Director of Compensation

Job Overview The Director, Compensation is a strategic leader responsible for the design, governance, and execution of FirstService Residential’s compensation programs. This role ensures that compensation practices are competitive, equitable, data‑driven, and aligned with business strategy. The Director will serve as a trusted advisor to executive leadership on base pay, incentive design, and long‑term compensation strategies while ensuring compliance with applicable laws and regulations. Your Responsibilities Compensation Strategy & Governance Lead the development and ongoing refinement of FirstService Residential’s compensation philosophy and strategy, ensuring alignment with business objectives and talent goals. Establish and maintain compensation governance, policies, and controls to ensure internal equity, market competitiveness, and legal compliance. Partner closely with Finance, Legal, HR, and executive leadership to align compensation programs with financial planning and organizational strategy. Executive & Incentive Compensation Design, administer, and evolve executive compensation programs, including base salary, annual incentives, and long‑term incentive plans (LTIP). Support executive and senior leadership incentive design, modeling, and performance alignment. Prepare compensation analyses, scenarios, and materials for executive leadership and, where applicable, compensation committee review. Partner with Finance and Legal on executive agreements, incentive plan documentation, and compliance considerations. Market Benchmarking & Salary Structures Oversee enterprise‑wide job architecture, market pricing, and benchmarking using reputable survey data. Design, implement, and maintain salary ranges and pay structures aligned with market positioning and internal equity. Provide guidance on offers, promotions, adjustments, and retention strategies to ensure consistency and defensibility. Merit & Annual Pay Programs Lead annual and off‑cycle compensation review processes, including merit increases, promotions, and incentive payouts. Develop merit matrices, increase guidelines, and modeling to support pay‑for‑performance outcomes. Ensure consistent application of compensation practices across the organization. Data Analytics & Insights Deliver advanced compensation analytics, dashboards, and reporting to support leadership decision‑making. Translate complex data into clear insights and recommendations for senior leaders. Monitor market trends, regulatory developments, and emerging best practices in compensation and rewards. Leadership & Collaboration Serve as a subject matter expert and advisor to HR business partners and business leaders. Educate leaders on compensation programs, philosophy, and decision‑making frameworks with clarity and transparency. Skills & Qualifications Bachelor’s degree in Human Resources, Finance, Business Administration, Economics, or a related field. Advanced compensation certifications (such as CCP, CECP, GRP) strongly preferred. Minimum of 8 years progressive compensation or total rewards experience, including leadership or senior‑level responsibility. Experience working in a complex, multi‑region or multi‑business organization, including U.S. and Canada. Demonstrated experience with: Executive compensation and incentive plan design Long‑term incentive plans (LTIP) Salary structures and market benchmarking Merit and annual compensation cycles Advanced compensation analytics and modeling Relationship‑focused communicator who partners effectively across HR, Finance, Legal, and executive leadership teams. Strategic compensation leader grounded in FirstService Residential values, recognized for principled decision‑making, accountability, and integrity. Strong knowledge of compensation‑related employment laws and regulations. Travel Travel to corporate and regional offices as needed (10%). What We Offer As a full‑time associate, you will be eligible for comprehensive benefits including multiple medical plans, dental, vision, time off, paid holidays, and a 401(k) with company match. Automated Employment Decision Tool (AEDT) Usage We may utilize an Automated Employment Decision Tool (AEDT) in connection with the assessment or evaluation of candidates. The AEDT is designed to assist in objectively evaluating candidate qualifications based on specific job‑related characteristics. Job Qualifications and Characteristics Assessed The AEDT evaluates candidates based on job qualifications and characteristics pertinent to the role, including skills, experience, and competencies relevant to the position requirements. These qualifications are determined by the unique needs of each role within our company. Alternative Selection Process or Reasonable Accommodations Candidates who require an alternative selection process or a “reasonable accommodation,” as defined under applicable disability laws, may make a request through our designated contact channel View email address on click.appcast.io. Requesting Information About the AEDT - NYC Local Law 144 Candidates who reside in New York City and are subject to NYC Local Law 144 may request information about the AEDT, including details on the type of data collected, the sources of such data, and our data retention policies. To submit a request, please contact us at View email address on click.appcast.io; we will respond in accordance with Local Law 144, within 30 days. #J-18808-Ljbffr