Senior Level Compensation Director Jobs
Senior level compensation director jobs place experienced professionals in charge of enterprise-wide pay strategy, executive rewards programs, and the teams and cross-functional projects that bring those frameworks to life. Openings are concentrated in Technology & Software, Consulting & Professional Services, and Insurance, with a mix of on-site, hybrid, and remote positions, and employers like Alvarez & Marsal, WTW, and Fivetran hiring at this level now.
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Showing 4 of 23+ Senior Level Compensation Director jobs
Do your Best Work in Mooresville
This position is based at our headquarters in Mooresville, North Carolina. Our corporate office is a space where you can collaborate and do your best work. Take a walk, grab a bite (or a cup of coffee), work out or get a check-up – we invest in you so you can find your inspiration.
Your Impact
The Director, Corporate Compensation leads the design, governance, communication, and administration of corporate compensation programs that support Lowe's business strategy, talent priorities, and pay-for-performance philosophy. Reporting to the Senior Director, Executive and Corporate Compensation, this leader manages and develops a team of compensation professionals and serves as a trusted advisor to HR and business leaders. The Director ensures compensation programs are market-informed, equitable, operationally sound, and aligned with enterprise governance standards. The role also leads job architecture, job description, career framework, pay structure, and compensation technology initiatives that strengthen consistency, transparency, and the associate experience. Additionally, the role leverages market intelligence, analytics, technology, and AI-enabled capabilities to drive informed decision-making, operational excellence, and continuous improvement across compensation programs and processes.
What You Will Do
- Lead and develop a high-performing corporate compensation team, setting clear priorities, building technical and consultative capability, and supporting the team through complex annual compensation cycles and organizational change.
- Advance corporate compensation strategy, design, governance, communication, and administration of corporate compensation programs, including base pay, annual incentive and bonus programs, and related policies.
- Drive annual and mid-year compensation planning processes, including process design, testing, system readiness, reporting, stakeholder communications, training, change management, governance, and issue resolution.
- Lead implementation of bonus plan changes, including the design and rollout of discretionary bonus plan components, plan governance, decision frameworks, communications, documentation, and manager enablement.
- Partner with HR Business Partners, Talent Acquisition, Talent Development, Technology, Finance, Legal, and senior business leaders to deliver practical, market-informed compensation guidance and solutions.
- Oversee compensation benchmarking, market pricing, survey participation, labor-market analysis, and competitive intelligence to inform pay structures, offer guidance, market adjustments, and program design.
- Lead enterprise job architecture initiatives, including job family design, career frameworks, job descriptions, leveling, pay grade alignment, and governance practices that promote consistency and transparency.
- Establish and maintain compensation governance for job evaluation, pay structures, incentive eligibility, plan administration, policy interpretation, leave-of-absence treatment, bridging rules, and other compensation decisions.
- Partner with Technology teams to enhance compensation systems, data infrastructure, reporting, workflow automation, and responsible AI-enabled capabilities that improve decision quality, efficiency, and user experience.
- Support organizational changes, partner in mergers, acquisitions, and integration activity through role mapping, job architecture, leveling, pay structure, incentive alignment, and related compensation analysis.
- Monitor compensation program effectiveness, risks, associate experience, and emerging market practices; recommend improvements that strengthen attraction, retention, engagement, and performance.
- Provide strategic leadership and direct management to compensation sr analyst and consultants, ensuring high performance, professional development, and effective execution of corporate compensation programs.
- Mentor and guide the corporate compensation team, fostering a culture of collaboration, innovation and continuous improvement.
Minimum Qualifications
- Bachelor’s degree in business, HR, finance, or related field or equivalent years of experience in lieu of education requirement, if applicable
- 10 years of progressive experience in compensation or a related human resources discipline.
- 8 years of experience with compensation benchmarking, market pricing, pay structure administration, and compensation consultation.
- 8 years of experience leading or supporting large-scale job architecture, job evaluation, career framework, and job description initiatives.
- 5 years of experience leading and developing teams with both direct reports or/or leading in a cross functional/matrixed environment.
