Compensation Director

Amerit Fleet Solutions•Charlotte, NC

1d•$175,000 - $200,000•Hybrid

About The Position

Amerit Fleet Solutions, a leading fleet maintenance company, is seeking an experienced and mission-driven Compensation Director to build, manage, and govern its compensation programs. This role will focus on creating scalable compensation infrastructure for a large, distributed, heavily non-exempt workforce. Reporting to the SVP of People, the Director will lead compensation strategy, market pricing, job architecture, pay range design, pay equity, and compliance readiness. The role has global impact, currently covering U.S. and Canadian programs with oversight for Europe. The Compensation Director will collaborate with various departments including Finance, Operations, Sales/Commercial, Legal, Talent Management, People Business Partners, and Executive leadership to ensure pay decisions are market-informed, financially disciplined, equitable, creative, and aligned with Amerit's growth strategy. This position requires deep compensation expertise, strong analytical judgment, business curiosity, and the ability to operate in a fast-paced, complex environment. The Director will act as the internal compensation subject matter expert, translating market data, workforce needs, and operational realities into practical tools and solutions for offers, promotions, market adjustments, incentive programs, pay exceptions, and M&A integration. The role is hybrid, based in Charlotte, NC, with 2-3 days in the office per week.

Requirements

Bachelor's degree required.
7+ years of progressive compensation experience, preferably supporting hourly/non-exempt, distributed, field, transportation, logistics, fleet, skilled trades, manufacturing, field services, or similarly operational workforces.
Proven experience designing and managing compensation programs, including market pricing, salary and hourly range design, job architecture, incentive plan support, and compensation governance.
Proven track record supporting broad-based compensation across hourly and salaried populations, including technician/skilled trade roles.
Demonstrated ability to partner with business leaders, Finance, Operations, Sales/Commercial, Legal, People Business Partners, Talent Acquisition, and executive leadership to solve complex compensation challenges.
Strong analytical skills and experience working with HRIS platforms, compensation survey tools, market data, Excel, and reporting/analytics platforms; able to convert data into practical, executive-ready recommendations.
Strong understanding of compensation compliance, pay equity, pay transparency readiness, internal equity, compression analysis, and defensible range administration across multi-jurisdiction environments.
Experience supporting merit cycles, bonus/incentive eligibility, and compensation planning processes.
Experience supporting long-term incentive (LTI) and equity programs in an analytics, guidelines, and governance capacity — including building grant guidelines, benchmarking against market, modeling dilution and burn, and preparing materials for executive and Board/Compensation Committee review.
Clear, influential communicator who can explain complex compensation concepts, present tradeoffs, and build trust with field, corporate, executive, and global stakeholders.

Nice To Haves

Advanced degree or CCP/GRP certification preferred.
Demonstrated experience with Canadian compensation and/or global compensation oversight strongly preferred.
Lattice experience a plus.

