Director of Compensation

Job Summary

Director of Compensation

TEEMA Job ID 86715

Full-time

Remote | United States

Overview:
Our client, a large and rapidly evolving healthcare services organization, is seeking an experienced Director of Compensation to lead enterprise compensation strategy and operations. This role is responsible for overseeing compensation programs across a large, multi-site workforce and ensuring pay practices remain competitive, scalable, and aligned with business strategy. The Director of Compensation will provide leadership to the compensation team while partnering closely with senior HR and business leaders to design, implement, and govern compensation programs including base salary structures, incentive programs, and executive compensation frameworks. This role is particularly well suited for a strategic compensation leader who thrives in organizations undergoing growth and operational evolution and who can bring structure, governance, and clarity to compensation programs at scale.

What you will be doing:
Compensation Leadership

• Lead and develop a team of compensation professionals, including managers and senior analysts.

• Establish clear priorities, workflows, and governance to ensure consistent execution of compensation programs.

• Provide coaching and professional development to team members while building a high-performing and collaborative team environment.

Compensation Strategy & Program Design

• Develop and oversee compensation programs including salary structures, incentive plans, and executive compensation initiatives.

• Ensure compensation programs remain competitive through benchmarking and market analysis.

• Partner with HR leadership to translate broader Total Rewards strategy into practical compensation frameworks and policies.

Job Architecture & Organizational Alignment

• Establish and maintain job family and leveling frameworks that support compensation decision-making and career progression.

• Partner with HR and business leaders to ensure job structures remain consistent and scalable as the organization grows.

• Provide guidance during organizational changes, restructures, and role design initiatives.

Executive Compensation

• Support administration and governance of executive pay programs, including annual incentive and long-term incentive plans.

• Collaborate with HR leadership, Finance, and external advisors on executive compensation planning and oversight.

Compensation Governance & Process Improvement

• Design and maintain compensation processes and controls to ensure fairness, transparency, and consistency across the organization.

• Establish decision frameworks and approval structures for compensation actions.

• Identify opportunities to streamline compensation processes and improve operational efficiency.

Business Partnership

• Serve as a trusted advisor to HR Business Partners and leadership teams on compensation-related matters.

• Provide data-driven recommendations for compensation decisions affecting multiple departments and employee populations.

• Partner with Finance on budgeting, workforce planning, and compensation cost modeling.

Analytics, Compliance & Risk Management

• Oversee compensation analytics related to pay competitiveness, internal equity, and incentive effectiveness.

• Ensure compliance with applicable pay regulations and transparency requirements.

• Identify and address potential compensation risks through governance and proactive analysis.

What you must have:

• Bachelor’s degree or equivalent experience.

• Minimum 8 years of progressive compensation experience in a large or complex organization.

• At least 5 years of leadership experience managing compensation professionals.

• Demonstrated experience building or scaling compensation programs in growing organizations.

• Experience supporting executive compensation structures and governance.

• Strong analytical, communication, and decision-making capabilities.

Nice to have:

• Experience within healthcare services, multi-site operations, or large enterprise environments.

• Exposure to organizations undergoing transformation, growth, or structural change.

Key Competencies

• Strategic compensation leadership and program design

• Strong collaboration with HR and business leaders

• Ability to balance governance with business flexibility

• Data-driven decision-making and compensation analytics

• High level of integrity and discretion when managing confidential information

Salary/Rate Range: $190,000 – $200,000 base 25% bonus target potential equity participation

Other Information:
What Success Looks Like

• Compensation programs are competitive, well-governed, and consistently applied.

• Leaders have confidence in compensation frameworks and guidance.

• The compensation team operates effectively with clear priorities and accountability.

• Compensation strategy supports organizational growth and long-term workforce planning.