- Experience leading annual compensation planning and administering incentive or bonus programs in a large, complex organization.
- Experience partnering effectively across HR, Talent Acquisition, Talent Development, Technology, Finance, Legal, and business leadership in a matrixed environment.
Preferred Skills/Education
- Master’s degree in business administration, HR, finance, or related field
- GRP - Global Remuneration Professional or comparable compensation certification
- CCP - Certified Compensation Professional
About Lowe’s
Lowe’s Companies, Inc. (NYSE: LOW) is a FORTUNE® 100 home improvement company with total fiscal year 2025 sales of more than $86 billion. Lowe’s employs approximately 300,000 associates and operates over 1,750 home improvement stores, 540 branches and 120 distribution centers. Lowe’s is a core value S&P 500 equity stock and a dividend aristocrat. Based in Mooresville, N.C., Lowe’s supports the communities it serves through programs focused on creating safe, affordable housing, improving community spaces, helping to develop the next generation of skilled trade experts and providing disaster relief to communities in need. For more information, visit Lowes.com.
Lowe’s is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law.
Starting rate of pay may vary based on factors including, but not limited to, position offered, location, education, training, and/or experience. For information regarding our benefit programs and eligibility, please visit https://talent.lowes.com/us/en/benefits.
Do your Best Work in Mooresville
This position is based at our headquarters in Mooresville, North Carolina. Our corporate office is a space where you can collaborate and do your best work. Take a walk, grab a bite (or a cup of coffee), work out or get a check-up – we invest in you so you can find your inspiration.
Your Impact
The Director, Corporate Compensation leads the design, governance, communication, and administration of corporate compensation programs that support Lowe's business strategy, talent priorities, and pay-for-performance philosophy. Reporting to the Senior Director, Executive and Corporate Compensation, this leader manages and develops a team of compensation professionals and serves as a trusted advisor to HR and business leaders. The Director ensures compensation programs are market-informed, equitable, operationally sound, and aligned with enterprise governance standards. The role also leads job architecture, job description, career framework, pay structure, and compensation technology initiatives that strengthen consistency, transparency, and the associate experience. Additionally, the role leverages market intelligence, analytics, technology, and AI-enabled capabilities to drive informed decision-making, operational excellence, and continuous improvement across compensation programs and processes.
What You Will Do
- Lead and develop a high-performing corporate compensation team, setting clear priorities, building technical and consultative capability, and supporting the team through complex annual compensation cycles and organizational change.
- Advance corporate compensation strategy, design, governance, communication, and administration of corporate compensation programs, including base pay, annual incentive and bonus programs, and related policies.
- Drive annual and mid-year compensation planning processes, including process design, testing, system readiness, reporting, stakeholder communications, training, change management, governance, and issue resolution.
- Lead implementation of bonus plan changes, including the design and rollout of discretionary bonus plan components, plan governance, decision frameworks, communications, documentation, and manager enablement.
- Partner with HR Business Partners, Talent Acquisition, Talent Development, Technology, Finance, Legal, and senior business leaders to deliver practical, market-informed compensation guidance and solutions.
- Oversee compensation benchmarking, market pricing, survey participation, labor-market analysis, and competitive intelligence to inform pay structures, offer guidance, market adjustments, and program design.
- Lead enterprise job architecture initiatives, including job family design, career frameworks, job descriptions, leveling, pay grade alignment, and governance practices that promote consistency and transparency.
- Establish and maintain compensation governance for job evaluation, pay structures, incentive eligibility, plan administration, policy interpretation, leave-of-absence treatment, bridging rules, and other compensation decisions.
- Partner with Technology teams to enhance compensation systems, data infrastructure, reporting, workflow automation, and responsible AI-enabled capabilities that improve decision quality, efficiency, and user experience.
- Support organizational changes, partner in mergers, acquisitions, and integration activity through role mapping, job architecture, leveling, pay structure, incentive alignment, and related compensation analysis.
- Monitor compensation program effectiveness, risks, associate experience, and emerging market practices; recommend improvements that strengthen attraction, retention, engagement, and performance.
