Director, Compensation Strategy

Overview

The Director, Compensation Strategy will lead all of C Spire’s compensation initiatives, including the design, development, and implementation of company-wide compensation strategy. The role will monitor the effectiveness of existing compensation programs and recommend changes consistent with compensation trends in our industry and markets. The Director, Compensation Strategy will work with HR leadership and our matrix leadership team to understand strategic business objectives, assessing the success of current incentives and programs, proposing new incentive designs, securing final decisions and approvals, and communicating new incentives to business leaders, sales operations, and employees.

Responsibilities

• Ensure all sales programs, compensation plans, and incentive structures are operational and drive the desired behaviors.
• Work closely with all lines of business and operations to understand roles and departmental goals and objectives.
• Develop, propose, implement, and maintain competitive, cost effective, and legally compliant compensation programs.
• Serve as a subject matter expert working with C-Suite leaders on tasks such as the setting of appropriate pay levels, base pay, variable compensation programs, and annual incentive pay.
• Manage the annual organizational salary review process.
• Advise senior managers on compensation issues.
• Lead the efforts to ensure we maintain comp data confidentiality throughout the organization.
• Oversee salary surveys and monitoring of salary survey data.
• Deliver compensation reports to executive leadership.
• Perform additional duties as assigned.

Qualifications

• Bachelor’s degree in Human Resources, Accounting, Finance, or a closely related field of study required. MBA or Master’s degree strongly preferred.
• Minimum of 12 years professional experience focusing on compensation required.
• Minimum of five years leading and managing people in the HR or Compensation field required.
• Proven experience working with and advising senior executives required.
• Proven experience strategically planning compensation for medium to large businesses required.
• Strong knowledge of and experience with a commonly used HRIS (Workday, ADP, Oracle, Paycor, etc.) required.