Director Of Compensation

Position Overview

The Director of Compensation provides strategic leadership in the design, governance, and execution of enterprise‑wide compensation programs within a shared‑services environment. Serving as the organization’s sr subject matter expert on compensation, this role shapes the compensation philosophy, ensures competitive and equitable pay practices, and drives alignment between compensation strategy, business priorities, and workforce needs.

This leader partners closely with HR, Finance, Legal, and executive teams to deliver innovative solutions across base pay, incentive design, executive compensation, and pay equity. The Director plays a key role in long‑range workforce planning, organizational design, and strategic decision‑making—while ensuring compliance with all regulatory requirements.

The role also oversees cross‑company support for multiple operating entities and will have one direct report (Compensation Analyst) as the team continues to evolve.

Key Responsibilities

Strategic Leadership – 25%

• Develop and execute a forward‑thinking compensation strategy aligned with long‑term business plans and talent objectives.
• Serve as a key architect of the organization’s total rewards philosophy.
• Lead the design, implementation, and administration of compensation programs, including base pay structures, short‑ and long‑term incentives, and executive compensation.
• Conduct regular market analyses to maintain competitiveness and mitigate retention risks.
• Provide high‑level advisory support to executives, sr HR leaders, and the Compensation Committee.

Program Oversight & Governance – 30%

• Oversee the governance of salary structures, job evaluation methodologies, and pay frameworks.
• Lead annual compensation cycles including merit, promotion, and incentive payouts.
• Ensure program adherence to budgetary guidelines and financial targets.
• Maintain compliance with all federal, state, and local regulations (e.g., FLSA, pay equity, state wage laws).
• Establish and document standardized processes, guidelines, and training to ensure consistent compensation practices across the enterprise.
• Promote knowledge retention through policy development and process documentation.

Collaboration & Stakeholder Engagement – 25%

• Act as a trusted advisor to sr leaders and business unit partners, developing compensation solutions tailored to unique workforce and operational needs.
• Partner with HR, Finance, Legal, and Talent Acquisition to ensure compensation strategies support hiring, retention, and employee engagement.
• Coach and educate HR Business Partners and managers on compensation tools, philosophy, and methodology.
• Influence cross‑functional initiatives in a matrixed environment.

Data Analysis & Reporting – 15%

• Oversee compensation analytics, benchmarking, and modeling to support strategic and operational decision‑making.
• Develop dashboards, reporting standards, and insights for executive leadership.
• Prepare materials, insights, and recommendations for presentations to the Compensation Committee and other executive audiences.
• Lead pay equity analysis, risk monitoring, and continuous improvement initiatives.

Process Improvement & Technology – 5%

• Evaluate, recommend, and optimize compensation technologies and tools to streamline program execution.
• Drive process improvements that enhance accuracy, transparency, and user experience.
• Stay current on compensation trends, emerging technologies, and industry best practices.

Required Qualifications

• Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related field.
• 10+ years of progressive experience in compensation or total rewards with a proven record of leading complex programs.
• 5+ years of leadership experience overseeing compensation strategy, executive compensation, and incentive plan design.
• Demonstrated experience presenting to executive leadership, boards, or compensation committees.
• Strong knowledge of compensation compliance requirements, including FLSA, pay equity, OFCCP, and state wage laws.
• Advanced experience with market pricing, job evaluation, and compensation program governance.
• Proven ability to influence and lead cross‑functional teams in a matrixed environment.

Preferred / Nice‑to‑Have Qualifications

• Master’s degree (MBA, HR, or related field).
• Certified Compensation Professional (CCP) designation.
• Experience in the utility industry .
• Experience with Infor/Lawson HRIS suites .
• Experience in large enterprise, shared‑services, or multi‑business unit environments.

Work Environment & Culture

• Hybrid model: on‑site 3 days per week (flexible days).
• Standard schedule: 8:00 AM – 5:00 PM, with flexibility to manage personal obligations.
• Collaborative, results‑driven team environment with strong autonomy.
• This role will have one direct report (Compensation Analyst) responsible for job evaluations.

Employee Value Proposition

• Highly competitive benefits package.
• Up to 11% retirement match based on base salary.
• UnitedHealthcare medical coverage.
• Annual merit increases typically 2–4% , evaluated each year.
• 20% annual bonus , paid in March.
• Access to meaningful, organization‑wide impact on compensation philosophy and workforce design.
• Major initiative for 2026: lead development of a comprehensive career framework across the enterprise.

Business Impact

This position directly shapes compensation strategy across multiple operating companies, informs major organizational decisions, and drives compensation‑related transformation initiatives. The Director plays a crucial role in ensuring competitive talent practices, promoting pay equity, and enabling the organization’s long‑term workforce and business goals.

This is a Permanent position based out of Tucker, GA.

The pay range for this position is $170000.00 - $200000.00/yr.

This is a hybrid position in Tucker,GA.

We're partners in transformation. We help clients activate ideas and solutions to take advantage of a new world of opportunity. We are a team of 80,000 strong, working with over 6,000 clients, including 80% of the Fortune 500, across North America, Europe and Asia. As an industry leader in Full-Stack Technology Services, Talent Services, and real-world application, we work with progressive leaders to drive change. That's the power of true partnership. TEKsystems is an Allegis Group company.

The company is an equal opportunity employer and will consider all applications without regards to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law.

About TEKsystems and TEKsystems Global Services

We’re a leading provider of business and technology services. We accelerate business transformation for our customers. Our expertise in strategy, design, execution and operations unlocks business value through a range of solutions. We’re a team of 80,000 strong, working with over 6,000 customers, including 80% of the Fortune 500 across North America, Europe and Asia, who partner with us for our scale, full-stack capabilities and speed. We’re strategic thinkers, hands-on collaborators, helping customers capitalize on change and master the momentum of technology. We’re building tomorrow by delivering business outcomes and making positive impacts in our global communities. TEKsystems and TEKsystems Global Services are Allegis Group companies. Learn more at TEKsystems.com.

The company is an equal opportunity employer and will consider all applications without regard to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law.