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Director Of Compensation Jobs (NOW HIRING)

Marvin

Director of Compensation

Green Bay, WI · On-site

$161K - $215K/yr

Marvin is seeking a Director of Compensation to lead enterprise-wide strategy across base pay, incentives, and market competitiveness. This role partners closely with senior leadership and key ...

Marvin

Director of Compensation

Madison, WI · On-site

$161K - $215K/yr

Marvin is seeking a Director of Compensation to lead enterprise-wide strategy across base pay, incentives, and market competitiveness. This role partners closely with senior leadership and key ...

Marvin

Director of Compensation

Peoria, IL · On-site

$161K - $215K/yr

Marvin is seeking a Director of Compensation to lead enterprise-wide strategy across base pay, incentives, and market competitiveness. This role partners closely with senior leadership and key ...

Marvin

Director of Compensation

Bismarck, ND · On-site

$161K - $215K/yr

Marvin is seeking a Director of Compensation to lead enterprise-wide strategy across base pay, incentives, and market competitiveness. This role partners closely with senior leadership and key ...

Marvin

Director of Compensation

Duluth, MN · On-site

$161K - $215K/yr

Marvin is seeking a Director of Compensation to lead enterprise-wide strategy across base pay, incentives, and market competitiveness. This role partners closely with senior leadership and key ...

Marvin

Director of Compensation

Chicago, IL · On-site

$161K - $215K/yr

Marvin is seeking a Director of Compensation to lead enterprise-wide strategy across base pay, incentives, and market competitiveness. This role partners closely with senior leadership and key ...

Marvin

Director of Compensation

Rockford, IL · On-site

$161K - $215K/yr

Marvin is seeking a Director of Compensation to lead enterprise-wide strategy across base pay, incentives, and market competitiveness. This role partners closely with senior leadership and key ...

Marvin

Director of Compensation

Columbus, OH · On-site

$161K - $215K/yr

Marvin is seeking a Director of Compensation to lead enterprise-wide strategy across base pay, incentives, and market competitiveness. This role partners closely with senior leadership and key ...

Acuren Inspection, Inc.

Director of Compensation

Houston, TX · On-site

$116K - $159K/yr

Position Summary The Director of Compensation is responsible for the strategic design, implementation, and governance of the company's global compensation programs. This role leads the development of ...

Merakey

Director of Compensation

Lafayette Hill, PA · Remote

$14K - $155K/mo

We are seeking a Director of Compensation to join our team. Salary range: $145,00-$155,000 depending on experience This is a remote position available for candidates residing in PA, DE, MD, NJ, OH ...

Marvin

Director of Compensation

Rochester, MN · On-site

$161K - $215K/yr

Marvin is seeking a Director of Compensation to lead enterprise-wide strategy across base pay, incentives, and market competitiveness. This role partners closely with senior leadership and key ...

Marvin

Director of Compensation

Dayton, OH · On-site

$161K - $215K/yr

Marvin is seeking a Director of Compensation to lead enterprise-wide strategy across base pay, incentives, and market competitiveness. This role partners closely with senior leadership and key ...

Marvin

Director of Compensation

Detroit, MI · On-site

$161K - $215K/yr

Marvin is seeking a Director of Compensation to lead enterprise-wide strategy across base pay, incentives, and market competitiveness. This role partners closely with senior leadership and key ...

Acuren Inspection, Inc.

Director of Compensation

Houston, TX · On-site

$116K - $159K/yr

Position Summary The Director of Compensation is responsible for the strategic design, implementation, and governance of the company's global compensation programs. This role leads the development of ...

Marvin

Director of Compensation

Warroad, MN

$122K - $167K/yr

Marvin is seeking a Director of Compensation to lead enterprise-wide strategy across base pay, incentives, and market competitiveness. This role partners closely with senior leadership and key ...

Marvin

Director of Compensation

Warroad, MN · On-site

$161K - $215K/yr

Marvin is seeking a Director of Compensation to lead enterprise-wide strategy across base pay, incentives, and market competitiveness. This role partners closely with senior leadership and key ...

Marvin

Director of Compensation

South Bend, IN · On-site

$161K - $215K/yr

Marvin is seeking a Director of Compensation to lead enterprise-wide strategy across base pay, incentives, and market competitiveness. This role partners closely with senior leadership and key ...

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Director Of Compensation information

See salary details

$30.5K

$147K

$201.5K

How much do director of compensation jobs pay per year?

As of Jul 1, 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 are the key skills and qualifications needed to thrive as a Director of Compensation, and why are they important?

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.

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.

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 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.

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Director Of Compensation jobs near you

Director of Compensation

FirstService Residential Careers

Dania Beach, FL • On-site

$123K - $168K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

This job post has expired today. Applications are no longer accepted.

Key responsibilities

  • Lead the development, refinement, and governance of compensation philosophy, strategy, and policies to ensure alignment with business objectives and legal compliance.

