JOB SUMMARY:
Reporting to the Senior Director of Total Rewards, the Director of Compensation is responsible for the co-design, oversight, and hands-on administration of all compensation programs and related initiatives at Think Together. This role is both tactical and strategic to include the annual compensation planning process for discretionary salary increases, incentive and bonus processes, competitive pay analyses, compliance assessment and guidance, as well as job salary structure and compensation infrastructure build and maintenance. This leader will provide recommendations and the implementation of related compensation programs, projects and initiatives in partnership with business leadership, Total Rewards and Human Capital peer leaders. Working collaboratively with all stakeholders, the Director of Compensation will be required to understand specific business needs across all lines of business and talent workforce to include work environment nuances while driving the delivery of compensation solutions, compliance and processes. This role requires strategic thinking, planning expertise, and analytical abilities. The Director will interact across all levels of the enterprise and with external resources, including vendors, legal counsel, and consultants.

ESSENTIAL DUTIES AND RESPONSIBILITIES:
• Lead the design and hands-on administration of Think Together’s compensation programs, including base pay management, incentive, and other variable compensation plans under the direction of the Senior Director and in collaboration with stakeholders across the organization to motivate, incent and reward performance.
• Oversee and lead staff to provide competitive benchmarking sources, tools, documentation and processes, FLSA designations and documentation. Actively lead and administer annual base, incentive, and bonus compensation programs and administrative processes across all lines of business. Prepare related compensation budgets and cost analysis for each program and initiative, as needed.
• Direct and collaborate with Compensation Manager on compensation audit and reporting. Lead compensation operations to include development and maintenance of Standard Operating Procedures. Coach, mentor, assess and provide professional development and leadership support for the compensation team.
• Under the direction of the Senior Director, provide development and competitive maintenance of compensation programs to include but not limited to, auto allowance guidelines, job levels and other salary grade infrastructure needs. This includes effective education and process and compliance adoption across the organization.
• Oversee, recommend and implement changes to operating procedures regarding job evaluation workflows, project planning and scheduling to meet productivity and quality standards.
• Partner with various internal departments including Finance, Payroll, Benefits, HRMS and HRBP teams as well as Home Office and Program and Operations teams and leaders to provide effective and timely Compensation operations.
• Actively guide survey and market resource tools and documentation of procedures for compensation to analyze results, identify trends/themes, and make recommendations to launch projects, revise or enhance offerings and support key initiatives.
• Partner with the Senior Director on compensation projects and assist in the preparation of materials as needed including, but not limited to, potential Executive Committee of the Board of Directors and Executive Leadership team requests.
• Analyze, recommend and partner with Talent Acquisition on compensation components of offer packages for new hires to drive attraction. Work with HRBP Leaders to partner on tools and recommendations as needed for promotions, and adjustments for career growth and retention goals.
• Ensure all projects, programs, plan documentation, and communications meet applicable regulations and legislative requirements and guidelines.
• Develop and implement a comprehensive communication strategy for compensation programs. Maintain working knowledge of federal and state legislation influencing compensation and total rewards.
• Partner with HRIS in the administration and maintenance of HRMS systems to enable and procure operations across Total Rewards functions. Work on special projects for the Human Capital leadership and teams.

QUALIFICATIONS AND REQUIREMENTS:
• Bachelor’s degree in Finance, Human Resources, Management, or other compensation related discipline. CCP highly preferred.
• Compensation strategic and tactical interest and abilities.
• 10+ years of hands-on experience with developing compensation infrastructure and teams in start-up or high growth environments.
• Multi-industry experience strongly preferred. Must be a results-driven, detail-oriented, energetic team player who can function effectively and independently in a pivot inclined, fast-paced and dynamic environment.
• Previous compensation experience in a non-profit organization is highly desired.
• High level of analytical/technical skills, financial modeling experience, and familiarity with market data surveys, and compensation planning software.
• Well versed and familiar with HRMS/HRIS environments and collaborative partnerships.
• Experience and comfort with educating employees and leadership on compensation and total rewards related segments.
• Strong understanding of all compliance and reporting requirements relating to compensation and total rewards.
• Strong project management skills with attention to detail and flexibility.
• Ability to solve complex issues, prioritize, and action initiative.
• Analytical, team-oriented, and collaborative individual who is able to lead and support professional seasoned analysts to level junior team members effectively.
• Effective and strong written and verbal communication skills.

OTHER RESPONSIBILITIES:
• Maintain highest degree of confidentiality.
• Comply with organization policies and follow procedures.

COMPENSATION:
• $125,000 - $150,000 annual salary