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Director Of Compensation Jobs in Decatur, GA (NOW HIRING)

RaceTrac Petroleum, Inc.

Director, Compensation

Atlanta, GA · On-site

$118K - $162K/yr

RaceTrac Company Overview The Director, Compensation will lead RaceTrac's compensation function ... Bachelor's degree in Human Resources, Business, Finance, or a related field * 10+ years of ...

Cognite

Compensation & Benefits Director

Atlanta, GA · On-site

$170 - $210/hr

What Cognite is: Relentless to achieve Cognite operates at the forefront of industrial ... We are seeking a Compensation & Benefits Director to serve as the global owner of Cognite ...

New

Worldpay

Director, Global Compensation

Atlanta, GA · On-site

$120K - $164K/yr

Partners in the design and execution of global HRIS resources as they relate to global compensation (Oracle). * Manages established compensation programs through the HRIS systems including objective ...

Spelman College

Director, Total Rewards

Atlanta, GA · On-site

$117K - $160K/yr

Reporting to the Vice President for Human Resources and Culture, the Director of Total Rewards oversees the strategic direction, planning, implementation, management and communication of compensation ...

Spelman College

Director, Total Rewards

Atlanta, GA · On-site

Lead the design, implementation, and maintenance of compensation frameworks, including job ... Direct the job evaluation and position classification process, ensuring consistent application of ...

ACI Worldwide

Global Compensation Director

Norcross, GA · On-site

This Purpose of this Role The Global Compensation Manager engages cross-functionally with senior ... Will partner in the development of materials for the Compensation Committee and Board of Directors ...

Iatinsurancegroup

Head of Total Rewards

Alpharetta, GA · On-site +1

$122K - $166K/yr

Sets compensation philosophy and frameworks (job architecture, structures, incentives) informed by market intelligence and internal equity. * Directs enterprise compensation programs and annual ...

ACI Worldwide

Global Compensation Director

Norcross, GA · On-site

This Purpose of this Role The Global Compensation Manager engages cross-functionally with senior ... Will partner in the development of materials for the Compensation Committee and Board of Directors ...

Skanska USA

Senior Compensation Analyst

Atlanta, GA

$79K - $103K/yr

They will support the Director of Compensation in the development and maintenance of key compensation infrastructure and partner with team members to ensure operational efficiency and execution. This ...

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Director Of Compensation information

See Decatur, GA salary details

$29.8K

$143.6K

$196.7K

How much do director of compensation jobs pay per year?

As of Aug 15, 2026, the average yearly pay for director of compensation in Decatur, GA is $143,550.00, according to ZipRecruiter salary data. Most workers in this role earn between $122,000.00 and $167,000.00 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 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.

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.

More about Director Of Compensation jobs

What job categories do people searching Director Of Compensation jobs in Decatur, GA look for?

The top searched job categories for Director Of Compensation jobs in Decatur, GA are:

What cities near Decatur, GA are hiring for Director Of Compensation jobs?

Cities near Decatur, GA with the most Director Of Compensation job openings:

Director Of Compensation jobs near you
Infographic showing various Director Of Compensation job openings in Decatur, GA as of August 2026, with employment types broken down into 1% As Needed, 76% Full Time, 20% Part Time, and 3% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $143,550 per year, or $69 per hour.

Director, Compensation

RaceTrac Petroleum, Inc.

Atlanta, GA • On-site

$118K - $162K/yr

Full-time

Posted 20 days ago

RaceTrac rating

4.7

Company rating: 4.7 out of 10

Based on 197 frontline employees who took The Breakroom Quiz

38th of 47 rated convenience stores

Job description

RaceTrac Company Overview
Job Description:
The Director, Compensation will lead RaceTrac's compensation function forward by bringing the company's compensation philosophy to life across a complex, multi-business environment. This role is responsible for building market-competitive compensation frameworks, fostering a pay-for-performance culture, and ensuring compensation programs help attract, retain, and reward the talent needed to support RaceTrac's continued growth.
Serving as the enterprise compensation leader, this role partners with HR Leadership, Finance, and business leaders to translate business strategy into scalable pay programs and clear compensation decisions. The Director will provide strong market perspective, disciplined governance, and practical recommendations that enable leaders to make thoughtful pay decisions aligned to business needs, talent priorities, and financial discipline.
What You'll Do:
Compensation Strategy, Philosophy & Program Architecture
  • Own the enterprise compensation philosophy and translate it into clear, practical programs that support business growth, talent attraction, retention, and financial discipline
  • Architect and govern base pay, short-term incentives, long-term incentives, recognition, and executive compensation programs across RaceTrac, Potbelly, Gulf, Energy Dispatch, and Shared Services
  • Design scalable compensation frameworks that align individual, team, and enterprise performance with rewards
  • Ensure programs are consistently applied across a complex, multi-business, multi-unit workforce environment

Compensation Governance, Standards & Operational Execution
  • Lead enterprise compensation cycles, including merit, bonus, incentive, executive compensation, and annual planning processes
  • Establish compensation standards, guardrails, approval practices, and decision criteria that promote rigor, consistency, and defensibility
  • Set direction across job pricing, range management, compensation administration, offer guidance, and pay decision support
  • Improve operational discipline by simplifying workflows, clarifying ownership, strengthening documentation, and improving service delivery

Market Intelligence, Analytics & Financial Stewardship
  • Set the enterprise approach to benchmarking, survey participation, market pricing, and compensation positioning across business units
  • Oversee job matching, pay range analysis, analytics, reporting, and modeling to support informed compensation decisions
  • Translate market insights, pay trends, internal equity considerations, and financial impact into clear recommendations for senior leaders
  • Monitor external trends and internal signals to identify competitive gaps, program risks, cost implications, and opportunities to improve effectiveness

