Director, Compensation

OmniCable•West Chester, PA

About The Position

OmniCable is seeking a Director of Compensation to lead and evolve our enterprise compensation strategy during a pivotal phase of growth. This role is responsible for designing, governing, and continuously improving compensation programs that support performance, scalability, and talent retention across our Corporate, Commercial (Sales), and Distribution organizations. This is a hands-on leadership role for a compensation professional who thrives in complex, multi-business environments and understands how to balance disciplined governance with business agility. The Director of Compensation will serve as a trusted advisor to senior leaders, partnering closely with Finance, HR Business Partners, Talent, and executive leadership to ensure compensation programs drive the right behaviors and outcomes. Success in this role requires a structured yet agile leadership approach—balancing disciplined compensation governance with the flexibility to adapt programs as the business evolves. The Director of Compensation must thoughtfully calibrate the pace of change, ensuring compensation initiatives are impactful, sustainable, and aligned with the organization’s capacity to absorb change.

Requirements

Bachelor’s degree in Human Resources, Business, Finance, or a related field
7+ years of progressive compensation experience, including program design and governance
Demonstrated experience leading or significantly influencing enterprise-wide compensation programs
Strong analytical, financial, and data interpretation skills
Proven ability to partner cross-functionally with Finance and senior leaders

Nice To Haves

Advanced compensation certification (e.g., CCP, GRP)
Experience supporting multi-business-unit organizations and/or field-based or distribution workforces
Prior people leadership experience in a compensation or total rewards function

Responsibilities

Develop and execute a comprehensive compensation strategy aligned with OmniCable’s business objectives, growth plans, and talent priorities
Establish clear compensation governance, decision frameworks, and approval processes to ensure consistency, fairness, and compliance
Translate compensation philosophy into practical, scalable programs that leaders understand and apply consistently
Partner with Finance and Accounting to ensure accruals, budgets, and audit processes are accurate, well-documented, and timely
Own and evolve enterprise job architecture, leveling, and role clarity in partnership with HR Business Partners and Talent
Design and maintain base pay structures that balance internal equity with external market competitiveness
Lead participation in compensation surveys and apply market insights to pay decisions and strategy
Design, implement, and govern sales and field-based incentive plans aligned with margin, pricing discipline, and growth goals
Oversee variable compensation programs that reinforce pay-for-performance principles
Partner with Finance and business leaders to ensure incentive plans are financially sound, clearly measurable, and operationally executable
Continuously evaluate plan effectiveness and recommend enhancements as business needs evolve
Lead all annual compensation processes, including merit, bonus, and incentive planning
Ensure alignment with budgets, accurate execution, and clear communication to leaders
Prepare executive-level insights on compensation outcomes, trends, and risks
Ensure compliance with all applicable compensation-related laws and regulations
Proactively assess and mitigate pay equity risks in partnership with HR and Legal
Maintain strong documentation, audit readiness, and data integrity
Lead and develop the compensation function, building scalable processes and deep subject-matter expertise
Establish clear priorities, expectations, and development plans for team members
Serve as a compensation expert and advisor to HR Business Partners and business leaders
Partner with HRIS, IT, and Analytics teams to ensure compensation systems and reporting are scalable and accurate
Develop leader-facing education and communication that improves understanding of compensation philosophy and decision accountability
Drive thoughtful change management that aligns pacing, adoption, and business impact