- Provide strategic leadership and direct management to compensation sr analyst and consultants, ensuring high performance, professional development, and effective execution of corporate compensation programs.
- Mentor and guide the corporate compensation team, fostering a culture of collaboration, innovation and continuous improvement.
Minimum Qualifications
- Bachelor’s degree in business, HR, finance, or related field or equivalent years of experience in lieu of education requirement, if applicable
- 10 years of progressive experience in compensation or a related human resources discipline.
- 8 years of experience with compensation benchmarking, market pricing, pay structure administration, and compensation consultation.
- 8 years of experience leading or supporting large-scale job architecture, job evaluation, career framework, and job description initiatives.
- 5 years of experience leading and developing teams with both direct reports or/or leading in a cross functional/matrixed environment.
- Experience leading annual compensation planning and administering incentive or bonus programs in a large, complex organization.
- Experience partnering effectively across HR, Talent Acquisition, Talent Development, Technology, Finance, Legal, and business leadership in a matrixed environment.
Preferred Skills/Education
- Master’s degree in business administration, HR, finance, or related field
- GRP - Global Remuneration Professional or comparable compensation certification
- CCP - Certified Compensation Professional
About Lowe’s
Lowe’s Companies, Inc. (NYSE: LOW) is a FORTUNE® 100 home improvement company with total fiscal year 2025 sales of more than $86 billion. Lowe’s employs approximately 300,000 associates and operates over 1,750 home improvement stores, 540 branches and 120 distribution centers. Lowe’s is a core value S&P 500 equity stock and a dividend aristocrat. Based in Mooresville, N.C., Lowe’s supports the communities it serves through programs focused on creating safe, affordable housing, improving community spaces, helping to develop the next generation of skilled trade experts and providing disaster relief to communities in need. For more information, visit Lowes.com.
Lowe’s is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law.
Starting rate of pay may vary based on factors including, but not limited to, position offered, location, education, training, and/or experience. For information regarding our benefit programs and eligibility, please visit https://talent.lowes.com/us/en/benefits.
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Top Industries Hiring
- Technology & Software
- Consulting & Professional Services
- Insurance
- Healthcare & Medical Services
- Investment & Asset Management
Senior Level Compensation Director Jobs: Frequently Asked Questions
How do I get a senior level compensation director job?
Employers hiring at this level look for candidates who have owned total rewards strategy, not just administered it. Demonstrated experience designing executive compensation plans, leading pay equity analyses, and advising C-suite or board-level stakeholders gives candidates a clear edge. A record of building or mentoring compensation teams, and fluency in advanced job architecture and market pricing methodology, signals the ownership these roles demand.
Which companies hire senior level compensation directors?
Companies hiring senior level compensation directors right now include Alvarez & Marsal, WTW, and Fivetran, based on current listings on Migrate Mate as of November 2026. Hiring at this level tends to come from large employers with complex, multi-geography workforces, as well as high-growth companies formalizing their total rewards function for the first time.
Are there remote senior level compensation director jobs?
Yes, though availability varies by employer and scope of the role. About 44% of senior level compensation director openings are remote or hybrid as of November 2026, reflecting broader flexibility in strategic HR functions. Roles tied to executive compensation or board reporting sometimes require on-site presence, so reading each posting carefully is worth the time.
What makes a compensation director role senior level?
Senior level compensation director roles are distinguished by scope, ownership, and influence. Where mid-level roles execute within existing frameworks, senior roles set the strategy, design the architecture, and defend recommendations to executive leadership. They typically involve ownership of executive or equity programs, accountability for pay equity governance, and responsibility for developing or directing a team of compensation professionals.
Which industries hire the most senior level compensation directors?
Senior Level compensation director roles concentrate in Technology & Software, Consulting & Professional Services, and Insurance, based on current listings on Migrate Mate as of November 2026. These sectors tend to have large, distributed workforces with complex incentive structures, compliance obligations, and ongoing pressure to stay competitive in tight talent markets, all of which drive sustained demand for experienced compensation leadership.