Program Director, Compensation

Apogee Enterprises Inc.

Apogee Enterprises, Inc. (NASDAQ: APOG), was founded in 1949 and is headquartered in Minneapolis, MN.  Apogee is a growing, profitable company with annual revenues approaching $1.5 billion.  We provide distinctive metal and glass solutions for enclosing commercial buildings, and glass and acrylic solutions for picture framing and display applications.  To learn more about our company and brands, visit www.apog.com.

Position Summary

The Program Director of Compensation is responsible for designing, implementing, and managing compensation programs that align with the organization's strategic goals. This role ensures competitive and equitable pay practices, compliance with relevant laws and regulations, and supports talent acquisition and retention. This role partners closely with the Program Director of Executive Compensation, HR, and Finance to evaluate compensation trends and provide data-driven insights.  This role acts as the primary compensation partner to support and serve the segment HRBP’s and partners with the HRIS Compensation Program Manager role to ensure quality delivery of compensation programs through Workday.

Responsibilities

Compensation Strategy & Design:

• Develop and implement comprehensive compensation strategies that align with the organization's objectives and market competitiveness.
• Lead and implement the formal Job Architecture process to include career paths and furthering the job leveling/grading system across the entire organization.
• Evaluate, adjust and redesign salary structures, pay bands, and incentive programs to attract and retain top talent.

Analysis & Benchmarking:

• Serve as the vendor relationship owner for 3rd party compensation data/survey resources/tools. 
• Conduct market analyses to assess competitive positioning and recommend adjustments to compensation structures.
• Lead annual salary benchmarking surveys and internal equity reviews.

Compliance & Reporting:

• Ensure adherence to federal, state, and local compensation laws and regulations (e.g., FLSA, EEO, pay transparency laws).
• Prepare and present compensation-related reports for senior leadership, including total rewards data and trend analysis.

Program Management:

• Oversee the annual merit review and bonus cycle, including budget recommendations and guidelines.
• Acts as a back-up and cross trains with the Program Director, Executive Compensation.

Consultation & Collaboration:

• Act as a trusted advisor to HRBP’s in support of business leaders on compensation-related matters, including job offers, promotions, and restructures.
• Partner with Talent Acquisition to design competitive and appealing compensation packages for prospective employees.

Technology & Tools:

• Partner with HRIS team members and HRIS Compensation Program Manager to establish appropriate job profile and compensation structures to leverage the capabilities within Workday.
• Implement and maintain compensation tools and systems, ensuring accuracy and efficiency in data management.
• Optimize the use of HRIS for compensation planning and analytics.

Personal Attributes

The successful candidate will be expected to be a high-energy, creative and resourceful self-starter who demonstrates leadership skills and instincts.  He/she is highly intelligent and enthusiastic with a commitment to excellence.  In terms of personal competencies, the successful candidate must be a hands-on person who possesses the best combination of strategic thinking and drive to achieve tangible business results.  In addition, he/she should possess the following competencies:

• Communication skills:  Excellent communication and presentation skills, with the ability to convey complex compensation concepts to diverse audiences and navigate complex business environment for win-win outcomes with stakeholders.
• Results-Oriented:  A driver who possesses the ability to take actions and implement effective solutions in a timely manner often while influencing across different functions and levels of the organization.
• Problem Solver:  A creative yet pragmatic problem solver.  Methodical and hands-on as well as exceptional attention to detail and high-quality outputs.
• Analytical Thinking and Decision-Making:  A “conceptualizer” of business strategies and objectives who can then integrate that thinking into compensation strategies.