Director, Compensation Strategy

Position Description

Base pay is influenced by several factors including a candidate’s qualifications, relevant experience, and anticipated contributions to meet the needs of the business, along with internal pay equity and external market driven rates. The salary range displayed has not been adjusted for geographical location. This range has been created in good faith based on information known to Capital Blue Cross at the time of posting and may be modified in the future. Capital Blue Cross offers a comprehensive benefits packaging including Medical, Dental & Vision coverage, a Retirement Plan, generous time off including Paid Time Off, Holidays, and Volunteer time off, an Incentive Plan, Tuition Reimbursement, and more.At Capital Blue Cross, we promise to go the extra mile for our team and our community. This promise is at the heart of our culture, and it’s why our employees consistently vote us one of the “Best Places to Work in PA.” 

The Director, Compensation, Incentives and Rewards leads the strategy, design, governance, and continuous evolution of the company’s compensation and rewards programs. This leader is responsible for building modern, analytically driven, market-aligned programs that attract and retain talent, reinforce performance expectations, and align employee and leader rewards to business outcomes.--This role will oversee compensation philosophy, job architecture, job evaluation, salary structures, incentive plan design, pay transparency readiness, market benchmarking, and reward-related transformation initiatives. The Director will bring a forward-thinking approach to compensation and rewards, using data, market intelligence, and strong business acumen to ensure programs are competitive, equitable, explainable, and designed to drive organizational performance.

Responsibilities and Qualifications

Compensation Strategy and Philosophy

• Lead the ongoing development and refinement of Capital’s compensation and rewards philosophy to ensure alignment with business strategy, talent priorities, market practice, affordability, and performance expectations.
• Translate philosophy into practical program design, salary administration guidelines, incentive frameworks, and decision-making tools for leaders.
• Recommend innovative, modern approaches to compensation and rewards that support a high-performance culture, stronger accountability, and enterprise success.

Incentive and Variable Pay Design

• Lead the design, evaluation, and administration of short-term and sales incentive plans, variable pay programs, and other reward mechanisms.
• Ensure incentives are clearly linked to business goals, strategic priorities, measurable outcomes, and the right employee behaviors.
• Assess plan effectiveness using data and analytics, and recommend changes to improve performance differentiation, line of sight, competitiveness, and return on investment.
• Partner with Finance, HR, and business leaders to model plan scenarios, measure outcomes, and strengthen governance around incentive design and payouts.

Job Architecture, Job Evaluation, and Career Frameworks

• Lead enterprise job architecture and job evaluation efforts, including role leveling, job families, career paths, and internal alignment of work.
• Ensure the organization has a consistent, defensible framework for evaluating jobs, assigning levels, supporting career growth, and making pay decisions.
• Oversee large-scale compensation infrastructure projects, including market pricing, range design, title rationalization, and modernization of compensation structures.

Market Intelligence, Analytics, and Governance

• Direct compensation benchmarking, market analysis, and pay modeling to support hiring, retention, organizational design, promotion, and executive decision-making.
• Develop and monitor compensation analytics, including range penetration, compa-ratios, pay equity indicators, incentive outcomes, and other key workforce and business measures.
• Provide insight and recommendations to senior leaders on market trends, emerging pay practices, regulatory developments, and risks.
• Establish strong governance, controls, and documentation to support compliance, consistency, and pay transparency readiness.

Rewards Transformation and Program Modernization

• Lead transformational compensation and rewards projects from strategy through implementation, including process redesign, technology enablement, communications, and change management.
• Evaluate current reward programs and identify opportunities to simplify, modernize, automate, or improve them.
• Partner across HR and the business to ensure compensation and rewards programs are p