Director, Compensation

Benefits

Additional Information

The Director of Compensation leads the overall design, implementation, and administration of the credit union's compensation programs in partnership with executive leadership and HR colleagues. They ensure that all base salary structures, incentive plans, job leveling, and compensation administration support the organization's strategic objectives and attract/motivate top talent, while maintaining compliance with legal requirements. Essential Functions Strategy & Planning: Develop and implement compensation strategies aligned with the credit union's goals and budget guidelines, including merit/market adjustment processes and variable pay. Compliance & Administration: Ensure adherence to federal, state, and local compensation laws, including FLSA and pay equity regulations. Incentive Management: Oversee the development and administration of production, short- and long-term incentive programs. Communication & Consulting: Advise and consult with leadership and HR colleagues on compensation issues, pay structures, and messaging to promote clarity and reinforce the value to the compensation programs. Market Analysis & Benchmarking: Conduct regular salary surveys and benchmarking studies to evaluate market competitiveness and maintain accurate job evaluation systems. Bachelor's Degree in HR, Finance, or Business 10+ years of progressive experience in multi-state compensation management 3+ years of management or supervisory experience Technical or Specialized Knowledge/Skills: Knowledge of HRIS systems (ex: Workday or UKG). Knowledge of compensation strategy, salary administration, and total rewards practices. Knowledge of federal, state, and local compensation laws and regulations, including FLSA and pay equity requirements. Skilled in designing, implementing, and administering incentive compensation programs. Ability to analyze compensation data, develop financial models, and make data-driven recommendations. Ability to align compensation programs and initiatives with organizational goals and business strategy. Skilled in consulting with leaders and providing guidance on compensation-related matters. Ability to communicate complex compensation concepts clearly and effectively to diverse audiences. Skilled in managing projects, priorities, and organizational change initiatives. Ability to build collaborative relationships, influence decision-making, and lead through change. Certifications Required: CCP (Certified Compensation Professional) or CEBS preferred. HIRING PAY RANGE: $185,000- $210,000 annually (S20), plus 20% annual target bonus. Final compensation for this position will be determined by various factors such as relevant work experience, specific skills and competencies, education, certifications, location and internal pay equity.

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