Director, Compensation

SCAN Health Insurance•California, MO

1d•Hybrid

About The Position

The Director, Compensation develops, leads, and optimizes SCAN’s compensation philosophy, strategy, programs, and governance practices. As the organization’s compensation subject matter expert and a trusted advisor to executive leadership, this role provides strategic guidance on compensation design, market competitiveness, pay equity, incentive programs, and regulatory compliance. The Director ensures compensation programs support business objectives, talent strategy, and organizational culture while maintaining competitive, equitable, and fiscally responsible pay practices. The position leads the design, implementation, and administration of salary structures, market pricing, annual compensation planning, incentive programs, executive compensation support, and compensation analytics. It also partners across Human Resources, Finance, Legal, Compliance, and business teams; oversees vendors and compensation technology; and leads and develops the compensation team. The role is mostly onsite, with in-office work two days per week on Tuesday and Wednesday.

Requirements

Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or a related field, or an equivalent combination of education and experience.
10 or more years of progressive compensation experience, including expertise in compensation strategy, program design, analytics, and governance.
8 or more years of people leadership experience, including managing managers and/or leading large-scale compensation initiatives.
Experience advising executive leadership and influencing organizational decisions.
Demonstrated success leading enterprise compensation programs in a complex organization.
Advanced knowledge of compensation principles, practices, and market trends.
Expertise in compensation analysis, job evaluation, and market pricing methodologies.
Strong financial, quantitative, and analytical skills.
Excellent verbal and written communication skills.
Ability to influence and present effectively to executive leadership.
Advanced project and change management capabilities.
Strong attention to detail and commitment to data integrity.
Ability to manage multiple priorities and meet deadlines in a fast-paced environment.

Nice To Haves

CCP (Certified Compensation Professional), PHR/SPHR, or SHRM-CP/SHRM-SCP certification preferred.
Curiosity about AI and its potential to transform operations and member service.

Responsibilities

Develop and execute the organization's compensation strategy in alignment with business goals, workforce plans, and talent priorities.
Advise executive leadership on compensation matters, trends, risks, and opportunities.
Establish and maintain a compensation philosophy that supports talent attraction, retention, engagement, and organizational performance.
Provide strategic direction for enterprise-wide compensation initiatives and long-term planning.
Oversee the design, implementation, and governance of base pay structures, salary administration guidelines, incentive plans, variable pay programs, and recognition frameworks.
Lead annual compensation processes, including market pricing, salary planning, merit and promotional increases, and incentive plan administration.
Evaluate compensation program effectiveness using analytics and reporting, and recommend enhancements.
Promote consistent and scalable compensation practices across the organization.
Direct market intelligence using compensation surveys, benchmarking data, and external market trends.
Analyze internal and external compensation data to identify trends, opportunities, and risks.
Develop executive-level reporting and recommendations concerning compensation competitiveness, workforce costs, pay equity, and program performance.
Oversee job evaluation and market pricing methodologies.
Establish compensation policies, procedures, and governance frameworks that support organizational objectives and regulatory requirements.
Ensure compliance with federal, state, and local compensation-related laws and regulations.
Lead pay equity analyses and compensation audits, and identify and mitigate compensation risks.
Partner with Human Resources, Finance, Legal, Compliance, and business leaders to align compensation strategies with organizational priorities.
Consult with senior leaders on compensation decisions, organizational structure changes, promotions, job evaluations, and talent retention strategies.
Represent the compensation function in executive discussions, strategic workforce planning, and organizational change initiatives.
Evaluate and manage compensation data providers, consultants, and external partners.
Lead the assessment, design, and implementation of compensation-related technology solutions and processes.
Ensure compensation systems, workflows, and data governance support operational excellence and accurate reporting.
Lead, coach, and manage the performance of the compensation team, including managers and team members.
Establish departmental goals and priorities aligned with organizational objectives, and foster accountability, continuous improvement, and professional development.
Support the achievement of SCAN's Vision and Goals.
Perform other duties as assigned.