Director of Compensation

It's fun to work in a company where people truly believe in what they are doing. At Dutch Bros Coffee, we are more than just a coffee company. We are a fun-loving, mind-blowing company that makes a difference one cup at a time.Position Overview:The Director of Compensation is responsible for driving the development of the company's pay for performance program through effective performance management, talent management, and the creation of competitive base salary and incentive programs. This role collaborates closely with internal and external partners to identify, develop, and implement scalable compensation initiatives aimed at attracting and retaining top talent. Additionally, the Director of Compensation ensures that all initiatives align with Dutch Bros’ cultural mission, vision, and values. This position is responsible for overseeing the development, implementation, administration, and evaluation of strategies, plans, programs, and procedures designed to provide equitable employee compensation. In partnership with other Total Rewards leaders, you are essential to the development and implementation of Dutch Bros Total Rewards Philosophy and Strategy. This role will have external knowledge of compensation data analysis as they collaborate with members of senior leadership in how to provide the best compensation.Key Result AreasProvide Strategic Thought Leadership Towards Refining and Implementing Compensation Strategy:Be an expert in Dutch Bros forthcoming job architecture to ensure consistency, adherence, and change management. This will be done with items such as: job codes, levels, titles, criteria, pay levels, and ranges Oversee the development, implementation, administration, and evaluation of strategies, plans, programs, and procedures designed to provide equitable and competitive employee compensationSupervise and oversee Dutch Bros annual salary survey submissionsMaintain the Market Analysis Tool (salary.com) and conduct Market Data AnalysisOversee the administration of all compensation programs, ensuring operational efficiency and effectiveness, including managing the annual compensation review process, and utilizing technology platforms to streamline processesDevelop and maintain compensation policies, procedures, and guidelinesUtilize HRIS and other technology platforms to streamline compensation processes and reportingConduct regular audits of compensation practices to identify and mitigate potential risksCarry out the Annual Compensation Review (base pay adjustments and bonus allocations):Manage the annual compensation review process, including merit increases, promotions, and equity adjustmentsSet, assess, and reconcile budgetsEnsure smooth system testing, data auditing, and trainings for team membersAudit internal and external indicators of pay health (such as pay exception request frequency, market data, compa-ratio, turnover, etc)Oversee and certify market matchesMaintaining and creating new salary structuresMonitor and evaluate the effectiveness of compensation programs and make data-driven adjustments as necessaryLeading Internal and External Partner Management:Function as point and spokesperson for compensation with Dutch Bros constituents including HR team, senior leadership, and vendorsEnsure all compensation practices comply with local, state, and federal laws, mitigate risks associated with compensation and benefits, stay informed about legislative changes, conduct regular audits, and prepare required regulatory reports and documentationStay informed about legislative changes affecting compensation and ensure organizational complianceHiring and managing the talent needed to achieve Dutch Bros company goalsFoster enabling conditions for talent to thriveCultivate an inclusive team culture per DB standardsModel and coach equitable decision-making, inclusive behaviors, and actionsSkillsAdvanced Data Analytics & ModelingStrategic Business AcumenPay Equity & Transparency ExpertiseExecutive Compensation DesignHRIS & Compensation Technology MasteryFinancial Planning & BudgetingGlobal Regulatory ComplianceInfluential Communication & StorytellingProject & Change ManagementVendor & Stakeholder ManagementJob QualificationsBachelor's degree in Economics, Psychology, Statistics, Human Resources or Business and/or a related field that uses quantitative analysis, preferredCertified Compensation Professional (CCP) designation, strongly preferred.SHRM-CP credentials are preferredExternally acknowledged expert in compensationDetailed knowledge and strong Microsoft Office Excel/Google spreadsheet skills and familiarity with using other statistical packagesSignificant experience in an analytical HR role, compensation analytics, or similar analytical roleMust be able to work in a fast-paced, rapid-growth environment that embraces collaborative thinking and an agile mindsetLocation Requirement:This role is located in Tempe, AZ. This position is required to be in office 4 days per week (Mon-Thurs); Fridays are optional remote work days.Physical RequirementsIn-Office Environment: Must be able to work in a busy, crowded, and loud office with frequent distractions and interruptionsMust be able to collaborate in-person with occasional impromptu in-person meetingsOffice Conditions: Adaptability to typical office conditions, which may include exposure to air conditioning, heating, artificial lighting, and varying noise levelsMobility: Ability to sit, stand, reach, twist, stretch, and work at a desk for long stretches. Must be able to occasionally move or lift office items up to 25 poundsHearing Requirements: Hearing must be sufficient or correctable to ensure clear understanding of spoken information, including participating in virtual meetings and phone calls. Use of hearing aids or other assistive devices is acceptable if needed.Reading and Writing Proficiency: Ability to read and write in English is essential for processing documents, drafting reports, and following up on necessary actions. Proficiency in written communication is required to handle job-related tasks effectively.Vision Requirements: Vision must be adequate or correctable to perform essential job duties, such as reading documents on a computer screen and using other visual tools. Use of corrective lenses or other measures to meet visual requirements is expected if needed.Technology Proficiency: Must be proficient in operating a computer and other office productivity tools such as printers, scanners, and collaboration software.Effective Communication: Must possess strong verbal and written communication skills to interact effectively with team members, clients, and other stakeholders via email, video conferencing, and other in office communication tools.Compensation:DOEIf you like wild growth and working in a unique and fun environment, surrounded by positive community, you'll enjoy your career with us! #J-18808-Ljbffr