Director, Global Compensation

iRhythm Technologies, Inc.

6d•$170,000 - $221,000•Remote

About The Position

The Total Rewards Center of Excellence (COE) is seeking a leader with extensive knowledge and experience in leading compensation strategy and design in alignment with business objectives. Reporting to the VP, Total Rewards, the Director, Global Compensation is a critical member of the Total Rewards Leadership team and is accountable for overseeing, designing, and developing how we manage and deliver compensation and recognition programs across the organization, including the responsible use of advanced analytics and AI-enabled decision-support tools to inform, but not replace, human judgment in compensation decisions.

Requirements

Bachelor's degree or relevant professional certification (e.g. CCP, PHR, SPHR) preferred
15+ years of experience in Human Resources with at least 10+ plus years of progressive experience working with executive leadership on strategies and investments that will meet function and business objectives
Ideally will have experience in a hyper-growth global technology or MedTech company
Must be a highly experienced leader with a track record of success in managing compensation.
Demonstrated business, financial, and HR acumen with excellent project management capability, deep analytical ability, and creative problem-solving skills.
Ability to use data insights and metrics to create rationale for recommendations.
Ability to influence strategy and manage change within a dynamic, fast-paced environment.
Strong analytical skills, matched with strong communication skills required to translate technical concepts into clear direction and guidance.
Track record in managing and developing an empowered and successful team, through coaching and mentoring.
Highly competent in benchmarking and measurement with desire to drive continuous improvement in performance measures and outcomes for the business.
Advanced proficiency in Microsoft Excel and other Office products and HR applications (Workday experience preferred)

Responsibilities

Owns, designs and drives all global compensation planning cycles end-to-end, from timeline development, benchmarking, technology enablement, stakeholder and change management, communications strategy, to eventual delivery.
Partner with Talent Management, HRBPs, and business leaders to integrate performance management and promotion processes with compensation to foster a high-performance culture where talent can thrive.
Lead benchmarking, compensation structure, and job structure/leveling activities, ensuring we have the data and processes in place to stay competitive with the market in all our global locations.
Own the preparation of executive compensation materials for the Board and Compensation Committee, partnering with Legal and Finance to ensure accuracy, transparency, and readiness for decision‑making, proxy disclosure, and regulatory scrutiny.
Provide end‑to‑end support for executive compensation proxy disclosures, partnering with Legal, Finance, and Investor Relations to ensure accuracy, clarity, and alignment with compensation program design, governance standards, and regulatory requirements.
Oversee the management of sales compensation governance and design.
Identify opportunities to leverage AI and advanced analytics to improve compensation forecasting, scenario modeling, and proactive pay equity monitoring.
Drives compensation decisions powered by advanced analytics, market intelligence, and AI‑enabled insight.
Lead the responsible integration of AI‑enabled analytics and decision‑support tools into global compensation programs, including market pricing, pay equity analysis, and compensation planning insights.
Partner with Legal, HR Technology, People Analytics, and Finance to evaluate, implement, and oversee AI‑driven compensation tools, ensuring appropriate data quality, bias mitigation, and risk management.
Translate AI‑generated insights into clear, defensible recommendations for executives, managers, and regulatory reporting, maintaining accountability for final pay decisions.
Review current compensation processes and procedures to identify opportunities for process improvement, automation, and responsible AI enablement to drive efficiency and enhance the employee experience.
Identify automation and AI‑driven enhancements to systems (including Workday) to improve data integrity, scalability, and decision support.
Develop and conduct training and education on compensation programs for the broader Total Rewards and HR teams.