Vice President of Compensation

The Sr. Director/ Vice President of Compensation will lead the organization’s compensation function, with responsibility for the programs, frameworks, and practices that govern employee pay. This role will provide both strategic direction and operational leadership, ensuring compensation programs remain competitive, well-managed, and responsive to changing business and workforce needs. The Director will oversee key areas including compensation planning, market analysis, pay structures, job architecture, equity and executive compensation support, compliance, and program administration. As a senior compensation advisor, this individual will work closely with HR and business leadership to evaluate compensation needs, guide decisions, and maintain effective and consistent practices across the organization. This role will also manage the compensation team and play an important part in strengthening the processes, technology, controls, and resources that support the function. Employment Type: Full-Time, Permanent Work Arrangement: Hybrid (2 Days In-Office, 3 Days Remote) Key Responsibilities: Provide overall leadership for compensation programs, practices, and priorities, ensuring they support business and talent objectives. Oversee recurring compensation activities, including annual pay reviews, promotional increases, incentive planning, and updates to salary structures. Direct benchmarking and market-pricing activities and use external data and internal analysis to evaluate compensation competitiveness and support pay decisions. Maintain compensation frameworks, including job levels, salary ranges, career structures, and related practices used to support consistent decision-making. Advise HR and business leaders on compensation matters, including pay decisions, market positioning, organizational changes, and more complex compensation situations. Provide compensation analysis and support for executive and leadership populations and assist with equity-related programs and activities. Develop materials, analysis, and recommendations for senior leaders and other groups involved in compensation oversight and decision-making. Maintain compensation policies, guidelines, documentation, and controls that support effective program administration, consistency, compliance, and audit readiness. Stay current on relevant compensation regulations and evolving market practices and incorporate appropriate changes into programs and processes. Work with HR technology partners to maintain and improve the systems and tools used to administer compensation, including participation in system design, testing, implementation, and enhancements. Evaluate compensation processes and implement improvements that increase efficiency, scalability, consistency, and ease of administration. Partner across HR, Talent Acquisition, Finance, Legal, and other functions to address compensation needs and support broader organizational initiatives. Develop compensation communications, resources, and training that provide leaders and HR teams with the information needed to effectively understand and administer programs. Lead and develop the compensation team by establishing priorities, providing coaching and guidance, and building capabilities within the function. Qualifications: Bachelor’s degree in Human Resources, Business, Finance, or a related field. 10+ years of progressive compensation experience with broad exposure to compensation programs and practices. Experience supporting compensation within a global organization. Demonstrated experience managing annual compensation planning processes and broad-based compensation programs. Strong knowledge of compensation fundamentals, including market benchmarking, job evaluation, salary structures, and program governance. Experience leading and developing compensation professionals. Experience working with HR technology and compensation-related systems and tools. Working knowledge of compensation-related laws and regulatory requirements, including pay transparency. Strong judgment and discretion when working with sensitive compensation and employee information. Master’s degree or Certified Compensation Professional (CCP) credential preferred. Experience with executive compensation and equity-related programs preferred. Experience establishing or enhancing compensation strategy, governance, and operating practices preferred. Experience leading process improvement or supporting broader organizational change preferred. Experience working in a complex or highly regulated environment preferred. #J-18808-Ljbffr Hire Point Recruiting