Sr. Director Compensation

Do your Best Work in Mooresville This position is based at our headquarters in Mooresville, North Carolina. Our corporate office is a space where you can collaborate and do your best work. Take a walk, grab a bite (or a cup of coffee), work out or get a check-up – we invest in you so you can find your inspiration. Your Impact The primary purpose of this role is to lead the strategy, design, governance, communication, and administration of Lowe’s compensation, rewards, and recognition programs, ensuring alignment with business objectives, talent priorities, and the enterprise pay-for-performance philosophy. This leader partners closely with senior leaders, HR Business Partners, Talent Development, Talent Acquisition, Technology teams, and other cross‑functional stakeholders to provide strategic compensation guidance and deliver competitive, equitable, and market‑informed reward solutions that attract, retain, and motivate talent. This role is responsible for evolving and administering compensation programs and incentive plans, including annual and mid‑year compensation planning, bonus plan governance, recognition program design and governance, and related policy and rule administration. This position provides oversight of compensation governance, enterprise job architecture, job description management, career frameworks, and pay grade consistency to support alignment, transparency, and compliance across the organization. Additionally, the role leverages market intelligence, analytics, technology, and AI‑enabled capabilities to drive informed decision‑making, operational excellence, and continuous improvement across compensation programs and processes. The role leads and develops a team of compensation and rewards professionals and serves as a trusted advisor to executive leadership on compensation, rewards and recognition, governance, workforce planning, and organizational change. What You Will Do Lead the strategy, governance, communication, and administration of enterprise compensation, rewards, and recognition programs aligned to business strategy, talent priorities, and pay‑for‑performance philosophy. Partner with HR leaders, HR Business Partners, Talent Development, Talent Acquisition, Technology teams, and senior business leaders to develop and deliver compensation strategies, market‑informed recommendations, and reward solutions that support business and talent outcomes. Lead annual and mid‑year compensation planning processes, including testing, reporting, process execution, communication, stakeholder engagement, change management, and governance of compensation changes. Oversee enterprise bonus and incentive plan governance, including plan design decisions, policy interpretation, rule consistency, LOA treatment, bridging rules, and alignment between plan administration and plan documentation. Direct compensation benchmarking efforts, including participation in compensation surveys and labor market studies, to assess market competitiveness, emerging trends, and best practices. Provide strategic guidance on internal and external offers, market adjustments, sign‑on awards, equity considerations, and when HR Business Partners or Talent Acquisition should engage Compensation. Lead the evaluation of business requirements and the development and maintenance of enterprise job descriptions, job families, and career frameworks, while progressively advancing Lowe’s approach to skills‑based architecture and workforce design where appropriate. Establish and maintain job grading, pay structures, and governance practices that support job architecture integrity, pay grade consistency, equitable pay decisions, and enterprise alignment, including the evolution of skills‑based pay practices where appropriate. Support mergers, acquisitions, and integration activity by assessing role mapping, job architecture, leveling, pay structures, incentive alignment, and other compensation decisions needed to integrate acquired organizations into Lowe’s compensation and rewards frameworks and programs. Ensure compensation, rewards, and recognition programs comply with applicable laws, regulations, company policies, governance standards, and associate experience requirements. Lead, in partnership with Technology teams and cross‑functional partners, the design, development, and implementation of compensation and rewards technology, systems, data infrastructure, reporting, process improvements, and the responsible adoption of AI‑enabled tools and capabilities that enhance decision quality, efficiency, and user experience. Design and advocate for rewards programs that address the full lifecycle of employee and work‑life needs while enhancing attraction, retention, engagement, and performance. Oversee vendor, invoice, and budget management activities related to compensation, rewards, and recognition programs, including survey vendors, recognition vendors, and related financial governance. Lead, develop, and mentor a team of compensation and rewards professionals, fostering a high‑performing, consultative, and customer‑focused function. Serve as a trusted advisor to executive leadership on compensation strategy, rewards and recognition governance, workforce planning, and organizational changes that require compensation support. Minimum Qualifications Bachelor’s degree in HR, Business, or related field or equivalent years of experience in lieu of education requirement, if applicable. Experience with progressive responsibility in the compensation field (5+ years managing others) and / or deep consulting experience. Preferred Skills/Education Master’s degree, MBA or Master Degree. About Lowe’s Lowe’s Companies, Inc. (NYSE: LOW) is a FORTUNE 100 home improvement company with total fiscal 2025 sales of more than $86 billion. Lowe’s employs approximately 300,000 associates and operates over 1,750 home improvement stores, 540 branches and 120 distribution centers. Based in Mooresville, N.C., Lowe’s supports the communities it serves through programs focused on creating safe, affordable housing, improving community spaces, helping to develop the next generation of skilled trade experts and providing disaster relief to communities in need. For more information, visit Lowes.com. Lowe’s is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law. #J-18808-Ljbffr Lowe’s