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Director Of Incentive Compensation Jobs (NOW HIRING)

Sun Auto Tire and Service

Compensation Manager

$135K - $155K/yr

Overview Incentive Compensation Program Manager Reports to: Sr. Director, Compensation Fully Remote ... We have also been nominated as one of the best places to work! The Sun Auto Incentive Compensation ...

CrossCountry Consulting

Director of Compensation

Mclean, VA · On-site

$126K - $172K/yr

The Director of Compensation is a strategic leader responsible for the design, delivery, governance ... salary structures, incentive programs, market benchmarking, compensation governance, and the ...

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 ... Incentive & Variable Compensation Programs * Design and administer annual incentive, bonus, sales ...

Arkansas Talent Group

Director of Compensation

AR · Remote

$140K - $160K/yr

... Director of Compensation . This is a strategic HR leadership opportunity for a compensation ... Lead compensation planning activities, including annual merit cycles, salary reviews, incentive ...

Sbdinc

Incentive Compensation & Data Analyst

$62K - $100K/yr

Incentive Compensation & Data Analyst Towson, MD Come make the world and accelerate your success ... People with a sense of purpose and integrity. People with a relentless pursuit of excellence.

New

AAA Mountain West Group

Director, Compensation

Walnut Creek, CA · On-site

$142K - $194K/yr

With a dual mandate of Corporate and Incentive Compensation, you will lead the evolution of our job ... Direct routine geographic differential evaluations and market benchmarking using major surveys (e.g ...

Wolters Kluwer

Executive Compensation Director

New York, NY · On-site

$136K - $187K/yr

The Director of Executive Compensation provides enterprise-level leadership for compensation ... Oversees development of base pay programs and incentive harmonization in a global environment ...

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Director Of Incentive Compensation information

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$147K

$201.5K

How much do director of incentive compensation jobs pay per year?

As of Sep 14, 2026, the average yearly pay for director of incentive 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 incentive compensation do?

A Director of Incentive Compensation is responsible for designing, implementing, and managing compensation programs that motivate and reward employees, especially in sales and performance-driven roles. They analyze market data, align incentive plans with business goals, and ensure programs comply with legal and regulatory standards. This role often collaborates with human resources, finance, and executive leadership to create effective incentive structures that attract and retain top talent.

How does a director of incentive compensation typically collaborate with sales and finance teams to design effective compensation plans?

A Director of Incentive Compensation works closely with both sales and finance teams to ensure incentive plans align with business goals and budget constraints. This involves regular meetings with sales leaders to understand performance drivers and strategic objectives, as well as partnering with finance to model plan costs and forecast outcomes. Effective collaboration ensures that compensation plans are motivating for employees, financially sustainable, and compliant with company policies. Open communication and cross-functional teamwork are essential for adapting plans to changing market conditions and business needs.

What are the key skills and qualifications needed to thrive as a director of incentive compensation, and why are they important?

To thrive as a Director Of Incentive Compensation, you need expertise in compensation strategy, financial analysis, and a solid background in business or human resources, often supported by a relevant degree or professional certification like CCP. Familiarity with compensation management software, HRIS systems, and advanced Excel or analytics tools is essential. Exceptional communication, leadership, and stakeholder management skills help you drive alignment and influence decision-making across the organization. These skills ensure incentive programs are effectively designed, compliant, and supportive of organizational goals, motivating employees while managing cost and risk.

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

AspectDirector Of Incentive CompensationCompensation Analyst
ResponsibilitiesDesigning, managing, and overseeing incentive compensation plans for sales and other teamsAnalyzing compensation data, conducting market research, and supporting plan administration
Required CredentialsBachelor’s degree, often with finance, HR, or business focus; experience in compensation managementBachelor’s degree in HR, finance, or related field; strong analytical skills
Work EnvironmentCorporate HR or finance departments, often in large organizationsHR or finance teams, often in corporate or consulting settings

The main difference is that the Director Of Incentive Compensation leads the design and management of incentive plans, while the Compensation Analyst supports data analysis and plan administration. The director role involves strategic oversight, whereas the analyst role focuses on analysis and reporting.

What states have the most Director Of Incentive Compensation jobs?

States with the most job openings for Director Of Incentive Compensation jobs include:

What are popular job titles related to Director Of Incentive Compensation jobs?

For Director Of Incentive Compensation jobs, the most frequently searched job titles are:

Infographic showing various Director Of Incentive Compensation job openings in the United States as of September 2026, with employment types broken down into 1% As Needed, 78% Full Time, 17% Part Time, and 4% Contract. Highlights an 82% Physical, 2% Hybrid, and 16% Remote job distribution, with an average salary of $147,030 per year, or $70.7 per hour.

