Director of Compensation

Consultative Search Group•Beverly Hills, CA

About The Position

A global entertainment and media organization is seeking a senior compensation leader to strengthen equitable, competitive, and scalable rewards programs across a complex, multi-business-unit environment. The Director, Compensation will operate as a scrappy, hands-on compensation leader with Director-level ownership. This person will personally drive the annual merit and bonus cycle while building job architecture, salary structures, market benchmarking, pay equity, and incentive programs, partnering directly with senior leaders to turn business priorities into practical, data-driven execution.

Requirements

Bachelor’s degree in Human Resources, Finance, Business, or a related field.
At least 10 years of compensation experience, including at least five years of direct people management and project-team leadership.
Deep experience with base and variable compensation and large-scale merit and bonus cycles across diverse business units.
Demonstrated success designing compensation programs, job architectures, salary structures, market-benchmarking practices, pay-equity approaches, and incentive programs.
Strong analytical, financial-modeling, project-management, process-improvement, and executive-communication skills.
Experience working with a human capital management platform and compensation-survey data or aggregation tools.

Nice To Haves

Experience in compensation consulting.
Experience with Workday, Workday Advanced Compensation, or CompAnalyst.
Certified Compensation Professional credential or an advanced degree.
Experience supporting global, multi-business-unit, or entertainment and media organizations.

Responsibilities

Direct day-to-day compensation operations across multiple business units, including market pricing, role leveling, career frameworks, and Fair Labor Standards Act compliance reviews.
Own the annual merit and bonus planning cycle from timeline and system configuration through communications, analysis, and outcome review.
Use market intelligence and compensation surveys to assess competitiveness and guide program improvements.
Design, implement, and maintain base-pay, variable-pay, and incentive programs aligned with the organization’s compensation philosophy.
Build and evolve job architecture, salary structures, and career-level frameworks that support scale and internal consistency.
Advise senior leaders and People partners on pay decisions, pay equity, performance alignment, and total rewards strategy.
Partner with People Systems and data teams to improve compensation technology, data integrity, reporting, and usability.
Collaborate with People, Legal, Finance, and business leadership to improve process quality, efficiency, and governance.
Lead cross-functional compensation initiatives and project teams while maintaining alignment with broader business priorities.
Support the continued development of the compensation function, team capabilities, and operating model.