Compensation Director

Logitech•San Jose, TX

1d•Hybrid

About The Position

Logitech is seeking a forward-thinking Compensation Director to lead innovation at the intersection of compensation strategy and emerging AI capabilities. This high-impact individual contributor role, reporting to the Head of Total Reward, is responsible for reimagining how compensation programs are designed, delivered, and scaled in a rapidly evolving market. The leader will serve as a strategic compensation partner to key business groups while also driving experimentation and adoption of compensation-related AI-powered tools, analytics, and processes across the compensation function. The ideal candidate brings both deep compensation expertise and a curiosity for what’s next—someone who thrives in ambiguity, challenges conventional approaches, and can translate new ideas into practical solutions.

Requirements

Exceptional and progressive proven HR experience.
Demonstrated ability to challenge conventional thinking and drive innovative solutions to complex issues.
Proven ability to transform innovative thinking into scalable, measurable impact.
A creative, systems-level thinker who challenges the status quo.
A cross-functional partner with exceptional stakeholder management and communication skills.
A leader who builds with empathy, acts with purpose and delivers impact.
A visionary who embraces ambiguity as a catalyst for innovation and growth.

Nice To Haves

Preferred background in consulting (e.g., compensation, HR strategy, or total rewards).

Responsibilities

Drive AI Innovation in Compensation: Identify, evaluate, and implement AI-driven solutions to enhance compensation planning and decision-making.
Stay ahead of market trends, tools, and regulatory considerations related to AI in HR and compensation.
Pilot and scale new approaches to increase efficiency, insights, and strategic impact.
Monitor external trends, including labor market dynamics, pay transparency, and competitive practices.
Bring innovative, “out-of-the-box” thinking to modernize compensation philosophy and frameworks.
Act as a trusted advisor to business leaders on compensation strategy, pay decisions, and organizational design.
Partner with Org BPs and leadership teams to align compensation programs with business goals.
Navigate complex stakeholder environments and drive alignment across differing perspectives.
Advocate for new approaches while balancing risk, practicality, and organizational readiness.