<p>Job Description</p> <p>The Director of Compensation is responsible for leading the compensation process for the organization. This position owns the compensation strategy and end-to-end compensation process, including the design, governance, management, communication, compliance, and administration of our compensation programs including base pay, short- and long-term incentives, annual merit cycle increase, job levels and all other pay programs and policies. The Director of Compensation will have a strong analytical background, exceptional Excel skills, and a passion for driving data-driven decisions that support and advance the organization's compensation strategy.</p> <p>KEY RESPONSIBILITIES</p> <ul> <li>Own and drive the compensation strategy and program governance across the organization, ensuring alignment to business objectives, talent needs, labor market conditions, and internal equity requirements. </li><li>Build and maintain complex Excel models to analyze and evaluate compensation data, including salary surveys, market trends and labor demand with a heavy focus on over 5,000 retail hourly employees across the United States. </li><li>Utilize Excel to perform advanced analysis, modeling, and scenario planning to support decision making related to compensation, compensation adjustments and incentive programs; translate outputs into recommendations for senior HR and business leaders. </li><li>Lead and manage effective compensation programs that deliver measurable results and ensure consistency, audit readiness, and program quality. </li><li>Conduct localized market research and analyze current market compensation practices to ensure competitive rewards, internal equity, and compliance; elevate benchmarking methodology and ensure pay-setting practices remain current. </li><li>Collect, analyze, and model compensation data to identify trends, make recommendations, and provide insightful reporting to senior management on a monthly basis and during planning cycles. </li><li>Define and implement effective pay guidelines and administrative practices (eligibility, targets, approvals, etc.), ensuring governance and controls are in place and followed. </li><li>Create/maintain job architecture structure for job profiles, banding, and FLSA classification; partner with HR and business leaders to ensure role alignment and consistent pay administration. </li><li>Help create/update job descriptions to ensure each description matches the tasks and requirements of the role by partnering with HR partners, interviewing employees/managers, and conducting job analysis as needed. </li><li>Ensure company compliance with existing legal employment requirements (EEO, FLSA, wage hour) and local laws governing compensation including minimum wage; partner with Legal/HR leadership as needed to address compliance considerations. </li><li>Lead with the annual compensation planning cycle and manage the compensation planning tools, processes, and stakeholder communications to support timely and accurate completion. </li><li>Lead incentive plan administration and incentive plan eligibility to ensure compliance and quality; review and audit incentive plan documents, eligibility criteria, and payout calculations. </li><li>Administer or govern the equity/equity incentive programs as it relates to total compensation; partner with Equity Management and internal stakeholders to execute equity award processes and ensure alignment to compensation strategy. </li><li>Lead communication and change management efforts for compensation programs to increase understanding across the organization and to ensure stakeholders can execute pay processes correctly. </li><li>Support compliance with compensation-related regulations and ensure that the company adheres to federal and state laws, including reporting requirements and documentation standards. </li><li>Assist with advanced research on executive compensation, proxy analysis and board compensation matters, providing analytical support and recommendations in coordination with HR and other internal partners. </li><li>Partner with HR leaders on budgeting and reporting, providing insights on cost drivers, compensation outcomes, and workforce planning considerations. </li><li>Lead compensation-related special projects or other HR initiatives as needed, including process improvements, system enhancements, and cross-functional governance work. </li></ul>