Compensation Director

Role Summary

The Compensation Director is responsible for supporting, analyzing, and administering compensation programs that attract, retain, and motivate employees while ensuring internal equity, market competitiveness, and compliance with applicable laws and regulations. This role combines hands‑on analytical responsibilities with strategic program management, partnering closely with Human Resources, Finance, Talent Acquisition, and business leaders to develop and maintain effective compensation practices that support organizational objectives.

This role requires an on‑site presence 4 days a week in our Boston office.

Compensation Analysis & Program Administration

• Support the design, implementation, and administration of compensation programs, policies, and practices.
• Support the implementation of the new job architecture.
• Participate in annual compensation planning activities, including merit increases, promotions, market adjustments, and incentive programs.
• Analyze compensation data and provide recommendations aligned with business goals and talent strategies.
• Monitor market trends and compensation best practices to support competitive pay programs.

Market Analysis & Job Evaluation

• Conduct compensation benchmarking using salary surveys, market data, and industry trends.
• Evaluate positions and recommend appropriate salary grades, pay ranges, and compensation levels.
• Perform internal equity analyses and identify opportunities to improve pay consistency and competitiveness.
• Maintain job descriptions, job architecture, compensation structures, and career frameworks.

Incentive & Variable Pay Programs

• Assist in the design, administration, and analysis of short‑term and long‑term incentive programs.
• Partner with Finance, HR, and business leaders to ensure incentive plans support organizational objectives.
• Monitor program effectiveness and provide recommendations for enhancements.

Compliance & Governance

• Ensure compensation programs comply with federal, state, and local regulations.
• Support pay equity reviews, compensation audits, and regulatory reporting requirements.
• Maintain compensation policies, procedures, and documentation.
• Prepare reports, analyses, and presentations for HR leadership and business stakeholders.

Business Partnership & Consulting

• Provide compensation guidance and recommendations to HR Business Partners, managers, and department leaders.
• Support Talent Acquisition by evaluating job offers and ensuring market‑aligned compensation decisions.
• Assist with compensation recommendations related to new hires, promotions, transfers, and organizational changes.
• Present compensation analyses and findings to stakeholders and leadership teams.

Data Analytics & Reporting

• Develop and maintain compensation reports, dashboards, and key metrics.
• Support implementation of Oracle HRIS.
• Analyze compensation data to identify trends, risks, and opportunities for improvement.
• Prepare presentations and recommendations based on compensation insights and workforce data.
• Utilize HRIS, compensation management systems, and advanced Excel tools to support decision‑making.

Education

• Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or a related field required.

Experience

• 5‑8 years of progressive compensation experience.
• Experience with market pricing, salary structures, compensation analysis, and annual compensation processes.
• Experience partnering with HR and business stakeholders to support compensation decisions.
• Project leadership or informal team leadership experience preferred.

Knowledge, Skills, and Abilities

• Strong understanding of compensation principles, job evaluation methodologies, and market pricing techniques.
• Knowledge of compensation‑related laws, regulations, and compliance requirements.
• Strong analytical, quantitative, and problem‑solving skills.
• Advanced proficiency in Excel and experience with HRIS and compensation management systems.
• Effective communication, presentation, and consulting skills.
• Ability to manage multiple priorities, maintain confidentiality, and work independently.

Preferred Certifications

• Certified Compensation Professional (CCP)
• SHRM‑CP, SHRM‑SCP,…