Director of Compensation

Dutch Bros Coffee•Phoenix, AZ

9d•Onsite

About The Position

It's fun to work in a company where people truly believe in what they are doing. At Dutch Bros Coffee, we are more than just a coffee company. We are a fun-loving, mind-blowing company that makes a difference one cup at a time. Position Overview: The Director of Compensation is responsible for driving the development of the company's pay for performance program through effective performance management, talent management, and the creation of competitive base salary and incentive programs. This role collaborates closely with internal and external partners to identify, develop, and implement scalable compensation initiatives aimed at attracting and retaining top talent. Additionally, the Director of Compensation ensures that all initiatives align with Dutch Bros’ cultural mission, vision, and values. This position is responsible for overseeing the development, implementation, administration, and evaluation of strategies, plans, programs, and procedures designed to provide equitable employee compensation. In partnership with other Total Rewards leaders, you are essential to the development and implementation of Dutch Bros Total Rewards Philosophy and Strategy. This role will have external knowledge of compensation data analysis as they collaborate with members of senior leadership in how to provide the best compensation.

Requirements

Advanced Data Analytics & Modeling
Strategic Business Acumen
Pay Equity & Transparency Expertise
Executive Compensation Design
HRIS & Compensation Technology Mastery
Financial Planning & Budgeting
Global Regulatory Compliance
Influential Communication & Storytelling
Project & Change Management
Vendor & Stakeholder Management
Bachelor's degree in Economics, Psychology, Statistics, Human Resources or Business and/or a related field that uses quantitative analysis, preferred
Externally acknowledged expert in compensation
Detailed knowledge and strong Microsoft Office Excel/Google spreadsheet skills and familiarity with using other statistical packages
Significant experience in an analytical HR role, compensation analytics, or similar analytical role
Must be able to work in a fast-paced, rapid-growth environment that embraces collaborative thinking and an agile mindset
Must be able to work in a busy, crowded, and loud office with frequent distractions and interruptions
Must be able to collaborate in-person with occasional impromptu in-person meetings
Adaptability to typical office conditions, which may include exposure to air conditioning, heating, artificial lighting, and varying noise levels
Ability to sit, stand, reach, twist, stretch, and work at a desk for long stretches. Must be able to occasionally move or lift office items up to 25 pounds
Hearing must be sufficient or correctable to ensure clear understanding of spoken information, including participating in virtual meetings and phone calls. Use of hearing aids or other assistive devices is acceptable if needed.
Ability to read and write in English is essential for processing documents, drafting reports, and following up on necessary actions. Proficiency in written communication is required to handle job-related tasks effectively.
Vision must be adequate or correctable to perform essential job duties, such as reading documents on a computer screen and using other visual tools. Use of corrective lenses or other measures to meet visual requirements is expected if needed.
Must be proficient in operating a computer and other office productivity tools such as printers, scanners, and collaboration software.
Must possess strong verbal and written communication skills to interact effectively with team members, clients, and other stakeholders via email, video conferencing, and other in office communication tools.

Nice To Haves

Certified Compensation Professional (CCP) designation, strongly preferred.
SHRM-CP credentials are preferred

Responsibilities

Provide Strategic Thought Leadership Towards Refining and Implementing Compensation Strategy: Be an expert in Dutch Bros forthcoming job architecture to ensure consistency, adherence, and change management. This will be done with items such as: job codes, levels, titles, criteria, pay levels, and ranges
Oversee the development, implementation, administration, and evaluation of strategies, plans, programs, and procedures designed to provide equitable and competitive employee compensation
Supervise and oversee Dutch Bros annual salary survey submissions
Maintain the Market Analysis Tool (salary.com) and conduct Market Data Analysis
Oversee the administration of all compensation programs, ensuring operational efficiency and effectiveness, including managing the annual compensation review process, and utilizing technology platforms to streamline processes
Develop and maintain compensation policies, procedures, and guidelines
Utilize HRIS and other technology platforms to streamline compensation processes and reporting
Conduct regular audits of compensation practices to identify and mitigate potential risks
Carry out the Annual Compensation Review (base pay adjustments and bonus allocations): Manage the annual compensation review process, including merit increases, promotions, and equity adjustments
Set, assess, and reconcile budgets
Ensure smooth system testing, data auditing, and trainings for team members
Audit internal and external indicators of pay health (such as pay exception request frequency, market data, compa-ratio, turnover, etc)
Oversee and certify market matches
Maintaining and creating new salary structures
Monitor and evaluate the effectiveness of compensation programs and make data-driven adjustments as necessary
Leading Internal and External Partner Management: Function as point and spokesperson for compensation with Dutch Bros constituents including HR team, senior leadership, and vendors
Ensure all compensation practices comply with local, state, and federal laws, mitigate risks associated with compensation and benefits, stay informed about legislative changes, conduct regular audits, and prepare required regulatory reports and documentation
Stay informed about legislative changes affecting compensation and ensure organizational compliance
Hiring and managing the talent needed to achieve Dutch Bros company goals
Foster enabling conditions for talent to thrive
Cultivate an inclusive team culture per DB standards
Model and coach equitable decision-making, inclusive behaviors, and actions