Compensation Director Jobs in Massachusetts

Build the Foundation

• Build Encore’s job architecture, including job families, levels, role profiles, and titles for both salaried and hourly field roles
• Write level guides and lead leveling decisions for hires, promotions, and role changes, running calibration so we stay consistent
• Work with HRIS and Payroll to set up and validate job, level, and pay data in Dayforce
• Set the rules for creating, changing, and retiring jobs, and fit acquired companies’ roles into our framework
• Lead organization design and workforce planning with Finance and operations leaders, including headcount, spans and layers, hiring timelines, attrition, and cost

Set the Strategy and Pay Structure

• Create a compensation strategy and pay philosophy that supports our growth, and build and lead the team that runs it
• Build and maintain salary ranges and geographic pay zones, and own the compensation budget, including merit, promotion, and market adjustments
• Run annual merit, incentive, and promotion cycles from planning through communication
• Guide offers, internal equity and pay equity reviews, and exceptions, and partner with Talent Acquisition on leveling and posted pay ranges

Design Programs that Drive Performance

• Design sales and field incentive programs that reward performance and safety, including plans for new business, account growth, and retention roles, with clear quota, pay mix, and ramp design
• Use data on turnover, time to fill, ramp time, and cost to show leaders where pay and structure are helping or hurting results, and adjust the programs
• Build executive pay programs and present them to the executive team and key stakeholders

• Lead pay due diligence and integration when we acquire companies, and partner with Benefits on harmonizing benefits
• Partner with the Benefits team where pay and benefits meet, including 401(k) match design, total cost modeling, and total compensation statements
• Keep us compliant with multi-state wage and hour and pay transparency requirements

• First 90 days: Assess current pay, programs, and data across all locations, and agree a prioritized roadmap with the Chief People Officer and executive team
• By 6 months: Job architecture, levels, and salary ranges defined and validated in Dayforce, and a redesigned sales incentive plan ready for the next plan year
• By 12 months: A working annual merit and incentive cycle, a workforce plan tied to the budget, a staffed team, and a repeatable process for integrating acquired companies

• Bachelor’s degree in Human Resources, Finance, Business, Economics, or a related field
• 10+ years of progressive compensation experience, including 5+ years leading a function or team at the Director level or above
• A track record of building or rebuilding a compensation function, with clear examples of what you built and what changed
• Demonstrated experience designing and implementing job architecture, leveling frameworks, and salary structures
• Experience configuring or supporting job architecture and compensation data in an HRIS implementation
• Hands-on experience designing compensation and incentive programs, including sales incentive plans, plus solid working knowledge of health and welfare and retirement benefits
• Experience with organization design and workforce planning, including building headcount and cost models with Finance
• Experience presenting to senior leadership, boards, or investors, and working with external consultants and brokers
• Experience supporting an hourly, field-based, or skilled trades workforce
• Working knowledge of multi-state wage and hour and pay transparency rules
• Experience with M&A due diligence and integration
• Strong analytical and financial modeling skills, including market pricing tools and salary surveys, and you build the models yourself
• Ability to explain complex topics simply
• A track record of building and developing strong teams

• Master’s degree or MBA; CCP certification a plus
• Hands-on Dayforce experience, especially job, position, and compensation setup
• Experience in fire protection, construction, field services, or another operational, technician-based industry
• Experience in a high-growth, acquisition-driven, or private equity-backed environment
• Executive compensation and equity plan experience in a public or private company

• 
  Competitive Pay: Compensation commensurate with your experience, with the opportunity to earn a performance-based bonus tied to your results and your contributions to the team.
• Impact and Visibility: You’ll build a function from the ground up, with direct access to the Chief People Officer and the executive team, and a clear line of sight to how your work supports our growth to $1B+.
• Purpose-Driven Work Environment: We believe in working smarter, not harder. You’ll be part of a culture that values results, and we empower our team to focus on impactful work.
• People-Focused Culture: We know our greatest strength is our people. That’s why we’ve built a culture that encourages experimentation, learning, and improving together. You’ll have the space to share your ideas and help shape a company that is constantly growing.
• Health and Wellness: Comprehensive medical, dental, and vision coverage to keep you and your family healthy.
• Retirement Planning: Participation in our Fidelity 401(k) plan with a company match, helping you save for your future.
• Life Insurance: Company-paid life insurance policy of $50,000 to give you peace of mind.
• Flexible Dress Code: Upon joining, you’ll receive branded Encore swag, and we believe in dressing for the objective, not the occasion. Most days, you can enjoy a casual work environment, but we’ll dress up when the situation calls for it.