  • Design, administer, and evolve executive and incentive compensation programs, including base salary, annual incentives, and long-term incentive plans.

  • Deliver advanced compensation analytics, dashboards, and reporting to support leadership decision-making and provide insights and recommendations.

Job description

Description
Job Overview:
The Director , Compensation is a strategic leader responsible for the design, governance, and execution of FirstService Residential 's compensation programs. This role ensures that compensation practices are competitive, equitable, data - driven, and aligned with business strategy. The Director will serve as a trusted advisor to executive leadership on base pay, incentive design, and long - term compensation strategies while ensuring compliance with applicable laws and regulations.
Your Responsibilities:
Compensation Strategy & Governance
  • Lead the development and ongoing refinement of FirstService Residential 's compensation philosophy and strategy, ensuring alignment with business objectives and talent goals.
  • Establish and maintain compensation governance, policies, and controls to ensure internal equity, market competitiveness, and legal compliance.
  • Partner closely with Finance, Legal, HR, and executive leadership to align compensation programs with financial planning and organizational strategy.

Executive & Incentive Compensation
  • Design, administer, and evolve executive compensation programs, including base salary, annual incentives, and long - term incentive plans (LTIP).
  • Support executive and senior leadership incentive design, modeling, and performance alignment.
  • Prepare compensation analyses, scenarios, and materials for executive leadership and, where applicable, c ompensation c ommittee review.
  • Partner with Finance and Legal on executive agreements, incentive plan documentation, and compliance considerations.

Market Benchmarking & Salary Structures
  • Oversee enterprise - wide job architecture, market pricing, and benchmarking using reputable survey data.
  • Design, implement, and maintain salary ranges and pay structures aligned with market positioning and internal equity.
  • Provide guidance on offers, promotions, adjustments, and retention strategies to ensure consistency and defensibility.

Merit & Annual Pay Programs
  • Lead annual and off - cycle compensation review processes, including merit increases, promotions, and incentive payouts.
  • Develop merit matrices, increase guidelines, and modeling to support pay - for - performance outcomes.
  • Ensure consistent application of compensation practices across the organization.

Data Analytics & Insights
  • Deliver advanced compensation analytics, dashboards, and reporting to support leadership decision - making.
  • Translate complex data into clear insights and recommendations for senior leaders.
  • Monitor market trends, regulatory developments, and emerging best practices in compensation and rewards.

Leadership & Collaboration
  • Serve as a subject matter expert and advisor to HR b usiness p artners and business leaders.
  • Educate leaders o n compensation programs, philosophy, and decision - making frameworks with clarity and transparency.

Skills & Qualifications:
  • Bachelor's degree in Human Resources , Finance, Business Administration, Economics, or a related field.
  • Advanced compensation certifications ( such as CCP, CECP, GRP) strongly preferred.
  • Minimum of 8 years progressive compensation or total rewards experience, including leadership or senior - level responsibility.
  • Experience working in a complex, multi - region or multi - business organizatio n, including U.S. and Canada
  • Demonstrated experience with:
    • Executive compensation and incentive plan design
    • Long - term incentive plans (LTIP)
    • Salary structures and market benchmarking
    • Merit and annual compensation cycles
    • Advanced compensation analytics and modelin g
  • Relationship - focused communicator who partners effectively across HR, Finance, Legal, and executive leadership teams.
  • Strategic compensation leader grounded in FirstService Residential values, recognized for principled decision - making, accountability, and integrity.
  • Strong knowledge of compensation - related employment laws and regulations.

Travel:
T ravel to corporate and regional offices as needed (10%)
What We Offer:
As a full-time associate, you will be eligible for full comprehensive benefits to include your choice of multiple medical plans, dental, vision. In addition, you will be eligible for time off benefits, paid holidays and a 401k with company match.
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Automated Employment Decision Tool (AEDT) Usage: We may utilize an Automated Employment Decision Tool (AEDT) in connection with the assessment or evaluation of candidates. The AEDT is designed to assist in objectively evaluating candidate qualifications based on specific job-related characteristics.
Job Qualifications and Characteristics Assessed: The AEDT evaluates candidates based on job qualifications and characteristics pertinent to the role, including skills, experience, and competencies relevant to the position requirements. These qualifications are determined by the unique needs of each role within our company.
Alternative Selection Process or Reasonable Accommodations: Candidates who require an alternative selection process or a "reasonable accommodation," as defined under applicable disability laws, may make a request through our designated contact channel national_recruiting@fsresidential.com .
Requesting Information About the AEDT - NYC Local Law 144: Candidates who reside in New York City and are subject to NYC Local Law 144 may request information about the AEDT, including details on the type of data collected, the sources of such data, and our data retention policies. To submit a request, please contact us at national_recruiting@fsresidential.com ; we will respond in accordance with Local Law 144, within 30 days.

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