Director, Compensation

Worker Type

Job Description

 

Summary

The Director, Compensation plays a strategic role in the support the support the design, implementation, and administration of our global compensation programs. This position plays a critical part in administering the AV total rewards strategy, ensuring programs are competitive, equitable, and aligned with business objectives. This position acts as a trusted advisor to the VP, Total Rewards, driving compensation strategy and overseeing all aspects of base pay, variable incentives, equity programs, and retention awards.

Position Responsibilities

• Develop, refine, and execute compensation strategies that align with the company’s business and people objectives.
• Support the design, implementation, and administration of base salary structures, short- and long-term incentive plans, equity programs, and retention/recognition awards.
• Oversee annual and mid-year compensation planning processes, including merit increases, promotions, and bonus cycles.
• Conduct regular market analyses to ensure compensation practices remain competitive and aligned with industry benchmarks.
• Partner with Benefits, Talent Development, and HR Operations to create a seamless Total Rewards experience for employees.
• Ensure compensation strategies are fully integrated with performance management, talent acquisition, and career development programs.
• Ensure compliance with all federal, state, and local regulations, including California pay transparency laws and other international pay guidelines where applicable.
• Maintain strong governance over job architecture, pay equity processes, and compensation policy adherence.
• Streamline and enhance compensation processes to drive scalability and efficiency.
• Leverage data, analytics, and technology to improve decision-making, reporting, and transparency.
• Lead compensation-related initiatives for M&A and post-merger integration, ensuring alignment with company objectives.
• Develop clear communication strategies to help employees understand and value compensation programs.
• Craft executive presentations, dashboards, and data-driven narratives to inform leadership decisions and foster trust in pay practices.
• Build organizational capability by coaching HR partners and business leaders on compensation best practices.
• Implementation of a competitive, market-aligned compensation framework
• Improved employee understanding and trust in compensation programs, measured via engagement surveys.
• Demonstrable pay equity across roles and levels, supported by analytics and reporting.
• Streamlined compensation processes leading to greater efficiency and scalability.
• Enhanced collaboration across HR, Finance, and business leadership to drive unified people strategies.
• Other duties as assigned

Basic Qualifications (Required Skills & Experience)

• Bachelor’s degree is required in a related field or equivalent combination of education, training, and experience.
• Advanced degree, MBA or MS is highly preferred.
• 12+ years of progressive experience in compensation leadership roles, ideally within publicly traded govt. contracting organizations, technology, or high-growth companies.
• 5+ years of people leadership experience.
• Demonstrated success developing and executing comprehensive compensation strategies, including incentive plans for technical, and specialized roles.
• Deep expertise in base pay, variable pay, and equity programs.
• Equity program management.
• Exceptional analytical and data storytelling skills, with the ability to simplify complex concepts for diverse audiences.
• Strong understanding of California employment laws and U.S. compensation regulations.
• Experience managing M&A-related compensation strategy and integration activities.

Other Qualifications & Desired Competencies

• Experience with global compensation programs and govt contractors. FAR regulations
• Familiarity with Workday, Radford, Mercer, or other compensation benchmarking tools.
• Advanced degree or certification (e.g., CCP – Certified Compensation Professional) is a plus.
• Excellent written and verbal communication skills
• Strong analytical, critical thinking and interpersonal skills, with the ability to speak and write persuasively
• Demonstrated experience working with cross-functional teams; ability to develop and maintain internal and external trusting, professional relationships
• Uses vision to think beyond the immediate situation, explore multiple potential paths, and adapt decision-making style based