Director, Compensation

Cornerstone Building Brands is a leading manufacturer of exterior building products for residential and low‑rise non‑residential buildings in North America. Headquartered in Cary, N.C., we serve residential and commercial customers across the new construction and Repair & Remodel (R&R) markets. Our market‑leading portfolio of products spans vinyl windows, vinyl siding, stone veneer, metal roofing, metal wall systems and metal accessories. Cornerstone Building Brands’ broad, multi‑channel distribution platform and expansive national footprint includes more than 18,800 team members at manufacturing, distribution and office locations throughout North America. Corporate stewardship and Environmental, Social and Governance (ESG) responsibility are embedded in our culture. We are committed to contributing positively to the communities where we live, work and play. For more information, visit cornerstonebuildingbrands.com. Scope of Role Reporting to the VP, Total Rewards & HR Operations, the Director, Compensation is responsible for ensuring Cornerstone Building Brands’ pay practices are equitable, market competitive, compliant, and aligned with the company’s compensation philosophy. The Director, Compensation leads the execution and continuous improvement of the company’s compensation programs in collaboration with business and HR leaders across the organization. Key Objectives and Responsibilities Compensation Lead the design, governance, administration, and continuous improvement of broad‑based, executive, and variable compensation programs aligned with the company’s compensation philosophy, business objectives, and market competitiveness. Serve as a strategic compensation advisor to senior executives, HR leadership, and business leaders, providing consultative guidance on complex compensation matters, organizational design considerations, executive pay, retention strategies, promotions, offers, and incentive programs. Develop and manage compensation programs including base pay, annual incentive plans, sales incentive plans, gain‑sharing programs, long‑term incentive programs, and other performance‑based compensation initiatives. Partner closely with executive leadership and the VP, Total Rewards & HR Operations to develop executive compensation analyses, presentations, and materials for the Compensation Committee and Board of Directors. Prepare clear, concise, and executive‑ready communications, presentations, and recommendations that effectively translate complex compensation concepts and analytics into actionable business insights. Lead market analysis, compensation benchmarking, and salary survey participation to ensure programs remain competitive, equitable, and aligned with business and talent objectives. Monitor external regulatory requirements, compensation trends, and competitive practices to ensure compliance and proactively recommend enhancements to compensation strategies and programs. Lead compensation‑related governance activities including job architecture, job evaluations, pay equity analyses, compensation policies, and program effectiveness reviews. Champion data‑driven decision making through robust analytics, reporting, and compensation modeling to support strategic workforce and compensation initiatives. Ensure compensation programs support attraction, retention, engagement, and performance objectives while maintaining alignment with financial and budgetary goals. Build strong cross‑functional partnerships with HR, Finance, Legal, Payroll, and executive leadership to successfully drive compensation initiatives and organizational priorities. Lead and execute special projects and enterprise‑wide initiatives related to compensation strategy, organizational transformation, workforce planning, and operational effectiveness. Own and administer the company’s severance programs including reductions in force (RIFs), facility closures, position eliminations, and organizational restructures. Partner closely with Legal, HR Business Partners, and business leadership to ensure compliance with federal, state, and local employment regulations, including WARN Act requirements and related employee communications. People Leadership and Influence Lead, coach, and develop a high‑performing compensation team while fostering a culture of accountability, collaboration, and continuous improvement. Establish credibility and build strong relationships quickly across all levels of the organization through effective communication, business acumen, and trusted partnership. Demonstrate strong influencing and relationship‑building skills with the ability to navigate complex and sensitive situations, gain alignment among stakeholders, and drive decisions in a matrixed environment. Act as a catalyst for aligning teams around organizational priorities, business strategies, and cultural initiatives. Foster an inclusive, high‑performance culture aligned with Cornerstone Building Brands’ mission, values, and Behaviors & Mindsets. Serve as a role model and champion for employee engagement, leadership effectiveness, and organizational excellence. Education and Work Experience Requirements Bachelor’s degree in Business, Human Resources, or related field Experience in the design, development, and implementation of pay plans including Short‑Term Incentives, Long‑Term Incentives, Sales Incentive Plan, and Hourly Incentive Plans. CCP designation preferred. 8+ years of experience in compensation, with at least 4 years leading a high‑performing team Strong knowledge of compensation and human resources practices, processes, and standards Experience in a matrixed business undergoing transformation Advanced proficiency with analytical tools and software packages Benefits Our teams are at the heart of our purpose to positively contribute to the communities where we live, work and play. Full‑time team members receive medical, dental and vision benefits starting day 1. Other benefits include PTO, paid holidays, FSA, life insurance, LTD, STD, 401k, EAP, discount programs, tuition reimbursement, training, and professional development. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, genetic information, disability, or status as a protected veteran. All your information will be kept confidential according to EEO guidelines. California Consumer Privacy Act (CCPA) of 2018 Must be at least 18 years of age to apply. #J-18808-Ljbffr