Director, Employees Services

SHOALS TECHNOLOGIES • Portland, TN

18d • Hybrid

About The Position

Are you ready to join a fast-paced, innovative team making a real impact in the renewable energy industry? Join Shoals Technologies Group (NASDAQ: SHLS), a leading provider of electrical balance of systems (EBOS) solutions for solar and energy storage. Headquartered just north of Nashville, Tennessee, we have been driving industry innovation since 1996 by delivering cutting-edge technologies that improve efficiency, safety, and reliability for solar systems worldwide. With over 60 GW of solar systems deployed globally, we’re setting the standard for the renewable energy industry. We are a collection of engineers, renewable advocates, curious minds, and collaborators. Our manufacturing facilities in Tennessee and Alabama, along with sales teams across Spain and Australia, enable us to power clean energy solutions across Europe, Latin America, Africa, and Asia-Pacific. We push boundaries and challenge each other to design, develop, and deliver solutions with the potential to change the world. We are the rebellious hero. Summary: 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

• Benefits & Well Being 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.
• Compensation 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., compa 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.
• HRIS, Data & Operations 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.
• Compliance, Risk & Pay Transparency 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.
• Team Leadership & Cross Functional Partnership 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.

What This Job Offers

• Job Type: Full-time
• Career Level: Director
• Number of Employees: 1,001-5,000 employees