Director of Compensation

Wayne Farms•Oakwood, GA

About The Position

We are seeking a strategic, forward‑thinking Director of Compensation who can shape how our organization attracts, rewards, and retains talent. This role leads our enterprise Compensation function, reporting to the VP of Total Rewards & HRIS, and is responsible for building a scalable, transparent, and data‑driven approach to compensation across the company. This is an ideal opportunity for a leader who understands both the strategy and the execution of compensation programs, can build and refine job architecture, and can develop a high‑performing Center of Excellence that strengthens consistency, fairness, and governance. If you enjoy influencing senior leaders, managing large‑scale programs, and turning complex ideas into clear, practical solutions, this role offers a significant platform for impact.

Requirements

10+ years of progressive compensation experience, including leadership in a corporate environment.
Deep expertise in compensation design, benchmarking, analytics, job architecture, and program governance.
Experience leading compensation transformation or modernization initiatives.
Strong business acumen and the ability to influence senior leadership with clarity and confidence.
Experience working with Workday (Advanced Compensation strongly preferred).
Ability to simplify complexity, make sound recommendations, and build trust across the organization.

Nice To Haves

Professional certifications such as CCP or CECP are a plus.

Responsibilities

Build and evolve a compensation strategy that supports long‑term business goals and a high‑performance culture.
Lead the design of base pay, short‑term incentives, and long‑term reward programs.
Monitor labor market trends, regulatory changes, and competitive insights to guide leaders and advise executives.
Ensure that compensation programs remain fair, competitive, and aligned with organizational philosophy.
Oversee market pricing, job evaluation, job architecture, pay equity reviews, and annual compensation planning cycles.
Partner with senior leaders and the Board’s Human Capital Committee to support executive compensation governance and program preparation.
Establish consistent processes and guidelines that improve fairness and clarity across the enterprise.
Strengthen compensation governance through tools, documentation, reporting, and communication.
Lead, mentor, and develop a high‑performing Compensation COE focused on accuracy, integrity, and operational excellence.
Build a culture of collaboration, learning, and continuous improvement.
Guide the team in using technology and analytics to improve transparency and efficiency.
Partner with HR, Finance, Legal, Payroll, Talent Acquisition, and HRIS to deliver seamless total rewards solutions.
Collaborate closely with HRIS to maximize Workday, especially Advanced Compensation, for data quality, automation, and program effectiveness.
Translate complex compensation concepts into simple, clear guidance for leaders and employees.