Position Summary: 

The Director of Compensation is a strategic and hands-on leader responsible for shaping and executing a compensation philosophy that supports Inmar’s mission, business goals, and talent strategy. Guided by Inmar’s standards, this leader raises the bar by building forward-thinking, scalable, and equitable pay programs that empower people and promote sustained success. They seek truth together by partnering cross-functionally to align pay with performance, ensure transparency, and manage risk. Through learning in action, they drive continuous improvement in programs and processes, staying ahead of market trends and regulatory requirements. As a trusted advisor to senior leaders and HR partners, they uphold commitments by delivering timely, data-driven solutions and provide high challenge, high support to develop and lead a high-performing team that advances our culture of accountability, growth, and collaboration.

Leadership Responsibilities:

This position manages all associates within the compensation department and is responsible for performance management and hiring within the team.

Primary Accountabilities:

• Leadership (50%)

  • Lead the design and evolution of the company-wide compensation strategy, including base pay, variable pay, equity, and executive compensation programs.

  • Partner with executive leadership and HR to ensure alignment with workforce planning, career architecture, and business objectives.

  • Serve as a subject matter expert and strategic partner on compensation matters, educating and guiding HRBPs and senior leaders.

  • Cultivate a high-performing team, providing mentorship, direction, and development opportunities.

  • Champion continuous improvement and innovation in compensation practices, systems, and communications.

• Program Management (30%)

  • Oversee the administration of annual compensation cycles including merit reviews, bonus planning, and market adjustments.

  • Ensure alignment with total rewards strategy by integrating compensation programs with recognition, benefits, wellness, and talent development efforts.

  • Govern enterprise-wide job architecture, leveling, and market benchmarking strategies.
     

  • Ensure compensation programs comply with local, state, and federal legal and regulatory standards.

• Analytics & Insights (15%)

  • Lead compensation analytics to evaluate pay equity, market competitiveness, incentive effectiveness, and compensation ROI.

  • Translate data into actionable insights and narratives for executive and board-level audiences.

  • Oversee compensation survey participation, market pricing processes, and salary structure updates.

  • Prepare statistical analyses, data modeling, and cost projections for base and variable compensation to ensure alignment with corporate cost structures.

  • Apply financial acumen by conducting financial and ad hoc analyses using advanced Excel functionality, and provide recommendations to senior management.

  • Develop models and formulas to support decision-making in compensation, benefits, and wellness strategies that impact retention and recruitment.

• Technology & Operations (5%)

  • Partner with HRIS and HR Operations to optimize and maintain compensation systems and data integrity (e.g., Workday).

  • Improve automation, self-service tools, and reporting capabilities to support scalable compensation administration.

Required Qualification: 

• Bachelor’s degree in Human Resources, Finance, Business Administration, or a related field; Master’s or CCP certification preferred.

• 10+ years of progressive compensation experience, including leadership roles.

• Demonstrated expertise in job architecture, salary structure design, incentive programs, and executive compensation.

• Strong understanding of FLSA, pay transparency laws, and compliance obligations across multiple jurisdictions.

• Exceptional analytical and communication skills, with the ability to influence and educate