Director, Compensation (Req# 1359)

ePlus Technology, inc.•Glen Allen, VA

7d•$165,000 - $175,000

About The Position

As the Director, Compensation, you will manage the design, development, implementation, and administration of compensation programs that support business performance and help attract and retain talent, especially for our sales and services teams. You will ensure our pay programs align with business objectives and are effective in attracting, rewarding, and retaining top talent. The Director, Compensation will work collaboratively with HR leaders, business leaders, regional sales, and service leaders to analyze business needs, recommend effective compensation solutions, and partner with in-house legal counsel to help ensure pay practices comply with applicable law. You will support public-company compensation activities, including Compensation Committee materials, executive compensation documentation, and proxy-related inputs. This role requires a proactive leader with strong people-management capabilities, sound judgment, exceptional communication skills, and a practical, business-focused approach to problem-solving. As a key contributor in a fast-paced, growth-oriented environment, you will help execute and continuously improve the organization’s compensation strategy.

Requirements

Bachelor’s degree in business administration, Accounting, Finance, Human Resources or related fields, or equivalent experience.
8+ years of experience in compensation required, preferably in a large sales organization.
5+ years of people-management or team leadership experience required.
Proven ability to collaborate across all levels of the organization, including senior leadership.
Exceptional verbal and written communication, presentation, and leadership skills.
Must be a self-starter, goal-oriented, and able to motivate and develop team members.
Skilled at managing multiple priorities in a fast-paced environment.
Strategic problem-solver with strong negotiation and conflict resolution skills.
Ability to maintain confidentiality and handle sensitive information with utmost professionalism and discretion.
Ability to interpret complex or unique hiring and acquired employee compensation arrangements.
Comfortable partnering with Sales and Services Organizations and navigating nuanced compensation discussions.
Strong business acumen and understanding of the broader business context.
Must be proficient in Microsoft Office, particularly Excel (e.g. pivot tables, Lookups, nested IF statements), and PowerPoint.
Familiarity with NICE or other compensation tools, and UKG experience with scenario modeling and other analyses.

Nice To Haves

5+ years of experience in a consulting role.
Progress toward or achievement of professional certifications such as Certified Compensation Professional (CCP; CECP or CEP helpful but not required.
Consulting, sales compensation, or broad-based compensation experience preferred.

Responsibilities

Manage the annual compensation planning process and partner with HR leaders and senior management to support incentive programs that align with the company’s philosophies and business goals.
Conduct in-depth analysis of current compensation programs to evaluate effectiveness, competitiveness, and model enhancements. Manages compensation reporting and analytics.
Perform benchmarking, job evaluation, and market pricing to support program design and decision-making.
Develop, implement, administer, and maintain plans, programs, policies, educational materials, and communications devised to support compensation initiatives across the organization.
Participate in the design and development of the executive compensation-related sections of the proxy.
Support compensation planning and budgeting efforts with the FP&A team.
Work closely with the company’s stock plan administrator to process annual stock grants and transactions related to withhold-to-cover.
Maintain accurate and confidential records of incentive compensation plans, payments, and related documentation.
Stay informed about compensation related regulatory, market, and practice changes and trends.
Prepare both standard and ad hoc Compensation Committee materials.
Manage the activities of the Compensation team. Coach, mentor and guide analysts responsible for plan calculations and modeling.
Partner with other corporate areas (e.g. Accounting, Tax, and Legal) to ensure full compliance of all compensation programs.
Conduct job family reviews and market pricing analysis to support organizational design and talent strategy.
Uphold the highest standards of ethical conduct and professionalism, ensuring confidentiality and adherence to corporate policies and compliance requirements.
Other responsibilities and projects as assigned.
Lead and guide team members, fostering growth through mentoring, coaching, and development, while ensuring effective communication and collaboration.
Promote an environment of inclusivity and respect, valuing diverse perspectives and encouraging open dialogue among all team members.
Collaborate on strategic initiatives, leveraging your expertise to drive innovation and positive change within the organization.
Cultivate a proactive approach to conflict resolution, striving for amicable solutions and escalating concerns as needed.