Director of Compensation

CBIZ, Inc.•Cleveland, OH

46d•Hybrid

About The Position

Working closely with business leaders, articulate a compensation philosophy that supports sustainable growth and drives performance. Partner with business and functional leaders to embed compensation philosophy into business planning, talent management, and workforce strategies. Lead the design and governance of executive and leadership pay programs (base salary, short- and long-term incentives, equity, and recognition awards) in alignment with regulatory, market, and performance requirements. Build and maintain transparent compensation frameworks that connect performance and behaviors to financial outcomes, strengthening our pay-for-performance culture. Conduct data-driven modeling, benchmarking, forecasting, and scenario planning to inform recommendations and guide strategic decisions. Monitor market and industry trends, peer benchmarks, and best practices to ensure competitiveness and adaptability. Provide transparency into compensation structures, making it clear how performance and behaviors translate into financial outcomes. Coordinate the enterprise-wide execution of annual compensation cycles-including merit, promotions, variable pay, and equity-to ensure consistency, fairness, and alignment across all the enterprise. Develop scalable, efficient processes and tools that enable accurate, timely, and compliant administration of programs. Support compensation due diligence and integration for M&A activities. Support Compensation Committee and Board reporting requirements, including Lead, mentor, and develop a high-performing compensation team committed to excellence, accountability, and continuous improvement. Foster a culture of data-driven decision making and consultative partnership with business and HR leaders. Serve as a strategic advisor to senior leaders and HR business partners, providing guidance on complex compensation scenarios and trade-offs. Model collaboration and influence across the enterprise, shaping a compensation culture aligned with company strategy and values.

Requirements

Bachelor's degree required; Master's degree preferred in related field
8 years of experience in related field
6 years supervisory experience
Certification preferred
Ability to manage deadlines
Ability to work on multiple assignments and prioritize accurately
Proficient use of applicable technology
Demonstrated ability to communicate verbally and in writing throughout all levels of organization, both internally (and externally as applicable)
Proven high level of business integrity, client service and leadership skills
Must be able to travel based on department needs

Nice To Haves

Bachelor's degree in human resources, Business Administration, or a related field (Master's degree preferred).
CCP certification preferred.
8 years of progressive compensation experience with at least 6 years in a leadership role within the professional services or similar industry.
Deep understanding of compensation structures in professional services, including commission-based and incentive pay frameworks.
Familiarity with regulatory frameworks affecting compensation (e.g., Dodd-Frank, EBA Guidelines, SEC rules).
Excellent communication and interpersonal abilities with a proven track record of influencing and advising stakeholders.
Proficiency with HRIS and compensation planning tools (Workday, SAP, Oracle, etc.).
Strong analytical skills and ability to synthesize data into strategic insights.
Must be able to travel based on business needs.

Responsibilities

Working closely with business leaders, articulate a compensation philosophy that supports sustainable growth and drives performance.
Partner with business and functional leaders to embed compensation philosophy into business planning, talent management, and workforce strategies.
Lead the design and governance of executive and leadership pay programs (base salary, short- and long-term incentives, equity, and recognition awards) in alignment with regulatory, market, and performance requirements.
Build and maintain transparent compensation frameworks that connect performance and behaviors to financial outcomes, strengthening our pay-for-performance culture.
Conduct data-driven modeling, benchmarking, forecasting, and scenario planning to inform recommendations and guide strategic decisions.
Monitor market and industry trends, peer benchmarks, and best practices to ensure competitiveness and adaptability.
Provide transparency into compensation structures, making it clear how performance and behaviors translate into financial outcomes.
Coordinate the enterprise-wide execution of annual compensation cycles-including merit, promotions, variable pay, and equity-to ensure consistency, fairness, and alignment across all the enterprise.
Develop scalable, efficient processes and tools that enable accurate, timely, and compliant administration of programs.
Support compensation due diligence and integration for M&A activities.
Support Compensation Committee and Board reporting requirements, including
Lead, mentor, and develop a high-performing compensation team committed to excellence, accountability, and continuous improvement.
Foster a culture of data-driven decision making and consultative partnership with business and HR leaders.
Serve as a strategic advisor to senior leaders and HR business partners, providing guidance on complex compensation scenarios and trade-offs.
Model collaboration and influence across the enterprise, shaping a compensation culture aligned with company strategy and values.