Compensation Manager

Remote

Sun Auto Tire and Service
Retail • 1 - 5K employees
Learn more about Sun Auto Tire and Serviceexternal

$135K - $155K/yr

Full-time

Re-posted 13 days ago

Sun Auto Tire & Service rating

5.3

Company rating: 5.3 out of 10

Based on 45 frontline employees who took The Breakroom Quiz

Job description

Overview
Incentive Compensation Program Manager
Reports to: Sr. Director, Compensation
Fully Remote, Exempt position
Salary Range: $135,000 to $155,000 plus potential bonus
Position Summary
Sun Auto Tire & Service is one of the nation's fastest-growing automotive service companies, operating more than 575 locations across the United States through a family of trusted local brands. Powered by the Sun Auto Network, we combine the personalized service of neighborhood repair shops with the resources, technology, and innovation of a national organization to deliver exceptional tire and automotive care. We have also been nominated as one of the best places to work!
The Sun Auto Incentive Compensation Program Manager is responsible for the strategy, design, modeling, implementation, administration, and continuous improvement of incentive programs that drive the right behaviors for teammates and the business. This role partners closely with HR, Finance, Operations, Payroll, and senior leadership to develop and manage field-focused incentive plans, including bonuses, profit sharing, spiffs, and commissions. Key activities include building financially sound incentive models, tracking plan performance, analyzing return on investment, ensuring accurate and timely administration, and delivering clear communication that helps leaders and teammates understand how performance connects to pay.
ESSENTIAL DUTIES & RESPONSIBILITIES
Incentive Plan Design
  • Lead the design, development, and ongoing refinement of incentive programs, including field bonuses, commissions, profit sharing, and spiffs, to support business priorities and reinforce desired teammate behaviors.
  • Partner with Finance, Operations, and HR leaders to translate business goals into clear, measurable, and financially responsible incentive plan designs.

Modeling and Analysis
  • Build and maintain incentive models, forecasts, and scenario analyses to evaluate plan design options, payout outcomes, cost implications, and business risk.
  • Track incentive plan results and performance trends, including payout distribution, attainment levels, and key business outcomes, and provide actionable recommendations for improvement.
  • Conduct ROI and effectiveness analyses to assess whether incentive programs are driving the intended operational, financial, and behavioral outcomes.

Administration and Reporting
  • Own the administration of incentive plans, including calculation logic, validation, payout support, issue resolution, controls, and documentation to ensure timely and accurate execution.
  • Develop reporting, dashboards, and recurring insights that help leadership monitor incentive performance, identify trends, and make informed decisions.
  • Drive process improvements and automation initiatives for compensation workflows and reporting
  • Collaborate with Payroll, HRIS, IT, and business stakeholders to ensure data integrity, system support, and process efficiency for incentive tracking and payouts.
  • Support the annual merit increase, bonus planning, and compensation review processes

Communication and Change Support
  • Prepare clear plan documents, participant communications, leader guides, and training materials so incentive programs are easy to understand and consistently administered.
  • Support incentive-related needs connected to organizational changes, new business initiatives, and mergers and acquisitions as applicable.

Compliance and Governance
  • Ensure incentive programs are administered in alignment with company policies and applicable legal and regulatory requirements.
  • Maintain confidentiality and uphold high standards of accuracy, governance, and professional ethics in all compensation and incentive activities.

Other Duties
  • Perform other compensation-related duties as assigned.

QUALIFICATIONS
Required
  • 7+ years of progressive compensation, incentive compensation, finance, or related analytical experience.
  • Demonstrated experience designing and administering incentive plans such as bonuses, commissions, profit sharing, or other variable pay programs.
  • Strong expertise in incentive modeling, scenario analysis, payout logic, and financial forecasting.
  • Experience tracking incentive performance and conducting ROI, trend, and effectiveness analyses to support plan decisions.
  • Ability to translate business strategy into practical incentive designs that motivate the right behaviors and are operationally sustainable.
  • Strong analytical and problem-solving skills with the ability to work with large data sets and deliver clear insights to business leaders.
  • Advanced proficiency in Excel and Power BI; experience with reporting tools, dashboards, HRIS, payroll systems, or incentive compensation platforms is a plus.
  • Strong written and verbal communication skills, including the ability to create clear plan documents, leadership updates, and participant-facing materials.
  • Strong knowledge of compensation practices, controls, and applicable legal and regulatory requirements.
  • High personal standards of integrity, confidentiality, professionalism, and attention to detail.

Preferred
  • Experience developing and managing incentive compensation programs across a multi-unit or field-based organization preferred.
  • Bachelor's degree (BA/BS) in Business, Finance, Accounting, Economics, Human Resources, or related field preferred.
  • Certified Compensation Professional certification is a plus.

PHYSICAL REQUIREMENTS
  • Ability to work at a computer workstation for extended periods of time (typically 6-8 hours per day)
  • Frequent use of a computer, keyboard, mouse, and standard office equipment (e.g., headset, webcam)
  • Ability to remain in a stationary position (seated or standing) for prolonged periods
  • Ability to communicate effectively via video, phone, and email
  • Occasional movement may be required to retrieve files, documents, or office supplies within the home workspace
  • Ability to lift and carry light items (e.g., laptop, files, or office equipment) up to 10-15 pounds, if needed
  • Visual acuity to read computer screens, documents, and spreadsheets with attention to detail
  • Dexterity to operate standard office equipment and perform repetitive motions such as typing and clicking
  • Reliable internet access and a workspace that supports sustained focus and productivity. Reasonable accommodation may be made for individuals with disabilities.

EQUAL EMPLOYMENT OPPORTUNITY
Sun Auto Tire & Service is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other characteristic protected by applicable law.
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