Director of Compensation

Acuren Inspection, Inc.•Houston, TX

3d•Hybrid

About The Position

The Director of Compensation is responsible for the strategic design, implementation, and governance of the company’s global compensation programs. This role leads the development of a scalable job architecture, drives pay-for-performance philosophy, and ensures competitive, equitable, and compliant compensation practices. The Director partners closely with senior leadership to influence compensation decisions, support talent strategy, and act as a change agent in evolving compensation frameworks aligned with business growth.

Requirements

Deep expertise in compensation strategy, job architecture, and pay-for-performance models.
Strong understanding of incentive plan design, including short-term and equity-based programs.
Knowledge of compensation regulations and public company considerations.
Familiarity with compensation systems and analytics tools.
Strategic thinking with strong business acumen.
Advanced analytical and quantitative skills (modeling, market analysis, pay equity).
Exceptional influencing and consulting skills with senior leadership.
Strong communication and presentation skills.
Project and change management expertise.
Ability to lead large-scale compensation transformations.
Capability to balance market competitiveness, internal equity, and financial discipline.
Ability to influence without direct authority across a complex organization.
Strong decision-making in ambiguous and evolving environments.
Bachelor’s degree in Human Resources, Business, Finance, or related field required.
10+ years of progressive compensation experience, including leadership roles.
UKG experience required.
Demonstrated experience building and managing job architecture frameworks.

Nice To Haves

Master’s degree (MBA or related) preferred.
Experience in a publicly traded company strongly preferred.
Professional certifications (e.g., CCP, GRP, SHRM-SCP) preferred.

Responsibilities

Develop and execute a comprehensive compensation strategy aligned with business objectives, talent priorities, and shareholder expectations.
Serve as a trusted advisor to executive leadership on compensation design, market trends, and pay decisions.
Lead transformation initiatives related to compensation structure, philosophy, and governance.
Design, implement, and maintain a scalable job architecture, including job families, leveling, and career pathways.
Ensure alignment between job structure, compensation ranges, and career progression.
Establish governance processes to maintain consistency and integrity of job architecture.
Oversee base pay structures, salary ranges, and benchmarking processes.
Ensure competitive positioning through market analysis and participation in compensation surveys.
Drive pay equity analysis and corrective actions as needed.
Design and manage short-term incentive (STI) programs aligned with company performance and individual contributions.
Partner with Finance and leadership to define metrics, funding mechanisms, and payout structures.
Evaluate effectiveness of incentive plans and recommend enhancements.
Support design and administration of equity compensation programs for eligible employees.
Partner with Legal, Finance, and executive leadership on equity grant strategies and governance.
Ensure compliance with public company requirements and reporting.
Develop and maintain compensation policies, guidelines, and frameworks to support consistent decision-making.
Align compensation programs with job architecture and career pathing.
Provide tools and training to HR and leaders to ensure effective program adoption.
Lead the design and integration of pay-for-performance models.
Partner with HR leadership to align compensation with performance management, including SMART goals and measurable outcomes.
Drive differentiation of pay based on performance and contribution.
Oversee compensation systems, including configuration, administration, and optimization (e.g., HRIS, compensation planning tools).
Ensure data integrity, reporting accuracy, and process efficiency.
Lead annual compensation planning cycles, including merit, bonus, and equity processes.
Act as a change agent in evolving compensation programs and practices.
Influence and guide senior leaders through complex compensation decisions and organizational changes.
Drive adoption of new frameworks, tools, and philosophies across the organization.
Other work duties as assigned.