Director, Compensation Strategy

Capital Blue Cross•Harrisburg, PA

11h•Hybrid

About The Position

The Director, Compensation, Incentives and Rewards leads the strategy, design, governance, and continuous evolution of the company’s compensation and rewards programs. This leader is responsible for building modern, analytically driven, market-aligned programs that attract and retain talent, reinforce performance expectations, and align employee and leader rewards to business outcomes. This role will oversee compensation philosophy, job architecture, job evaluation, salary structures, incentive plan design, pay transparency readiness, market benchmarking, and reward-related transformation initiatives. The Director will bring a forward-thinking approach to compensation and rewards, using data, market intelligence, and strong business acumen to ensure programs are competitive, equitable, explainable, and designed to drive organizational performance.

Requirements

Bachelor’s degree required.
7 years of compensation leadership experience, including compensation philosophy design, incentive plan design, market pricing, salary structures, and job evaluation.
3 years of people management experience of analysts (compensation, HR, Finance).
Demonstrated experience leading enterprise compensation transformation work, such as job architecture, pay transparency readiness, compensation modernization, or large-scale pay program redesign.
Demonstrated ability to think proactively and anticipate market and business needs.
Strong business acumen with the ability to connect compensation strategies to financial and operational outcomes.
Ability to influence and advise senior leaders with confidence and credibility.
Analytical mindset with the ability to translate data into insights and action.
Track record of simplifying and modernizing compensation practices while compliant with existing regulations.

Nice To Haves

Certified Compensation Professional (CCP) or comparable professional certification preferred.
Experience in Workday preferred but not required.
Preferred experience in a complex, matrixed, regulated, or mission-driven organization.

Responsibilities

Lead the ongoing development and refinement of Capital’s compensation and rewards philosophy to ensure alignment with business strategy, talent priorities, market practice, affordability, and performance expectations.
Translate philosophy into practical program design, salary administration guidelines, incentive frameworks, and decision-making tools for leaders.
Recommend innovative, modern approaches to compensation and rewards that support a high-performance culture, stronger accountability, and enterprise success.
Lead the design, evaluation, and administration of short-term and sales incentive plans, variable pay programs, and other reward mechanisms.
Ensure incentives are clearly linked to business goals, strategic priorities, measurable outcomes, and the right employee behaviors.
Assess plan effectiveness using data and analytics, and recommend changes to improve performance differentiation, line of sight, competitiveness, and return on investment.
Partner with Finance, HR, and business leaders to model plan scenarios, measure outcomes, and strengthen governance around incentive design and payouts.
Lead enterprise job architecture and job evaluation efforts, including role leveling, job families, career paths, and internal alignment of work.
Ensure the organization has a consistent, defensible framework for evaluating jobs, assigning levels, supporting career growth, and making pay decisions.
Oversee large-scale compensation infrastructure projects, including market pricing, range design, title rationalization, and modernization of compensation structures.
Direct compensation benchmarking, market analysis, and pay modeling to support hiring, retention, organizational design, promotion, and executive decision-making.
Develop and monitor compensation analytics, including range penetration, compa-ratios, pay equity indicators, incentive outcomes, and other key workforce and business measures.
Provide insight and recommendations to senior leaders on market trends, emerging pay practices, regulatory developments, and risks.
Establish strong governance, controls, and documentation to support compliance, consistency, and pay transparency readiness.
Lead transformational compensation and rewards projects from strategy through implementation, including process redesign, technology enablement, communications, and change management.
Evaluate current reward programs and identify opportunities to simplify, modernize, automate, or improve them.
Partner across HR and the business to ensure compensation and rewards programs are practical, understandable, scalable, and well integrated with performance, talent, and workforce planning.
Serve as a trusted advisor to senior HR leaders and business leaders on complex compensation matters, incentive design, and reward strategy.
Lead, coach, and develop compensation team members and external partners as applicable.
Build strong partnerships with Finance, Legal, HRIS, Talent Acquisition, HR Business Partners, and executive leaders to ensure aligned and effective program execution.