Director, Compensation, Benefits and Payroll

At Cheniere, we provide the world with safe, reliable energy. But more than that, we provide opportunities for our talented employees to impact their communities every day. Our diversity is key to our continued success and forges a path where our culture supports greater equity and inclusion for our employees, customers and beyond.

POSITION OVERVIEW

The Director, Compensation, Benefits and Payroll is responsible for developing, implementing, and managing compensation and benefits strategies that support the organization's goals and align with market best practices. They are also responsible for leading and managing the organization’s global payroll to ensure accurate, compliant and timely payroll processing. This role ensures the company attracts, retains, and motivates top talent through competitive and equitable total rewards programs. The ideal candidate is a strategic thinker with strong analytical capabilities and a deep understanding of compliance, industry trends, and employee experience.

RESPONSIBILITIES AND ESSENTIAL DUTIES

Compensation Strategy & Management

• Design, implement, and manage the organization’s compensation programs, policies and practices for all employee levels, including executive compensation.
• Conduct benchmarking and market analysis to ensure the organization remains competitive and equitable in pay.
• Lead the administration and review of grade structures, merit increase programs, bonus plans and long-term incentive programs.
• Manage compensation planning cycles, including the annual compensation review process.
• Provide strategic counsel and education to senior leaders, HR Business Partners and hiring managers on compensation strategies and pay-for-performance.

Benefits Administration

• Oversee the design, selection, negotiation, and administration of employee benefits programs (health, dental, vision, retirement, wellness, leave, etc.).
• Lead benefits strategy to ensure alignment with company objectives, market trends and workforce needs.
• Manage vendor relationships, plan renewals, and the annual enrollment processes.
• Maintain internal HR website to ensure employees are updated and informed on all HR-related content.
• Ensure compliance with applicable laws and regulations (e.g., ERISA, ACA, FMLA).

Payroll

• Lead and develop a team of payroll professionals to ensure timely and accurate processing of wages, bonuses, deductions, taxes and withholdings.
• Develop, implement and maintain policies and procedures to ensure payroll processes are compliant with all regulations and company policies.
• Monitor and analyze payroll data to drive operational efficiency and identify opportunities for automation and continuous improvement.
• Serve as subject matter expert on payroll issues, advising senior leadership and ensuring risk mitigation.

Leadership & Collaboration

• Lead and develop a team of compensation, benefits and payroll professionals.
• Partner with Finance, Accounting, Legal, and HR to align total rewards with business strategy and budgets.
• Present data-driven recommendations and reports to senior leadership and the Board (if applicable).
• Educate managers and employees on compensation and benefits programs.

Compliance & Reporting

• Ensure internal equity and external competitiveness while complying with all federal, state, and local laws.
• Manage compensation and benefits audits, government filings (e.g., 5500s), and reporting requirements.
• Support compensation, welfare and retirement committee materials and participate in executive pay governance.
• Maintain HRIS and compensation systems with up-to-date data and tools.

KNOWLEDGE AND SKILLS: 

Knowledge:

Benefits administration, compensation, payroll, and stock plan administration experience (executive and general)

Skills:

• Proven expertise in compensation strategy, benefits plan design, and executive pay.
• Strong analytical, financial modeling, and vendor management skills.
• Excellent knowledge of relevant U.S. laws and international practices (if applicable).
• Strong communication and leadership skills with the ability to influence senior stakeholders.
• Understanding of compensation and payroll practices in the energy industry.
• Familiarity with field-specific incentive plans (e.g., shift differentials, hazard pay, retention bonuses for remote locations).

EDU