What are the responsibilities and job description for the Director Compensation position at Wayne-Sanderson Farms?
About the Role
We’re looking for a strategic, forward-thinking Compensation leader who can shape the company’s pay philosophy, build scalable programs, and guide leaders on how compensation supports performance, growth, and culture. Reporting to the VP of Total Rewards & HRIS, this role leads our enterprise-wide Compensation function and oversees a talented team focused on delivering fair, competitive, and transparent pay practices.
If you’re energized by building strategy, leading people, influencing senior leaders, and turning complex data into meaningful programs that employees understand and trust, this role is designed for you.
What You’ll Lead & Own
Compensation Strategy & Design
- Build and evolve a competitive compensation strategy that supports our business goals and a high-performance culture.
- Lead the design of base pay, incentives, and long-term reward programs.
- Stay ahead of market trends and regulatory changes to guide leaders and executives.
Program Leadership & Governance
- Oversee market pricing, job evaluation, pay equity reviews, and annual compensation planning.
- Partner with senior leaders and the Board’s Human Capital Committee on executive compensation and governance needs.
- Develop clear, user-friendly processes that ensure fairness and consistency across the enterprise.
People Leadership
- Lead and develop a high-performing Compensation Center of Excellence (COE), with an emphasis on operational excellence, continuous enhancement of processes, and strategic use of technology to increase transparency, accuracy, and efficiency across all compensation programs.
- Mentor and coach a team of analysts and compensation experts.
- Cultivate a culture of continuous improvement, innovation, and shared success.
Cross-Functional Partnership
- Partner closely with HR, Finance, Legal, Payroll, Talent Acquisition, and HRIS to deliver seamless total rewards solutions.
- Collaborate with HRIS to maximize Workday and other tools for automation and efficiency.
- Translate complex compensation concepts into simple, clear messages for leaders and employees.
What You Bring
- 10 years of compensation experience, including leading a team in a corporate setting.
- Deep expertise in compensation design, benchmarking, analytics, and program governance.
- Strong business acumen, communication skills, and executive presence.
- Experience leading compensation transformation initiatives and supporting technology-enabled solutions.
- Workday Advanced Compensation experience strongly preferred.
- CCP, CECP, or similar certifications are a plus.
- Ability to simplify the complex, influence without friction, and build trust across all levels of the organization.
Why This Role Matters
You’ll shape how people experience compensation—transparency, fairness, competitiveness, and opportunity. Your work impacts how we attract talent, reward performance, and build the workforce of the future.