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Incentive Compensation Jobs in Georgia (NOW HIRING)

RaceTrac Petroleum, Inc.

Director, Compensation

Atlanta, GA · On-site

$118K - $162K/yr

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

UCB

IC Business Partner

Atlanta, GA · On-site

$108K - $141K/yr

Field & Sales Incentive Compensation team in the Ecosystems Operations Function What you'll do: The ideal candidate brings strong data modelling capabilities, a structured problem-solving approach ...

UCB

IC Business Partner

Atlanta, GA · On-site

$108K - $141K/yr

Field & Sales Incentive Compensation team in the Ecosystems Operations Function What you'll do: The ideal candidate brings strong data modelling capabilities, a structured problem-solving approach ...

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Showing results 21-40

All JobsIncentive Compensation JobsIncentive Compensation Jobs in Georgia

Incentive Compensation information

See Georgia salary details

$30K

$96.9K

$143.1K

How much do incentive compensation jobs pay per year?

As of Aug 10, 2026, the average yearly pay for incentive compensation in Georgia is $96,876.00, according to ZipRecruiter salary data. Most workers in this role earn between $81,100.00 and $111,900.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive in incentive compensation roles?

Succeeding in Incentive Compensation requires strong analytical abilities, proficiency in compensation plan design, and a solid understanding of finance or business administration, often supported by a relevant degree. Expertise in Excel, HRIS systems, and compensation management software such as Xactly or CallidusCloud is highly valued, along with certifications like CCP (Certified Compensation Professional). Excellent communication, attention to detail, and the ability to collaborate cross-functionally help professionals thrive in this role. These skills are crucial to ensure accurate and motivating incentive programs that align sales and business objectives while minimizing errors and fostering employee engagement.

What are some typical challenges faced by professionals in incentive compensation roles?

One of the most common challenges in Incentive Compensation positions is ensuring the accuracy and timeliness of complex payout calculations, especially when working with large sales teams or intricate compensation plans. Managing multiple stakeholders, such as finance, HR, and sales leadership, and adapting to frequent business changes or plan updates can also be demanding. Additionally, professionals need to effectively communicate compensation plan details and results to employees, sometimes translating technical information for a general audience. Successfully overcoming these challenges requires a mix of technical expertise, problem-solving skills, and strong interpersonal abilities.

What is an incentive compensation?

An Incentive Compensation job involves designing, managing, and analyzing compensation programs that motivate employees to achieve business goals. Professionals in this field create commission structures, bonuses, and performance-based rewards to align employee efforts with company objectives. They also ensure compliance with regulations, optimize compensation plans for effectiveness, and collaborate with HR and finance teams. This role requires strong analytical skills, knowledge of compensation strategies, and an understanding of business performance metrics.

What are the most commonly searched types of Incentive Compensation jobs in Georgia? The most popular types of Incentive Compensation jobs in Georgia are:
What are popular job titles related to Incentive Compensation jobs in Georgia? For Incentive Compensation jobs in Georgia, the most frequently searched job titles are:
What job categories do people searching Incentive Compensation jobs in Georgia look for? The top searched job categories for Incentive Compensation jobs in Georgia are:
Incentive Compensation jobs near you
Infographic showing various Incentive Compensation job openings in Georgia as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $96,876 per year, or $46.6 per hour.

Director, Compensation

RaceTrac Petroleum, Inc.

Atlanta, GA • On-site

$118K - $162K/yr

Full-time

Posted 15 days ago

RaceTrac rating

4.8

Company rating: 4.8 out of 10

Based on 196 frontline employees who took The Breakroom Quiz

36th of 46 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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