Compensation Director

Position Summary

The Compensation Director will work closely with the Senior Vice President, Human Resources and the Human Resources Business Partners leading SCDC, NCDC, TXDC and PADC to research job requirements and evaluate job positions to ensure the Company is competitive in the areas of salaries and employee benefits for our four distribution centers and throughout the United States focusing on attracting and retaining top talent.  The Compensation Director will lead the design and implementation of job architecture framework, including job leveling, career paths, and internal equity assessments. 

Essential Functions and Duties

• Develop, implement, and maintain competitive compensation programs, including base salary structures, incentive plans, and equity programs. Reviews and updates as needed.
• Prepares and maintains job descriptions for each position in the organization; ensures descriptions accurately reflect the work being performed by incumbents. Review and update as needed.
• Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.
• Prepares and maintains job classifications and salary scales.
• Interviews and surveys team members and managers to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job.
• Conduct market research and benchmarking to ensure pay practices remain competitive and equitable.
• Gathers data from market-based compensation surveys; uses spreadsheet and data analysis techniques to assess results and market trends.
• Analyze organizational pay practices and guide managers for all salary changes, new hires, and promotional compensation to ensure equity.
• Support department re-orgs and job evaluations for new and existing positions using external market survey data and internal equity analysis.
• Prepares and presents summary reports of job analysis and compensation analysis information.
• Evaluates and implements job analysis instruments and materials.
• Conducts data and cost analyses to be used in employee negotiations.
• Manage and implement the annual performance and salary adjustment program as well as variable pay and special compensation programs.
• Research employee benefits in similar industries; based on findings, recommends changes or updates to the company’s existing benefits or policies.
• Plans and communicates preferred methods and best practices for hiring, training, compensating, and evaluating employees. 
• Partners with Human Resources Leadership and Executive Leadership to align compensation strategies with broader business strategies, ensuring compensation efforts support long-term organizational goals.
• Support ad-hoc project requests for specific subsidiaries of the company.
• Adheres specifically to all company policies and procedures, Federal and State regulations, and laws.
• Display dedication to position responsibilities and achieve assigned goals and objectives.
• Always represent the Company in a professional manner and appearance.
• Understand and internalize the Company’s purpose,
• Display loyalty to the Company and its organizational values.
• Display enthusiasm and dedication to learning how to be more effective on the job and share knowledge with others.
• Work effective