Responsibilities

Design, own, and evolve Amerit's compensation philosophy, governance framework, and annual compensation operating rhythm across a global workforce (U.S., Canada, Europe).
Translate company growth priorities, labor market dynamics, customer economics, and workforce needs into practical compensation programs, policies, tools, and decision frameworks.
Establish clear decision rights, approval thresholds, documentation standards, and reporting routines for offers, promotions, market adjustments, retention actions, and pay exceptions.
Prepare data-backed materials and recommendations for executive leadership and Board/Compensation Committee discussions.
Serve as a trusted compensation advisor to various departments including Finance, Operations, Sales/Commercial, Legal, Talent Management, People Business Partners, and Executive leaders.
Apply creative, business-minded solutions to real-time compensation challenges such as hard-to-fill roles, retention risks, compression, and evolving skill needs.
Present options, tradeoffs, financial implications, pay equity considerations, and operational risks to leaders for informed decision-making.
Partner with Sales/Commercial, Finance, and Segment leaders to ensure labor market data and compensation assumptions inform customer pricing, renewals, and workforce planning.
Build and own technician and field pay architecture from the ground up, focusing on scalable, market-informed structures for a large, distributed, heavily non-exempt workforce.
Design and maintain hourly ranges, geographic differentials/pay zones, skill and certification premiums, and customer/account-specific guidance.
Monitor pay hot spots by role, location, customer, segment, manager, turnover, offer decline, and margin impact; recommend proactive remediation plans.
Balance market competitiveness, internal equity, compliance readiness, and bill-rate/margin realities when developing pay recommendations.
Design and build job families, levels, title governance, and career pathing frameworks for field, corporate, and leadership roles from the ground up.
Partner with People Business Partners and Operations to design future-state architecture, map current roles, and resolve title/level inconsistencies.
Establish criteria for technician progression, Lead Technician roles, Fleet Manager roles, Service Manager roles, and other key field positions.
Ensure new and evolving roles are evaluated consistently while allowing flexibility for business growth, customer needs, and M&A integration.
Own compensation survey participation, market data strategy, benchmark matching, and range refresh methodology.
Evaluate and recommend market data sources, vendor partnerships, and survey participation strategies for the U.S., Canada, and Europe.
Convert market data, internal equity, turnover, offer decline, and financial data into clear insights and business-ready recommendations.
Build tools, dashboards, and recurring reporting to identify trends, risks, and opportunities for compensation improvement.
Govern the offer alignment process and provide guidance on new hire offers, promotions, retention adjustments, market corrections, and exceptions.
Build and maintain practical decision frameworks that help leaders act quickly within guidelines while escalating true exceptions appropriately.
Track compression, internal equity, precedent risk, and financial impact in pay decisions.
Partner with Talent Management and People Business Partners to improve offer competitiveness and consistency.
Partner with Finance and People leadership on annual merit planning, compensation planning, and budget modeling.
Support Lattice compensation planning and ensure data, eligibility, guidelines, and approvals are accurate.
Govern bonus targets, incentive eligibility, and plan administration in partnership with Finance, Legal, and business leaders.
Assess and evolve incentive designs to reinforce business priorities, operational outcomes, and enterprise performance.
Partner with the SVP of People, CEO, and the Compensation Committee on long-term incentive (LTI) and equity programs in a support and analytics capacity.
Build and maintain equity grant guidelines and ranges by level, function, and role.
Benchmark LTI and equity practices against market data; model dilution, burn rate, pool runway, and program cost.
Prepare materials for quarterly Compensation Committee meetings, including grant analyses, market context, and program health indicators.
Partner with Finance, Legal, and People leadership on equity program governance, documentation, and total rewards communication.
Lead compensation diligence for acquisitions and identify pay, title, range, incentive, compliance, and integration risks.
Map acquired roles into Amerit's developing job architecture and compensation framework, including Day 1 and post-close integration planning.
Partner with regional and business leaders to maintain alignment across the U.S., Canada, and Europe while accounting for local market and compliance differences.
Partner with Legal and Compliance on pay equity reviews, pay transparency readiness, and defensible range administration.
Ensure compensation programs are consistently documented, auditable, and administered in alignment with U.S., Canada, and applicable Europe requirements.
Identify and escalate pay practices that create compliance, equity, financial, or precedent risk.
Develop clear guidance for leaders on compliant, equitable, and consistent pay decision-making.
Build tools, training, communication materials, and manager guidance that make compensation programs easier to understand and apply.
Translate complex compensation concepts into practical, field-friendly guidance for leaders and People partners.
Drive adoption of new compensation processes through partnership, education, and clear service expectations.
Continuously improve compensation processes based on leader feedback, data, business needs, and emerging market trends.

Benefits

Full benefits within 30 days
Medical, dental, vision, prescription drug coverage, life insurance, disability insurance
401(k) match program
Unlimited vacation, holidays, and sick time
Boot and prescription safety glasses reimbursement
Career and learning development with an extensive training program through our Amerit University
Employee referral program, up to $500 bonus
ASE certification program with fee reimbursement and bonus
Employee recognition platform that includes opportunities to redeem points for merchandise
Employee Assistance Program (EAP)
24/7 nurse triage line
Employee discounts on cell phone service and entertainment tickets
Employee resource groups (ERGs) that foster inclusion