, and pay decisions.

Team Leadership
  • Lead, mentor, and develop compensation professionals and analysts.
  • Build organizational capability in compensation planning and salary administration.
  • Foster a data-driven, customer-focused compensation function.
  • Manage external compensation consultants, survey providers, and technology vendors.

Qualifications
Required
  • Bachelor's degree in Human Resources, Business, Finance, Economics, or related field.
  • Minimum 10+ years of progressive compensation experience.
  • Minimum 5+ years leading compensation teams and enterprise-wide programs.
  • Demonstrated experience designing and implementing job architecture frameworks from the ground up.
  • Demonstrated experience designing salary grades, pay bands, and compensation structures.
  • Deep expertise in compensation benchmarking, market pricing, and pay equity analysis.
  • Strong analytical and financial modeling capabilities.
  • Experience working with executive leadership teams.
  • Advanced proficiency with Excel, HRIS systems, and compensation management tools.

Preferred
  • Master's degree or MBA.
  • Certified Compensation Professional (CCP) designation.
  • Experience supporting public companies and executive compensation programs.
  • Experience in global compensation design and administration.
  • Experience implementing compensation technology platforms.

#GH19 #LI-Hybrid #LI-20
Applicants must be legally authorized to work in the United States. This position is not eligible for employment visa sponsorship or employer immigration support either now or in the future.
The Company is an Equal Opportunity Employer. It is our policy to afford equal employment opportunity to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, national origin, citizenship, place of birth, age, disability, protected veteran status, gender identity or any other characteristic or status protected by applicable in accordance with federal, state and local laws.
If you'd like more information about your EEO rights as an applicant under the law, please download the available EEO is the Law document by clicking "EEO Is The Law" .
To view our Pay Transparency Statement, please click here: Pay Transparency Statement
Competitive compensation will be offered based on a variety of factors, including a candidate's experience, skills, education, geographic location, internal equity and other factors. In addition, a range of benefits to include medical, dental and vision insurance, employee assistance program, as well as generous paid time off, and 401K contributions are offered as a part of the total compensation package.
Pay Range
$192,000-$225,000 USD
At Atlas Air Worldwide, we believe in the power of people, the promise of innovation, and the responsibility we hold to each other, to our customers, and to the planet. Join us and be part of a team that lifts more than cargo; we lift ambition.

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