Director Compensation

Goodwin•Washington, DC

6d•$225,000 - $300,000•Hybrid

About The Position

Join Goodwin’s Global Operations Team, and make a real impact on a global scale. At Goodwin, we work with some of the world’s most successful and innovative investors, entrepreneurs and disruptors in the life sciences, private equity, real estate, technology and financial industries, and where they converge. As part of the Global Operations Team – all business professionals at the firm – you’ll collaborate with colleagues from varied backgrounds and experiences, fostering an environment where cross-functional learning, networking, and collaboration are at the core of what we do. Here, we’re not just supporting a law firm; we’re partnering with attorneys and clients to deliver cutting-edge solutions in high-stakes litigation and dispute resolution, world-class regulatory compliance and advisory services, and complex transactions. Our commitment to integrity, ingenuity, agility, and ambition drives us, and we’re proud to have been recognised as the “Best Business Team” by The American Lawyer. This is your opportunity to grow professionally in a dynamic, global environment, surrounded by forward-thinking peers. The Director, Compensation is responsible for strategic design, implementation and management of the firm’s global compensation program including base salary and variable awards for Business Professionals and Attorneys. This role is responsible for creating competitive, equitable, and performance-driven compensation systems that align with firm goals, attract top talent, and reward high performance. The Director will oversee the development of base salary structures, variable incentive programs, and market benchmarking practices while ensuring compliance with all applicable regulations throughout the US, Europe and Asia. The role leads a team of professionals including Compensation Managers and/or Analysts.

Requirements

Bachelor’s Degree in Human Resources, Finance, Business Administration or related field required.
10+ years of progressive compensation experience, including at least 5 years in a leadership role.
Expertise in base pay program design, incentive plan development, and compensation governance.
Experience working with HRIS systems, preferably Workday.
Demonstrated ability to partner with senior leaders and influence at the leadership level.
Proven ability to lead and develop high-performing teams.
Strong analytical, financial modeling, and data interpretation skills.
Exceptional analytical, problem-solving, and communication skills.
Strong business acumen and ability to adapt to changes in business environment
Strong interpersonal skills and client service orientation.
Strong project management and organizational skills.
Ability to manage multiple assignments simultaneously and work in a fast-paced environment.
High level of attention to detail – ability to ensure the integrity/accuracy of data.
Ability to protect and maintain confidential and sensitive information.

Nice To Haves

CCP certification a plus.
Market Pay experience desirable.

Responsibilities

Develop and implement a comprehensive compensation strategy that aligns with the firm’s business and talent objectives
Design, manage, and evaluate base salary programs, ensuring internal equity, external competitiveness, and role alignment.
Design and administer variable incentive programs, including Attorney performance-based bonuses, Business Professional incentive programs, and recognition programs for exceptional contributions beyond core responsibilities.
Lead annual compensation review process for all Business Professionals, Case Assistants, Paralegals and Science Advisors including annual market analysis and benchmarking studies to maintain competitive positioning within professional services and legal markets.
Develop compensation award allocations, budget proposals, and salary range adjustments.
Lead ongoing compensation process administration leveraging compensation systems including Workday, MarketPay and Trusaic.
Collaborate with Attorney Management & Advancement team to develop protocols and deliver reporting to efficiently manage all associate and professional-track compensation-related processes.
Partner with senior leadership, Finance, and HR Business Partners to ensure compensation programs reinforce performance, productivity, and retention objectives.
Provide governance, guidance, and training to leaders on compensation policies, procedures, and best practices.
Ensure compliance with federal and state requirements by monitoring impact on compensation policies, programs and processes and submitting proposals for adoption.
Lead Pay Equity reviews at the direction of firm employment counsel.
Collaborate with HRIS and data & analytics SMEs to design compensation dashboards, metrics, and analytics for leadership review.
Develop and maintain compensation policies, procedures, governance protocols and best practices.
Deliver training to leaders as needed.