Senior Director, Executive Compensation & Total Rewards

National Vision•Alpharetta, GA

12d•Hybrid

About The Position

The Senior Director, Executive Compensation and Total Rewards leads National Vision's total rewards strategy, with a strong emphasis on executive compensation, public company governance, and board-ready materials. The Director also manages broad-based compensation and benefits programs. Partnering with the Chief People Officer, Finance, Legal, Accounting, Operations, and business leaders, this role designs scalable, compliant, and competitive programs that help attract, retain, and engage Associates and Doctors.

Requirements

9+ years of progressive total rewards, compensation, benefits, or related human resources experience, with demonstrated leadership of complex enterprise programs. (Required)
4-6 years of executive compensation experience, including executive pay analysis, equity and incentive programs, market benchmarking, and preparation of senior leader or board-level materials. (Required)
3+ years of people leadership experience with direct responsibility for coaching, developing, and prioritizing the work of compensation, benefits, or total rewards professionals. (Required)
3+ years of public company experience or direct support of public company compensation governance, equity programs, executive compensation disclosure, or Compensation Committee processes. (Required)
Four-year college degree or equivalent experience. in Business Administration, Human Resource Management, or related discipline. (Required)
Strong executive compensation capability, including market benchmarking, pay mix, short- and long-term incentives, equity awards, employment and severance terms, and board-ready compensation analysis. (Required)
Public company total rewards knowledge, including compensation governance, equity plan administration, proxy-related support, and Compensation Committee processes. (Required)
Advanced analytical, modeling, and storytelling skills with the ability to translate complex compensation, benefits, retirement, and equity data into clear recommendations for executives and board audiences. (Required)
Experience partnering with Legal, Finance, Accounting, external compensation consultants, brokers, vendors, and auditors on total rewards programs and sensitive executive compensation matters. (Required)
Strong knowledge of compensation, benefits, retirement, and employment-related laws and regulations, including the Fair Labor Standards Act, pay transparency, the Employee Retirement Income Security Act, Internal Revenue Service requirements, HIPAA, and Affordable Care Act requirements. (Required)
Excellent communication, judgment, confidentiality, project management, and change leadership skills. (Required)

Nice To Haves

4-6 years of benefits and retirement plan experience, including health and welfare programs, annual renewal, vendor management, compliance, and 401(k) plan administration or oversight. (Preferred)
3+ years of director-level leadership role or equivalent scope leading enterprise programs and influencing senior executives. (Preferred)
Experience in Retail and/or Multiunit Industry (Preferred)
Certified Executive Compensation Professional (CECP) (Preferred)
Certified Compensation Professional (CCP) (Preferred)
Certified Employee Benefit Specialist (CEBS) (Preferred)
SPHR or SHRM-SCP (Preferred)
Working knowledge of HR, compensation, benefits, retirement, and equity systems and platforms such as UKG, Fidelity, equity administration platforms, survey platforms, and related reporting tools. (Preferred)

Responsibilities

Lead the enterprise Total Rewards strategy, including executive compensation, broad-based compensation, benefits, retirement, well-being, and incentive programs, ensuring alignment with business objectives and talent strategies.
Serve as the organization's executive compensation leader, providing analysis, recommendations, and governance support related to base salary, annual incentives, long-term incentives, equity programs, severance, and other executive reward components.
Prepare and present materials for the Board of Directors and Compensation Committee, including executive compensation analyses, market benchmarks, equity recommendations, incentive plan updates, and governance-related matters.
Partner with Human Resources, Finance, Legal, Accounting, and senior leadership to ensure total rewards programs align with public company requirements, financial objectives, compliance standards, and shareholder expectations.
Lead the design, administration, and communication of equity compensation programs, including restricted stock units, performance-based awards, and employee stock purchase plans.
Oversee broad-based compensation programs, including market pricing, salary structure management, job architecture, annual compensation planning, pay equity analyses, compensation policy development, and salary increase processes.
Direct incentive compensation programs, including plan design, administration, controls, payment validation, reporting, reconciliation, and effectiveness analysis.
Provide strategic leadership for benefits and retirement programs, including health and welfare plans, paid time off, disability, wellness initiatives, and 401(k) administration.
Lead benefits strategy, plan design, annual renewals, vendor management, budget oversight, utilization analyses, and recommendations to improve program effectiveness and cost efficiency.
Ensure compliance with all applicable compensation, benefits, retirement, and employment regulations, including pay transparency, pay equity, FLSA, and other federal, state, and local requirements.
Develop compensation and benefits recommendations that balance market competitiveness, internal equity, affordability, compliance, and business outcomes.
Build and leverage analytics, dashboards, financial models, and reporting to evaluate program effectiveness, monitor costs, identify risks, and support executive decision-making.
Lead and develop the Total Rewards team, establishing priorities, strengthening organizational capabilities, coaching team members, and ensuring operational excellence.
Drive continuous improvement of total rewards processes, systems, controls, and communications to improve data integrity, scalability, compliance, and the associate experience.
Support strategic business initiatives, including mergers, acquisitions, reorganizations, and workforce transformations, by evaluating compensation, benefits, incentives, equity, and retirement implications while maintaining strict confidentiality of sensitive information.