DIRECTOR - COMPENSATION

This position leads the design, implementation, and administration of compensation programs to support the company's strategic objectives. The Director of Compensation ensures that compensation practices are competitive, equitable, and compliant with all relevant laws and regulations.

Responsibilities

Compensation:

• Lead the design, implementation, and administration of all compensation programs, including base pay, variable pay, and benefits.
• Conduct regular market analysis to ensure compensation programs are competitive and aligned with industry trends.
• Partner with HR leaders and Recruiters to provide market data and analysis for job offers and salary adjustments.
• Oversee the annual merit and bonus programs, ensuring fairness, consistency, and alignment with performance goals.
• Ensure compliance with all applicable federal, state, and local laws and regulations related to compensation.
  
  
  

Leadership & Strategy:

• Assist in the development and implementation of the overall compensation strategy and business plans.
• Foster a company culture that promotes effective communication and service excellence.
• Build and maintain strong relationships with senior management, peers, and subordinates.
• Coach and develop the skills and competencies of the compensation team.
• Other duties as assigned.
  
  
  

Qualifications

Essential:

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 5 years of progressively responsible experience in Human Resources, with a focus on compensation.
• Proven experience in a complex, multi-site/state, growth-oriented business.
• Demonstrated ability to lead and manage teams.
• Strong analytical and problem-solving skills.
• Excellent communication and interpersonal skills.
  
  
  

Preferred:

• Human Resources experience in the hospitality or entertainment industry.
• Experience implementing new compensation plans and HR technologies.
• Experience negotiating contracts with vendors.
  
  
  

Disclaimer

While this is intended to be an accurate reflection of the current job, management reserves the right to revise the current job or to require that other or different tasks be performed when circumstances change, (e.g. emergencies, changes in personnel, workload, rush jobs or technical developments).

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