Dir-Corporate Compensation

Lowe's Companies, Inc.•Mooresville, NC

6d•Onsite

About The Position

The Director, Corporate Compensation leads the design, governance, communication, and administration of corporate compensation programs that support Lowe’s business strategy, talent priorities, and pay-for-performance philosophy. Reporting to the Senior Director, Executive and Corporate Compensation, this leader manages and develops a team of compensation professionals and serves as a trusted advisor to HR and business leaders. The Director ensures programs are market-informed, equitable, operationally sound, and aligned with enterprise governance standards. The role leads job architecture, job descriptions, career frameworks, pay structures, and compensation technology initiatives to strengthen consistency, transparency, and the associate experience. It also uses market intelligence, analytics, technology, and AI-enabled capabilities to support informed decision-making, operational excellence, and continuous improvement across compensation programs and processes. The position is based at Lowe’s headquarters in Mooresville, North Carolina.

Requirements

Bachelor’s degree in business, HR, finance, or a related field, or equivalent years of experience in lieu of the education requirement, if applicable.
10 years of progressive experience in compensation or a related human resources discipline.
8 years of experience with compensation benchmarking, market pricing, pay structure administration, and compensation consultation.
8 years of experience leading or supporting large-scale job architecture, job evaluation, career framework, and job description initiatives.
5 years of experience leading and developing teams, with direct reports and/or by leading in a cross-functional or matrixed environment.
Experience leading annual compensation planning and administering incentive or bonus programs in a large, complex organization.
Experience partnering effectively across HR, Talent Acquisition, Talent Development, Technology, Finance, Legal, and business leadership in a matrixed environment.

Nice To Haves

Master’s degree in business administration, HR, finance, or a related field.
GRP (Global Remuneration Professional) or comparable compensation certification.
CCP (Certified Compensation Professional).

Responsibilities

Lead and develop a high-performing corporate compensation team, setting priorities, building technical and consultative capability, and supporting complex annual compensation cycles and organizational change.
Advance the strategy, design, governance, communication, and administration of corporate compensation programs, including base pay, annual incentives, bonus programs, and related policies.
Drive annual and mid-year compensation planning, including process design, testing, system readiness, reporting, stakeholder communications, training, change management, governance, and issue resolution.
Lead implementation of bonus plan changes, including discretionary bonus plan design and rollout, governance, decision frameworks, communications, documentation, and manager enablement.
Partner with HR Business Partners, Talent Acquisition, Talent Development, Technology, Finance, Legal, and senior business leaders to deliver practical, market-informed compensation guidance and solutions.
Oversee compensation benchmarking, market pricing, survey participation, labor-market analysis, and competitive intelligence to inform pay structures, offer guidance, market adjustments, and program design.
Lead enterprise job architecture initiatives, including job family design, career frameworks, job descriptions, leveling, pay grade alignment, and governance practices.
Establish and maintain compensation governance for job evaluation, pay structures, incentive eligibility, plan administration, policy interpretation, leave-of-absence treatment, bridging rules, and other compensation decisions.
Partner with Technology teams to enhance compensation systems, data infrastructure, reporting, workflow automation, and responsible AI-enabled capabilities.
Support organizational changes, mergers, acquisitions, and integration activity through role mapping, job architecture, leveling, pay structure, incentive alignment, and related compensation analysis.
Monitor compensation program effectiveness, risks, associate experience, and emerging market practices; recommend improvements to support attraction, retention, engagement, and performance.
Provide strategic leadership and direct management to compensation senior analysts and consultants, supporting performance, professional development, and effective program execution.
Mentor and guide the corporate compensation team, fostering collaboration, innovation, and continuous improvement.