Director of Compensation

Safelite•Columbus, MI

8d•Hybrid

About The Position

The Director of Compensation is a strategic, solutions oriented leader who will design, manage, and evolve compensation programs for a diverse workforce of approximately 15,000 employees, including field, corporate and leadership populations. This highly visible role partners closely with senior leaders and PLD leadership, shaping enterprise wide pay strategy to support attraction, retention, engagement, and pay equity. This role requires strong judgment and credibility—someone who can balance market pressures and business needs with internal equity while playing a critical role in shaping Safelite's Total Rewards philosophy, ensuring pay practices support a performance driven, people-first culture.

Requirements

Bachelor's Degree Related field, or equivalent combination of education and experience
7-9 years Progressive compensation experience, including leadership responsibility Required
7-9 years Experience supporting a large, complex organization (10,000+ employees) Required
Solution-oriented mindset, ability to balance business needs, associate equity and governance
High credibility and judgement, comfort offering alternative solutions when appropriate
Analytical and strategic thinker who proactively identifies opportunities, not just responds to requests.
Leverage HRIS (Workday, ADP, or similar) and advanced Excel skills to support planning, modeling, reporting and process efficiency.

Nice To Haves

7-9 years Experience supporting large, distributed workforces (retail, service, field operations, or similar) Preferred
7-9 years Experience leading compensation programs through growth, transformation or changing labor market conditions Preferred

Responsibilities

Lead the enterprise compensation strategy, ensuring alignment with the organization’s goals, workforce needs and external market conditions.
Provide credible, data-driven guidance to leaders while exercising strong judgment, offering constructive pushback and practical alternatives when needed.
Serve as a trusted compensation advisor to senior leaders, People Business Partners, and other key stakeholders.
Translate complex compensation concepts into clear, actionable guidance while building credibility and trust through consistency, transparency, and strong professional judgment.
Lead annual merit and compensation planning cycles, including program design, modeling, governance, and execution.
Lead the design and delivery of compensation programs including base pay structures, incentive programs, sales compensation and field Technician pay models.
Own and continuously improve compensation processes, ensuring rigor and consistency without unnecessary bureaucracy.
Develop tools, frameworks, and standards that enable efficient and effective compensation decisions.
Oversee market pricing and benchmarking to maintain competitive and market aligned pay practices.
Establish and maintain clear guidelines and controls to ensure fair, consistent, and defensible pay decisions
Lead, mentor, and develop compensation team members, fostering a high performing, service oriented function
Performs other duties as assigned
Complies with all policies and standards