Director of Compensation
Robert Half
Job Description
Job Description
We are looking for an experienced Director of Compensation to guide the compensation function for a non-profit organization in Washington, District of Columbia. This Long-term Contract opportunity will serve as the senior compensation leader during an interim assignment, providing strategic direction and practical support across executive compensation, annual planning, and workforce-related initiatives. The person in this role will collaborate closely with HR, Finance, and institutional leaders while also remaining directly involved in high-level compensation work for the executive population.
Responsibilities:
• Provide interim leadership for the compensation department, setting priorities and directing the day-to-day work of a small team of compensation professionals.
• Serve as the primary advisor to senior leadership on pay strategy, job assessment, market competitiveness, and organizational structure decisions.
• Manage compensation planning cycles, including salary review activities, pay structure oversight, and broader compensation program administration.
• Conduct and interpret executive compensation analyses, with direct ownership of compensation matters related to the university’s executive group.
• Partner with HR, Finance, and business stakeholders to support workforce planning and compensation-related decision-making across the organization.
• Guide market benchmarking efforts by evaluating external data, assessing internal alignment, and recommending appropriate pay actions.
• Ensure compensation practices are administered in accordance with applicable policies, regulatory expectations, and internal governance standards.
• Demonstrated experience leading compensation functions and advising senior or executive-level stakeholders on pay-related matters.
• Strong expertise in compensation program design, salary architecture, benchmarking methodology, and job evaluation frameworks.
• Proven ability to lead compensation review cycles and translate analytical findings into practical recommendations.
• Advanced Excel skills with the ability to perform compensation analysis, modeling, and data interpretation.
• Background partnering effectively with HR, Finance, and operational leaders on compensation initiatives.
• Hands-on experience administering compensation programs while balancing strategic leadership responsibilities.
• Familiarity with Workday is valued.
• Certified Compensation designation is a plus but not required.
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