Director Compensation

LifeStance Health

About The Position

The purpose of this role is to provide strategic and operational leadership over the design, development, and administration of corporate compensation programs at LifeStance Health. This role is responsible for ensuring compensation practices are market competitive, internally equitable, and aligned with the organization’s business strategy, while maintaining compliance with all applicable legal and regulatory requirements. Success in this role is defined by the ability to influence senior leadership through data-driven insights, deliver scalable and effective compensation solutions, and ensure consistent and compliant execution of compensation programs across the organization. This role serves internal stakeholders—including senior leadership, HR, and business leaders—with the ultimate goal of supporting and retaining a high-performing workforce.

Requirements

Bachelor’s degree in Human Resources, Business, Finance, or related field
7+ years of progressive compensation experience, including program design and administration
5+ years of leadership or supervisory experience
Strong expertise in compensation principles, job evaluation, market pricing, and pay program design
In-depth knowledge of federal, state, and multi-jurisdictional compensation regulations
Advanced analytical and data interpretation skills with the ability to translate insights into actionable recommendations
Proven ability to influence stakeholders and drive decisions at senior leadership levels

Nice To Haves

Master’s degree in Human Resources, Business Administration, or related field
Experience in healthcare or multi-site organizations
Experience with HRIS systems such as Workday
Prior experience leading job architecture or large-scale compensation transformation initiatives

Responsibilities

Lead the design and evolution of enterprise-wide compensation programs, including base pay structures, incentive plans, and job architecture frameworks.
Develop forward-looking compensation strategies informed by market trends, business needs, and organizational growth objectives.
Partner with senior leadership to align compensation programs with financial goals, workforce strategy, and organizational priorities.
Oversee the administration of compensation programs, ensuring accuracy, consistency, and alignment with company policies and practices.
Evaluate job roles, compensation structures, and pay decisions to ensure internal equity and external competitiveness.
Manage vendor relationships (e.g., survey providers) and leverage external data to inform compensation decisions.
Analyze compensation data, market benchmarks, and internal trends to provide actionable insights and recommendations to leadership.
Serve as a subject matter expert to HR and business leaders, advising on complex compensation issues, including pay decisions, organizational design, and workforce planning.
Present compensation strategies, analyses, and recommendations to senior leadership in a clear and compelling manner.
Ensure compliance with federal, state, and local compensation regulations, including wage and hour laws and job classification standards.
Mitigate legal and reputational risk by establishing governance processes and ensuring consistent application of compensation policies.
Lead and develop a team of compensation professionals, providing coaching, direction, and performance management.
Foster a collaborative, high-performing team culture aligned with organizational values and priorities.
Drive process improvements and operational efficiencies within compensation programs and workflows.
Lead cross-functional initiatives and projects to enhance compensation practices and support organizational effectiveness.
Manages a team of approximately 3 direct reports.
May oversee external vendors and consultants supporting compensation programs.