Director, Compensation

ABOUT THE BRAND:

Callaway Golf is the leading manufacturer of premium golf clubs, balls, performance gear and accessories worldwide.  Through an unwavering commitment to innovation, we push the limits of performance and create demonstrably superior products designed to make every golfer a better golfer.

Our company is a blend of experience and diverse backgrounds, and together we look to move the game forward, and we want top-notch people to join us in that mission!

By joining Callaway Golf, you also join part of the portfolio of brands within Topgolf Callaway Brands, an unrivaled tech-enabled Modern Golf and active lifestyle company delivering leading golf equipment, apparel, and entertainment, with a portfolio of global brands including Topgolf, Callaway Golf, TravisMathew, Toptracer, Odyssey, OGIO, Jack Wolfskin, and World Golf Tour (“WGT”). “Modern Golf” is the dynamic and inclusive ecosystem that includes both on-course and off-course golf. For more information, please visit https://www.topgolfcallawaybrands.com

The Director of Compensation is responsible for the strategic planning, development, and implementation of compensation programs, policies, and procedures to ensure the company’s pay practices are competitive, equitable, compliant, and aligned with business objectives. Incumbent will lead the design and administration of base salary, incentive plans, sales plans, and other pay-related programs to attract, retain, and motivate high-quality talent.

ROLES AND RESPONSIBILITIES

• Develop and implement a comprehensive compensation strategy that aligns with the company’s business goals and supports the attraction and retention of top talent.
• Design and oversee compensation plans, including base salary, incentives, bonuses, equity, and recognition programs.
• Design competitive and cost-effective compensation programs that are legally compliant with all compensation-related regulations, including FLSA, Minimum Wage, tipped wages, pay equity, and pay transparency laws.
• Support and/or lead the design of executive compensation programs including base pay, short and long-term incentives (which could include public or private equity vehicles).
• Lead market research and benchmarking studies to evaluate the company’s pay positioning.
• Conduct competitive pay analyses to recommend salary adjustments, pay grades, and incentive structures.
• Manage relationships with compensation survey providers and ensure participation in industry surveys.
• Oversee annual and ad hoc compensation planning processes, including merit increases, bonus planning, and promotion reviews.
• Develop and maintain job evaluation and pay grade structures.
• Provide consultation and guidance to HR Business Partners and senior leaders on pay decisions, policy interpretations, and job evaluations.
• Prepare and present compensation reports and analyses to senior leadership.
• Develop and maintain metrics to assess the effectiveness of compensation programs.
• Lead a team of compensation professionals including managing the performance and development of the team
• Partner with Talent Acquisition, HR Business Partners, and Finance teams to align compensation programs with business needs.
• Educate and train managers on compensation programs and processes.
• Continuously evaluate and improve compensation programs to ensure they support the business and align with best practices.
• Drive initiatives to improve internal pay equity and external competitiveness.

TECHNICAL COMPETENCIES (Knowledge, Skills & Abilities)

• In depth knowledge of federal, state, and local compensation laws and regulations
• Strong analytical skills, including proficiency in data analysis, financial modeling, and compensation analytics
• Excellent communication and interpersonal skills
• Ability to handle confidential information with discretion
• Proven ability to work effectively with senior leadership and cross functional teams
• Prior experience using Workday

EDUCATION AND EXPERIENCE

• Bachelor’s degree in Human Resources, Business Administration, Finance or a related field
• 7-10 years of experience in compensation management, with at least 5 years leading a compensation function
• Professional Certification (CCP) or similar is desirable.

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DE&I and EEOC:

Inclusion & Diversity: As a purpose-led, performance driven company, we strive to foster a culture of belonging based on respect, connection, openness and