Director of Compensation

What You'll Do:

Compensation Strategy & Leadership

Develop, implement, and continuously refine a competitive, equitable, and market-aligned compensation philosophy that supports the firm's business and talent objectives.

Serve as the firm's primary compensation advisor, providing thought leadership and guidance to executive leadership, Human Resources, Talent Acquisition, and business leaders on compensation strategy, market trends, and pay decisions.

Lead, coach, and develop a high-performing compensation team while fostering a culture of collaboration, accountability, innovation, and continuous improvement.

Translate evolving business priorities, including the firm's AI consulting growth strategy, into effective compensation programs that attract and retain specialized talent.

Annual Compensation Programs

Own and manage the end-to-end annual compensation planning process, including merit increases, salary structure adjustments, and annual incentive program administration.

Partner with Finance and business leadership to develop bonus program designs, funding recommendations, and payout models aligned with organizational and individual performance. 

Ensure all compensation programs are executed accurately, efficiently, and within approved budgets and governance standards.

Continuously enhance compensation processes and leverage Workday capabilities to improve efficiency, scalability, and the user experience for HR partners and leaders.

Market Intelligence & Compensation Design

Lead participation in compensation surveys and conduct ongoing market analyses to ensure compensation programs remain competitive across geographies, industries, and talent segments.

Design and maintain salary structures, job architecture frameworks, and compensation guidelines that support internal equity and market competitiveness.

Monitor emerging compensation trends, particularly within consulting, technology, and AI-focused organizations, and recommend program enhancements as appropriate.

Partner closely with Talent Acquisition to align compensation philosophy, market positioning, recruiting practices, and candidate messaging. Provide compensation guidance and training to support consistent and compliant hiring decisions.

Mergers, Acquisitions & Special Programs

Lead compensation-related due diligence, integration planning, harmonization efforts, and retention strategies associated with mergers and acquisitions.

Design and administer specialized compensation programs, including retention awards, sign-on incentives, and project-based incentive plans.

Data, Analytics & Technology

Leverage Workday and other analytical tools to develop reporting, dashboards, and insights that support strategic decision-making.

Build and maintain compensation models to support workforce planning, budgeting, forecasting, compensation analysis, and pay equity reviews.

Ensure the integrity, accuracy, and governance of compensation data and processes.

Identify opportunities to leverage AI and automation to enhance reporting, analytics, process efficiency, and decision support capabilities.

Compliance & Governance

Ensure compensation programs are designed and administered in compliance with applicable federal, state, local, and international regulations.

Partner with Legal, Finance, and other stakeholders on executive compensation matters, deferred compensation programs, and regulatory reporting requirements.

Maintain and enhance compensation governance frameworks, approval processes, and documentation standards.

AI Utilization & Development

Contribute to the development and implementation of firm-approved AI-enabled solutions in accordance with company policies, professional standards, and data privacy requirements.

Stay informed on emerging AI technologies and identify opportunities to responsibly improve compensation processes, analytics, and operational effectiveness.

What You'll Bring:

12+ years of progressive compensation experience, including at least 3 years of people leadership responsibility.
Experience within professional services, consulting, financial services, or similarly complex organizations strongly preferred.
Deep expertise in compensation program design, salary administration, compensation planning, and incentive program management.
Hands-on experience with Workday Compensation, including configuration, reporting, analytics, and compensation cycle administration.
Strong analytical capabilities with the ability to translate complex information into actionable recommendations and executive-level presentations.
Experience supporting compensation due diligence, integration planning, and retention strategies related to mergers and acquisitions.
Demonstrated success influencing and partnering with senior executives and key stakeholders.
Proven track record of building, leading, and developing high-performing teams.
Excellent communication and presentation skills, with the ability to simplify complex compensation concepts for diverse audiences.
Experience designing compensation programs for technology, AI, data, or highly specialized talent populations.
Global compensation experience across multiple regions and jurisdictions preferred.
Demonstrated interest in leveraging AI and emerging technologies to advance compensation strategy and operations.

Qualifications:

Bachelor's degree in Human Resources, Business, Finance, Economics, Accounting, or a related field.
Certified Compensation Professional (CCP) designation or equivalent strongly preferred.