Sr Director

Job Description The Sr. Director, Compensation is responsible for the enterprise-wide strategy, design, governance, and execution of Advance’s compensation and recognition programs across Corporate, Field, Supply Chain, and shared services functions. This role serves as the organization’s senior compensation leader, overseeing base pay, short-term and long-term incentives, sales and field incentive plans, and enterprise recognition programs. The Sr. Director partners closely with executive leadership, HR Business Partners, Finance, Payroll, Legal, and Operations leaders to ensure compensation and recognition programs drive business performance, attract and retain high-performing talent, reinforce company culture, and support Advance’s Total Rewards philosophy.

This role develops and executes long-term compensation strategies, leads complex incentive plan design initiatives, and provides strategic counsel on workforce, organizational, and pay-related decisions. As a key member of the Total Rewards leadership team, the Sr. Director provides leadership through Senior Managers, and specialized compensation professionals while ensuring governance, compliance, market competitiveness, and operational excellence across all compensation and recognition programs.

Enterprise Compensation Strategy

Develop and gain executive leadership alignment on annual and multi-year compensation and recognition strategies that support organizational growth, workforce planning, and business objectives. Establish an integrated compensation philosophy and governance framework across Corporate, Field, and Operations organizations. Monitor external trends, regulatory developments, economic factors, and competitive practices to ensure programs remain market competitive and strategically aligned. Translate business strategies into innovative compensation solutions that balance performance, affordability, retention, and talent attraction.

Corporate and Field Compensation Leadership

Provide enterprise leadership for all compensation programs, including corporate, field, retail, distribution centers, sales, and operational populations. Oversee compensation structures, pay ranges, job architecture, career frameworks, premium pay programs, geographic differentials, and market pricing methodologies. Ensure internal equity and external competitiveness through ongoing evaluation of compensation programs and market benchmarking. Lead annual merit, market adjustment, and compensation planning processes.

Incentive Design and Performance Programs

Own the strategy, design, governance, and effectiveness of all incentive programs across the enterprise. Partner with executive, operational, finance, legal, and HR leaders to develop and model:
Annual incentive plans;
Sales and commission plans;
Operations incentive programs;
Store and field bonus programs;
Retention and special incentive arrangements;
Long-term incentive programs. Evaluate plan effectiveness through financial modeling, ROI analysis, productivity measures, and performance outcomes. Ensure incentive designs support company strategy, reinforce accountability, and drive desired business results.

Enterprise Recognition Strategy

Lead the strategy, design, governance, and administration of enterprise-wide recognition programs. Ensure recognition programs reinforce organizational culture, values, engagement, and retention objectives. Evaluate program effectiveness through participation, engagement, retention, and productivity metrics. Identify opportunities for modernization, digitalization, and expansion of recognition capabilities across the organization.

Executive and Strategic Compensation Consulting

Serve as senior advisor to executives and HR leaders on…