Compensation Director

Job Description

Job Description

Overview

Amerit Fleet Solutions, one of the leading fleet maintenance companies in the U.S., is seeking an experienced, inspired and mission-driven Compensation Director to join our growing team!

The Compensation Director is responsible for building, managing, and governing Amerit's compensation programs, with a particular focus on scalable compensation infrastructure for a large, distributed, heavily non-exempt workforce. Reporting to the SVP of People, this role will build and lead compensation strategy, market pricing, job architecture, pay range design, pay equity and compliance readiness, and compensation governance across the organization. Amerit does not have an established job architecture today; the Compensation Director will design and stand it up from the ground up.

This role has global impact, with current responsibility for U.S. and Canadian compensation programs and oversight/alignment for Europe in partnership with regional leaders. The Compensation Director will partner closely with Finance, Operations, Sales/Commercial, Legal, Talent Management, People Business Partners, and Executive leadership to ensure pay decisions are market-informed, financially disciplined, equitable, creative, and aligned with Amerit's growth strategy.

This role requires deep compensation expertise, strong analytical judgment, business curiosity, and the ability to operate in a fast-paced, operationally complex environment. The Compensation Director will serve as Amerit's internal compensation subject matter expert and business partner, translating market data, customer economics, workforce needs, and operational realities into practical tools, governance, and creative solutions that support consistent decision-making across offers, promotions, market adjustments, incentive programs, pay exceptions, and M&A integration.

Compensation: $175,000 - $200,000 base salary depending on experience and location; this role is also bonus-eligible

Hybrid Role - Charlotte, NC

In-Office 2 to 3 days/week

The benefits of belonging – what’s in it for you?

• Full benefits within 30 days
• Medical, dental, vision, prescription drug coverage, life insurance, disability insurance
• 401(k) match program
• Unlimited vacation, holidays, and sick time
• Commitment to your safety through boot and prescription safety glasses reimbursement
• Career and learning development with an extensive training program through our Amerit University
• Employee referral program, up to $500 bonus
• ASE certification program with fee reimbursement and bonus
• Employee recognition platform that includes opportunities to redeem points for merchandise
• Employee Assistance Program (EAP)
• 24/7 nurse triage line
• Employee discounts on cell phone service and entertainment tickets
• Employee resource groups (ERGs) that foster inclusion

Responsibilities

Compensation strategy, philosophy and governance

• Design, own and evolve Amerit's compensation philosophy, governance framework, and annual compensation operating rhythm across a global workforce, with direct responsibility for the U.S. and Canada and oversight/alignment for Europe.
• Translate company growth priorities, labor market dynamics, customer economics, and workforce needs into practical compensation programs, policies, tools, and decision frameworks.
• Establish clear decision rights, approval thresholds, documentation standards, and reporting routines for offers, promotions, market adjustments, retention actions, and pay exceptions.
• Prepare clear, data-backed materials and recommendations for CEO/CFO, executive leadership, and Board/Compensation Committee discussions, including quarterly equity and long-term incentive reviews.

Business partnership and creative solutioning

• Serve as a trusted compensation advisor to Finance, Operations, Sales/Commercial, Legal, Talent Management, People Business Partners, and Executive leaders.
• Apply creative, business-minded solutions to real-time compensation challenges, including hard-to-fill roles, retention risks, compression, customer/account constraints, high-turnover locations, and evolving skill needs.
• Present options, tradeoffs, financial implications, pay equity considerations, and operational risks so leaders can make informed, consistent decisions.
• Partner with Sales/Commercial, Finance, and Segment leaders to ensure labor market data and compensation assumptions inform customer pricing, renewals, and workforce planning.

Field/hourly compensation and labor economics

• Build and own technician and field pay architecture from the ground up, with a focus on scalable, market-informed structures for a large, distributed, heavily non-exempt workforce.
• Design and maintain hourly ranges, geographic differentials/pay zones, skill and certification premiums, and customer/account-specific guidance where appropriate.
• Monitor pay hot spots by role, location, customer, segment, manager, turnover, offer decline, and margin impact; recommend proactive remediation plans.
• Balance market competitiveness, internal equity, compliance readiness, and bill-rate/margin realities when developing pay recommendations.

Job architecture, leveling and career pathways

• Design and build job families, levels, title governance, and career pathing frameworks for field, corporate, and leadership roles from the ground up; maintain and evolve them over time.
• Partner with People Business Partners and Operations to design the future-state architecture, map current roles into it, and resolve title/level inconsistencies.
• Establish criteria for technician progression, Lead Technician roles, Fleet Manager roles, Service Manager roles, and other key field positions.
• Ensure new and evolving roles are evaluated consistently while allowing flexibility for business growth, customer needs, and M&A integration.

Market pricing and compensation insights

• Own compensation survey participation, market data strategy, benchmark matching, and range refresh methodology.
• Evaluate and recommend market data sources, vendor partnerships, and survey participation strategies for the U.S., Canada, and Europe as appropriate.
• Convert market data, internal equity, turnover, offer decline, and financial data into clear insights and business-ready recommendations.
• Build tools, dashboards, and recurring reporting to identify trends, risks, and opportunities for compensation improvement.

