Director of Compensation

Exol•Wilmington, MA

3d•Hybrid

About The Position

The Director of Compensation will play a key role in scaling a compensation function at a critical moment in our growth, working alongside passionate and collaborative colleagues. This high-impact role will be instrumental in scaling our compensation philosophy and programs, shaping a culture of fairness, transparency, and performance-driven rewards. You’ll lead a small team and partner closely with HR Business Partners, Finance, and Talent Acquisition to ensure our programs are equitable, competitive, and aligned to business priorities.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, or related field.
Minimum 10 years’ of progressive experience in compensation management, with minimum of 3 years in a leadership role and a focus on strategic planning and stakeholder partnership.
Proven success in a high-growth, fast-paced company (public or late-stage private)
Deep knowledge of compensation best practices, tools, and regulatory considerations (including FLSA, pay equity, and global frameworks)
Comfort navigating complexity and ambiguity; able to distill data and nuance into clear recommendations
Expertise in managing compensation cycles, job architecture, and market benchmarking
Ability to influence and build trusted relationships across levels and functions to drive strategic initiatives from concept through execution
Strong analytical skills and proficiency in Excel and PowerPoint
Exceptional communication skills with a bias for clarity, thoughtfulness, and action

Nice To Haves

Experience with Workday and market pricing tools (e.g., Radford, Mercer, CompTool, PayFactors) preferred
Experience with executive and equity compensation a strong plus

Responsibilities

Design, develop, and implement scalable compensation models and frameworks.
Continuously evaluate and optimize existing models and related processes to ensure accuracy, efficiency, and alignment with best practices.
Collaborate with HR Business Partners and senior leadership to ensure compensation programs support business objectives and drive employee engagement and retention.
Deliver actionable insights using market data, compensation modeling, and internal analytics to influence key decisions.
Manage and develop a small, high-performing team of compensation professionals.
Oversee compensation planning processes (e.g., annual merit, promotion, equity refresh), ensuring a smooth and consistent experience for managers and employees.
Build tools and resources that help HR partners and business leaders make informed, transparent compensation decisions.
Partner with Total Rewards leadership and Legal to support executive pay programs, including board materials, CD&A inputs, and benchmarking.
Partner with talent management to ensure alignment between compensation practices and performance evaluation processes.