Director, Compensation

RaceTrac•Atlanta, GA

About The Position

The Director, Compensation will lead RaceTrac’s compensation function forward by bringing the company’s compensation philosophy to life across a complex, multi-business environment. This role is responsible for building market-competitive compensation frameworks, fostering a pay-for-performance culture, and ensuring compensation programs help attract, retain, and reward the talent needed to support RaceTrac’s continued growth. Serving as the enterprise compensation leader, this role partners with HR Leadership, Finance, and business leaders to translate business strategy into scalable pay programs and clear compensation decisions. The Director will provide strong market perspective, disciplined governance, and practical recommendations that enable leaders to make thoughtful pay decisions aligned to business needs, talent priorities, and financial discipline.

Requirements

Bachelor’s degree in Human Resources, Business, Finance, or a related field
10+ years of progressive experience in compensation or total rewards, including enterprise compensation strategy and program design
5+ years of leadership experience spanning strategy, operations, team leadership, and senior stakeholder partnership
Deep expertise in compensation program design, benchmarking, governance, incentives, and executive compensation
Proven success leading compensation programs in multi-business, retail, or high-volume workforce environments
Strong background in compensation systems, analytics, process optimization, and cross-functional change management

Nice To Haves

Master’s degree or relevant certification such as CCP or GRP preferred

Responsibilities

Own the enterprise compensation philosophy and translate it into clear, practical programs that support business growth, talent attraction, retention, and financial discipline
Architect and govern base pay, short-term incentives, long-term incentives, recognition, and executive compensation programs across RaceTrac, Potbelly, Gulf, Energy Dispatch, and Shared Services
Design scalable compensation frameworks that align individual, team, and enterprise performance with rewards
Ensure programs are consistently applied across a complex, multi-business, multi-unit workforce environment
Lead enterprise compensation cycles, including merit, bonus, incentive, executive compensation, and annual planning processes
Establish compensation standards, guardrails, approval practices, and decision criteria that promote rigor, consistency, and defensibility
Set direction across job pricing, range management, compensation administration, offer guidance, and pay decision support
Improve operational discipline by simplifying workflows, clarifying ownership, strengthening documentation, and improving service delivery
Set the enterprise approach to benchmarking, survey participation, market pricing, and compensation positioning across business units
Oversee job matching, pay range analysis, analytics, reporting, and modeling to support informed compensation decisions
Translate market insights, pay trends, internal equity considerations, and financial impact into clear recommendations for senior leaders
Monitor external trends and internal signals to identify competitive gaps, program risks, cost implications, and opportunities to improve effectiveness
Serve as a trusted advisor to HR Leadership, Finance, and senior business leaders on executive pay, incentive design, and complex compensation decisions
Lead STI and LTIP design, administration, and governance to align senior leadership behavior with enterprise performance and long-term value creation
Bring executive-level presence, sound judgment, and practical recommendations to high-impact compensation discussions
Partner with Legal, HR, and Finance to ensure compensation decisions are compliant, defensible, financially sound, and aligned to business needs
Lead and develop a high-performing compensation team with clear priorities, strong technical capability, and defined ownership
Define how compensation work is delivered across the COE, HRBPs, Finance, Legal, Payroll, HR Systems, and business leaders
Lead cross-functional teams through complex compensation cycles, program changes, integrations, and enterprise initiatives
Build trusted partnerships that connect compensation strategy to business needs, talent priorities, associate experience, and financial discipline