Offers, promotions and pay decision governance

• Govern the offer alignment process and provide guidance on new hire offers, promotions, retention adjustments, market corrections, and exceptions.
• Build and maintain practical decision frameworks that help leaders act quickly within guidelines while escalating true exceptions appropriately.
• Track compression, internal equity, precedent risk, and financial impact in pay decisions.
• Partner with Talent Management and People Business Partners to improve offer competitiveness and consistency without undermining pay discipline.

Merit, bonus and incentive support

• Partner with Finance and People leadership on annual merit planning, compensation planning, and budget modeling.
• Support Lattice compensation planning and ensure data, eligibility, guidelines, and approvals are accurate and ready for leadership use.
• Govern bonus targets, incentive eligibility, and plan administration in partnership with Finance, Legal, and business leaders.
• Help assess and evolve incentive designs to reinforce business priorities, operational outcomes, and enterprise performance.

Long-term incentives and equity program support
• Partner with the SVP of People, CEO, and the Compensation Committee on the long-term incentive (LTI) and equity program, in a support and analytics capacity — grant decisions and cap table administration remain with the CEO, Board, and program owners.
• Build and maintain equity grant guidelines and ranges by level, function, and role so that hire, promotion, and refresh recommendations have a market-informed, internally consistent framework.
• Benchmark LTI and equity practices against market data; model dilution, burn rate, pool runway, and program cost; surface trends and tradeoffs for executive and Comp Committee review.
• Prepare clear, data-backed materials for quarterly Compensation Committee meetings, including grant analyses, market context, and program health indicators.
• Partner with Finance, Legal, and People leadership on equity program governance, documentation, and total rewards communication so employees understand the value of what they receive.

M&A, integration and global alignment

• Lead compensation diligence for acquisitions and identify pay, title, range, incentive, compliance, and integration risks.
• Map acquired roles into Amerit's developing job architecture and compensation framework, including Day 1 and post-close integration planning.
• Partner with regional and business leaders to maintain alignment across the U.S., Canada, and Europe while accounting for local market and compliance differences.

Pay equity, compliance and transparency readiness
• Partner with Legal and Compliance on pay equity reviews, pay transparency readiness, and defensible range administration.
• Ensure compensation programs are consistently documented, auditable, and administered in alignment with U.S., Canada, and applicable Europe requirements.
• Identify and escalate pay practices that create compliance, equity, financial, or precedent risk.
• Develop clear guidance for leaders on compliant, equitable, and consistent pay decision-making.

Change management and leader enablement

• Build tools, training, communication materials, and manager guidance that make compensation programs easier to understand and apply.
• Translate complex compensation concepts into practical, field-friendly guidance for leaders and People partners.
• Drive adoption of new compensation processes through partnership, education, and clear service expectations.
• Continuously improve compensation processes based on leader feedback, data, business needs, and emerging market trends.

Qualifications & Experience

• Bachelor's degree required; advanced degree or CCP/GRP certification preferred.
• 7+ years of progressive compensation experience, preferably supporting hourly/non-exempt, distributed, field, transportation, logistics, fleet, skilled trades, manufacturing, field services, or similarly operational workforces.
• Proven experience designing and managing compensation programs, including market pricing, salary and hourly range design, job architecture, incentive plan support, and compensation governance.
• Proven track record supporting broad-based compensation across hourly and salaried populations, including technician/skilled trade roles.
• Demonstrated experience with Canadian compensation and/or global compensation oversight strongly preferred.
• Demonstrated ability to partner with business leaders, Finance, Operations, Sales/Commercial, Legal, People Business Partners, Talent Acquisition, and executive leadership to solve complex compensation challenges.
• Strong analytical skills and experience working with HRIS platforms, compensation survey tools, market data, Excel, and reporting/analytics platforms; able to convert data into practical, executive-ready recommendations.
• Strong understanding of compensation compliance, pay equity, pay transparency readiness, internal equity, compression analysis, and defensible range administration across multi-jurisdiction environments.
• Experience supporting merit cycles, bonus/incentive eligibility, and compensation planning processes; Lattice experience a plus.
• Experience supporting long-term incentive (LTI) and equity programs in an analytics, guidelines, and governance capacity — including building grant guidelines, benchmarking against market, modeling dilution and burn, and preparing materials for executive and Board/Compensation Committee review.
• Clear, influential communicator who can explain complex compensation concepts, present tradeoffs, and build trust with field, corporate, executive, and global stakeholders.

What Success Looks Like

• Amerit has a clear, scalable compensation philosophy and governance model leaders understand and use across the U.S., Canada, and Europe as appropriate.
• Field/hourly roles have a clear job architecture, consistent leveling, defensible ranges, and a disciplined, business-aware approach to technician pay decisions — where little to none existed before.
• Leaders view Compensation as a practical business partner that brings creative, data-backed solutions to hiring, retention, compression, customer pricing/renewals, merit planning, incentive governance, operational challenges, and pay exceptions.