Director, Employees Services

SHOALS TECHNOLOGIES•Portland, TN

11d•Onsite

About The Position

The Director of Employee Services leads the design and delivery of employee-facing HR services that drive positive, first-class employee experiences at Shoals. This role owns core operational processes including benefits and compensation administration, HRIS, compliance, reporting, analytics, and related HR systems that support the attraction, retention, and motivation of top talent. In this player-coach role, the Director sets strategy and leads the end-to-end delivery of market-competitive, equitable, and compliant programs—spanning base pay, incentive plans, equity (where applicable), health and welfare, retirement, recognition, and wellbeing—while leveraging HRIS, analytics, and governance to ensure scalability, accuracy, and consistency. This leader partners closely with HR, Finance, Legal, and business leaders to align employee services with Shoals’ talent strategy and business outcomes.

Requirements

Bachelor’s degree in HR, Business, Finance, Economics, or related field (or equivalent experience).
10+ years of progressive experience across compensation and benefits, including 5+ years leading teams and enterprise processes.
Demonstrated expertise in market pricing, salary structures, incentive plan design, and benefits strategy; strong command of rewards analytics and modeling.
Hands‑on experience administering annual cycles via an enterprise HRIS/comp planning tool; strong data integrity and process mindset.
Proven knowledge of U.S. employment and rewards‑related laws and regulations (e.g., FLSA, EPA, Title VII, ADEA, ADA) and experience applying them in practice.
Exceptional stakeholder management, communication, and change enablement skills; ability to translate data into decisions.

Nice To Haves

Master’s degree and/or professional certifications (e.g., CCP, GRP, CBP, CEBS).
Global rewards experience (multi‑country structures, mobility, and compliance).
Experience with equity programs and sales compensation design.

Responsibilities

Oversee health & welfare, retirement, leave, and well‑being programs; manage brokers/consultants and vendor performance to optimize cost, quality, and employee experience.
Evaluate plan design changes using data (utilization, claims trends) and employee feedback; drive inclusive, accessible offerings.
Own market benchmarking, salary structures, pay ranges, geographic differentials, career levels, and market/merit adjustments; ensure internal equity and external competitiveness.
Design and administer short‑ and long‑term incentive plans (e.g., AIP/bonus, sales incentives, equity) with clear performance linkage and line‑of‑sight metrics.
Establish governance for compensation and benefits, including policies, job architecture alignment, and approval workflows; ensure consistent administration across geographies and levels.
Provide executive‑ready analytics, dashboards, and KPIs (e.g., comp‑ratio distribution, range penetration, pay‑for‑performance, benefits cost trends).
Lead annual reward cycles (merit, bonus, equity) and partner with Finance on budgeting, accruals, and forecasting.
Own the strategy and roadmap for rewards‑related HRIS capabilities (e.g., compensation planning modules, market data integrations, self‑service); ensure data integrity and scalable processes.
Implement repeatable, well‑documented processes and SOX‑aligned controls for rewards transactions, audits, and reporting.
Ensure compliance with applicable laws and regulations (e.g., FLSA, EPA, Title VII, ADEA, ADA) and evolving pay transparency and pay equity requirements, partner with Legal on audits and filings.
Lead periodic pay equity analyses and action planning.
Lead and develop a high‑performing team (compensation, benefits, HRIS/analysts); set priorities, coach, and build succession.
Partner with Talent Acquisition on offers and market positioning; with Finance on planning; with Legal on compliance; and with Payroll on accurate execution.