Director, Compensation

Post Holdings Inc.•Brentwood, MO

8d•Hybrid

About The Position

The Director of Compensation is a key member of the Total Rewards leadership team, responsible for developing and executing a comprehensive global compensation strategy that attracts, motivates, and retains top talent. This role leads the design, implementation, and governance of broad-based compensation programs, ensuring alignment with the company’s business objectives, culture, and market competitiveness. RESPONSIBILITIES: Compensation Strategy Develop and lead the global compensation strategy in alignment with business goals and talent priorities. Serve as an advisor to HR leadership on compensation philosophy, trends, and best practices. Lead the design and ongoing administration compensation programs in partnership with the various business stakeholders. Program Design & Management Lead the design, implementation, and administration of base salary structures, cash incentive plans (short-term and long-term), annual merit reviews, sales compensation, and recognition programs Ensure all compensation programs comply with federal, state, and local regulations, including FLSA, equal pay, and other relevant legislation. Market Analysis Conduct regular market benchmarking and compensation surveys to ensure competitive positioning. Analyze compensation data and trends to inform decision-making. Cross-Functional Collaboration Partner with HR leadership, Finance, and Legal to ensure compensation programs support business needs and talent strategies. Support M&A activity, including due diligence, integration planning, and harmonization of compensation programs. Partner with HRIS to implement and manage compensation management systems and related technologies Communication & Training Develop communication materials and training for managers and employees to enhance understanding of compensation programs and processes. Partner with HR Leadership to develop, maintain, and communicate formal compensation policies Budget Management Leads the annual budgeting process, modeling various scenarios that expand beyond compensation (e.g. benefits). Oversee compensation budgets and forecasts to ensure effective cost management and return on investment. Team Leadership Lead and develop a team of compensation professionals, fostering a culture of excellence, innovation, and continuous improvement.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field; Master’s degree or relevant certification (e.g., CCP) preferred.
10+ years of progressive experience in compensation management, with at least 3 years in a leadership role.
Experience with HRIS and compensation management systems.
Strong knowledge of compensation practices, market analysis, and regulatory compliance.
Proficient in HRIS and compensation management software; advanced Excel skills required.
Excellent analytical, organizational, and problem-solving skills.
Effective communicator with the ability to influence and collaborate at all levels of the organization.
High level of integrity and confidentiality.

Nice To Haves

Master’s degree or relevant certification (e.g., CCP) preferred.

Responsibilities

Develop and lead the global compensation strategy in alignment with business goals and talent priorities.
Serve as an advisor to HR leadership on compensation philosophy, trends, and best practices.
Lead the design and ongoing administration compensation programs in partnership with the various business stakeholders.
Lead the design, implementation, and administration of base salary structures, cash incentive plans (short-term and long-term), annual merit reviews, sales compensation, and recognition programs
Ensure all compensation programs comply with federal, state, and local regulations, including FLSA, equal pay, and other relevant legislation.
Conduct regular market benchmarking and compensation surveys to ensure competitive positioning. Analyze compensation data and trends to inform decision-making.
Partner with HR leadership, Finance, and Legal to ensure compensation programs support business needs and talent strategies.
Support M&A activity, including due diligence, integration planning, and harmonization of compensation programs.
Partner with HRIS to implement and manage compensation management systems and related technologies
Develop communication materials and training for managers and employees to enhance understanding of compensation programs and processes.
Partner with HR Leadership to develop, maintain, and communicate formal compensation policies
Leads the annual budgeting process, modeling various scenarios that expand beyond compensation (e.g. benefits).
Oversee compensation budgets and forecasts to ensure effective cost management and return on investment.
Lead and develop a team of compensation professionals, fostering a culture of excellence, innovation, and continuous improvement.