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The Director of HR - Compensation & Benefits is a strategic leader responsible for designing, implementing, and managing comprehensive compensation and benefits programs across the U.S. This role ensures the organization provides competitive, equitable, and scalable total rewards that attract, engage, and retain top talent as the business grows. The position partners closely with executive leadership, People Operations, Finance, Legal, and cross-functional stakeholders to align rewards strategies with organizational goals and culture.

Key Responsibilities

Compensation Strategy

• Lead the development and execution of U.S. compensation programs, including base salary structures, variable pay (bonuses and incentives), equity programs, market benchmarking, job leveling, and pay philosophy.

• Maintain job architecture, salary bands, and role levels to support internal equity, market competitiveness, and long-term scalability.

Benefits Strategy

• Design and oversee employee benefits programs, including health and welfare plans, retirement offerings, parental leave, wellness initiatives, flexible time-off policies, and hybrid/remote work benefits.

• Ensure benefit offerings remain competitive, cost-effective, and aligned with employee needs.

Cross-Functional Partnership

• Collaborate with HR Business Partners, Talent Acquisition, Finance, and business leaders to align compensation and benefits programs with headcount plans, budget considerations, and organizational objectives.

• Support annual salary review and bonus cycles, including guidelines, communication, budget tracking, and consistent execution.

Vendor & Program Management

• Manage relationships with compensation survey providers, benefits brokers, consultants, and other external partners.

• Oversee vendor performance, negotiate contracts, and optimize total cost of ownership.

Compliance & Governance

• Ensure compliance with all federal, state, and local compensation and benefits regulations, including ACA, ERISA, FLSA, and relevant tax requirements.

• Maintain documentation, governance frameworks, and reporting standards for all rewards programs.

Data, Metrics & Reporting

• Monitor and analyze key rewards metrics such as pay competitiveness, merit and bonus distribution, benefits participation, cost per employee, and equity utilization.

• Present insights and strategic recommendations to senior leadership.

Continuous Improvement

• Drive ongoing enhancement of compensation and benefits programs, introducing innovative and employee-centric rewards aligned with organizational culture (e.g., wellness initiatives, home-office stipends, hybrid work enhancements).

• Champion change management efforts as the organization scales rewards processes, systems, tools, and communication strategies.

Leadership

• Provide mentorship and leadership to compensation and benefits team members.

• Build strong internal capabilities and high-performing teams within the total rewards function.

Market Awareness

• Stay informed on market trends, emerging best practices, and competitive benchmarks in compensation and benefits, particularly within high-growth and technology-driven environments.

Qualifications & Competencies

Required:

• 10+ years of progressive experience in U.S. compensation and benefits, including 5+ years in a leadership role.

• Deep expertise in designing and scaling total rewards programs-including base pay, incentives, equity, and benefits-in high-growth environments.

• Strong analytical skills with experience working with compensation data, benchmarking surveys, modeling scenarios, and presenting insights to leadership.

• Proven ability to partner effectively with executive teams, HR Business Partners, Finance, Legal, and functional leaders.

• Solid understanding of U.S. compensation and benefits regulations (ACA, ERISA, FLSA, state-specific laws) and relevant tax implications.

• Experience with job architecture, salary banding, equity administration, and vendor management.

• Exceptional written and verbal communication skills; able to translate complex programs into clear guidance.

• Demonstrated ability to lead change and build scalable processes in a fast-paced, evolving organization.

Preferred:

• Experience in tech, SaaS, field service, or similarly dynamic industries.

• Experience overseeing rewards programs in multi-jurisdiction or global settings.

• Familiarity with HRIS and compensation tools (e.g., Workday, ADP, HiBob, Lattice, compensation analytics platforms).

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