Director, Compensation

Director, Compensation Are you interested in joining a team of Total Rewards leaders who enable game-changing business results by providing programs and solutions that unleash greatness in our associates? Here at Capital One we bring an analytically rigorous, data-driven approach to compensation. We work in a business-casual, collaborative environment where one’s contributions are recognized, successes are elevated and effort is rewarded. Capital One provides an environment where you can excel in your career while still maintaining a work life balance that others will desire. We nurture a work environment where people with a variety of thoughts, ideas and backgrounds, guided by our shared Values, come together to make Capital One a great company – and a great place to work. Capital One is looking for an innovative Director, Compensation to join our Total Rewards team. We are looking for proven leadership candidates who are attentive to detail, results-oriented, and flexible with the ability to navigate challenging forces in a fast-paced environment with significant change. The role will partner with senior leaders and play an active role formulating an innovative compensation strategy. The successful candidate is an exceptional people leader, has intellectual curiosity and strong communication, influencing, and problem solving skills, and an ability to build strong partnerships across stakeholders, partners, and clients. This Director is expected to represent their clients points of view in enterprise-wide initiatives. Responsibilities: Lead and develop a team of Compensation professionals to ensure they have a thorough understanding of the business strategy as it relates to the enterprise compensation strategy and can design, deliver and manage compensation programs for their assigned client groups in a well managed way Inclusive leader focused on creating a culture of belonging and collaboration through attracting, actively developing, and supporting talent across Compensation Lead meetings with senior executives, inclusive of developing compelling meeting materials, challenging and debating respectfully, and influencing outcomes Lead strategic compensation projects, key initiatives or processes horizontally caring for the needs of clients enterprise-wide. This includes defining the roadmap and destination state in alignment with our Total Rewards vision. Oversee all aspects of Line-of-Business (LOB) incentive plans for designated client groups, with a strong emphasis on plan design and governance. Lead team and clients through mid-year and year-end compensation cycles, ensuring smooth execution and managing within internal controls Proactive management of risks, applying sound judgment and business acumen Exhibit thought leadership and foster strong relationships both within Total Rewards and across client and partner groups (e.g., HR Business Partners, Talent Acquisition, DIB, Finance, Legal, Enterprise Risk) including approaching work with a “One Team” mentality Serve as escalation point, owning resolution with partners and business leaders within client group (e.g. offers, retention, pay exceptions) Proactively stay up‑to‑date on industry and market trends that may impact our ability to attract and retain talent Strong problem solving capabilities leveraging an outside-in lens to develop innovative solutions Basic Qualifications: Bachelor’s Degree or military experience At least 7 years of experience in compensation, finance, or human resources At least 3 years of experience in people leadership Preferred Qualifications: Master’s Degree in Accounting, Statistics, Business Administration, Economics, Finance, or Human Resources Certified Compensation Professional (CCP) 5+ years of experience effectively leading and communicating compensation strategies at all levels including the C-Suite 5+ years of experience in the Financial Services or Tech industry Experience designing incentive plans Knowledge of human resources and compensation including knowledge of relevant Federal, State, Local laws/regulations relating to compensation Advanced Excel skills (e.g., VBA, macros, array functions) Experience innovating processes or programs Experience with benchmarking tools (MarketPay, BetterComp) and reporting tools (Tableau, Business Objects) Proficient with Microsoft Excel and Google Products (e.g. Sheets, Slides) At this time, Capital One will not sponsor a new applicant for employment authorization for this position. The minimum and maximum full-time annual salaries for this role are listed below, by location. Please note that this salary information is solely for candidates hired to perform work within one of these locations, and refers to the amount Capital One is willing to pay at the time of this posting. Salaries for part‑time roles will be prorated based upon the agreed upon number of hours to be regularly worked. McLean, VA: $230,400 - $263,000 for Director, Compensation Richmond, VA: $209,500 - $239,100 for Director, Compensation Candidates hired to work in other locations will be subject to the pay range associated with that location, and the actual annualized salary amount offered to any candidate at the time of hire will be reflected solely in the candidate’s offer letter. This role is also eligible to earn performance based incentive compensation, which may include cash bonus(es) and/or long term incentives (LTI). Incentives could be discretionary or non discretionary depending on the plan. Capital One offers a comprehensive, competitive, and inclusive set of health, financial and other benefits that support your total well-being. Learn more at the Capital One Careers website. Eligibility varies based on full or part-time status, exempt or non-exempt status, and management level. This role is expected to accept applications for a minimum of 5 business days. No agencies please. Capital One is an equal opportunity employer (EOE, including disability/vet) committed to non-discrimination in compliance with applicable federal, state, and local laws. Capital One promotes a drug‑free workplace. Capital One will consider for employment qualified applicants with a criminal history in a manner consistent with the requirements of applicable laws regarding criminal background inquiries, including, to the extent applicable, Article 23-A of the New York Correction Law; San Francisco, California Police Code Article 49, Sections 4901-4920; New York City’s Fair Chance Act; Philadelphia’s Fair Criminal Records Screening Act; and other applicable federal, state, and local laws and regulations regarding criminal background inquiries. #J-18808-Ljbffr