Executive Compensation & Senior Leader Advisory
  • Serve as a trusted advisor to HR Leadership, Finance, and senior business leaders on executive pay, incentive design, and complex compensation decisions
  • Lead STI and LTIP design, administration, and governance to align senior leadership behavior with enterprise performance and long-term value creation
  • Bring executive-level presence, sound judgment, and practical recommendations to high-impact compensation discussions
  • Partner with Legal, HR, and Finance to ensure compensation decisions are compliant, defensible, financially sound, and aligned to business needs

Team Leadership, COE Partnership & Change Enablement
  • Lead and develop a high-performing compensation team with clear priorities, strong technical capability, and defined ownership
  • Define how compensation work is delivered across the COE, HRBPs, Finance, Legal, Payroll, HR Systems, and business leaders
  • Lead cross-functional teams through complex compensation cycles, program changes, integrations, and enterprise initiatives
  • Build trusted partnerships that connect compensation strategy to business needs, talent priorities, associate experience, and financial discipline

What We're Looking For:
  • Bachelor's degree in Human Resources, Business, Finance, or a related field
  • 10+ years of progressive experience in compensation or total rewards, including enterprise compensation strategy and program design
  • 5+ years of leadership experience spanning strategy, operations, team leadership, and senior stakeholder partnership
  • Deep expertise in compensation program design, benchmarking, governance, incentives, and executive compensation
  • Proven success leading compensation programs in multi-business, retail, or high-volume workforce environments
  • Strong background in compensation systems, analytics, process optimization, and cross-functional change management
  • Master's degree or relevant certification such as CCP or GRP preferred

Fueled by Growth, Driven by You
At RaceTrac, our people make the difference. Whether you're working in a store, at our corporate office, or on the road, you'll be part of a team that brings energy, innovation, and a passion for serving others every day. We support each other, celebrate wins big and small, and create opportunities for growth at every level. With four operating divisions RaceTrac, RaceWay, Energy Dispatch, and Gulf - there's always a new challenge to take on and a new path to pursue. Join us and discover how far your career can go.
To see what #LifeatRaceTrac is like, visit our LinkedIn, Facebook, and Instagram pages.
All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.
Responsibilities:
Key Responsibilities
Compensation Strategy, Philosophy & Program Architecture
  • Own the enterprise compensation philosophy and translate it into clear, practical programs that support business growth, talent attraction, retention, and financial discipline
  • Architect and govern base pay, short-term incentives, long-term incentives, recognition, and executive compensation programs across RaceTrac, Potbelly, Gulf, Energy Dispatch, and Shared Services
  • Design scalable compensation frameworks that align individual, team, and enterprise performance with rewards
  • Ensure programs are consistently applied across a complex, multi-business, multi-unit workforce environment

Compensation Governance, Standards & Operational Execution
  • Lead enterprise compensation cycles, including merit, bonus, incentive, executive compensation, and annual planning processes
  • Establish compensation standards, guardrails, approval practices, and decision criteria that promote rigor, consistency, and defensibility
  • Set direction across job pricing, range management, compensation administration, offer guidance, and pay decision support
  • Improve operational discipline by simplifying workflows, clarifying ownership, strengthening documentation, and improving service delivery

Market Intelligence, Analytics & Financial Stewardship
  • Set the enterprise approach to benchmarking, survey participation, market pricing, and compensation positioning across business units
  • Oversee job matching, pay range analysis, analytics, reporting, and modeling to support informed compensation decisions
  • Translate market insights, pay trends, internal equity considerations, and financial impact into clear recommendations for senior leaders
  • Monitor external trends and internal signals to identify competitive gaps, program risks, cost implications, and opportunities to improve effectiveness

Executive Compensation & Senior Leader Advisory
  • Serve as a trusted advisor to HR Leadership, Finance, and senior business leaders on executive pay, incentive design, and complex compensation decisions
  • Lead STI and LTIP design, administration, and governance to align senior leadership behavior with enterprise performance and long-term value creation
  • Bring executive-level presence, sound judgment, and practical recommendations to high-impact compensation discussions
  • Partner with Legal, HR, and Finance to ensure compensation decisions are compliant, defensible, financially sound, and aligned to business needs

Team Leadership, COE Partnership & Change Enablement
  • Lead and develop a high-performing compensation team with clear priorities, strong technical capability, and defined ownership
  • Define how compensation work is delivered across the COE, HRBPs, Finance, Legal, Payroll, HR Systems, and business leaders
  • Lead cross-functional teams through complex compensation cycles, program changes, integrations, and enterprise initiatives
  • Build trusted partnerships that connect compensation strategy to business needs, talent priorities, associate experience, and financial discipline

Qualifications:
  • Bachelor's degree in Human Resources, Business, Finance, or a related field
  • 10+ years of progressive experience in compensation or total rewards, including enterprise compensation strategy and program design
  • 5+ years of leadership experience spanning strategy, operations, team leadership, and senior stakeholder partnership
  • Deep expertise in compensation program design, benchmarking, governance, incentives, and executive compensation
  • Experience in S-Corp environments a strong plus.
  • Proven success leading compensation programs in multi-business, retail, or high-volume workforce environments
  • Strong background in compensation systems, analytics, process optimization, and cross-functional change management
  • Master's degree or relevant certification such as CCP or GRP preferred

All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.

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