Sr Director, Compensation

Advance Auto Parts•Raleigh, NC

9d•Hybrid

About The Position

The Sr. Director, Compensation is responsible for the enterprise-wide strategy, design, governance, and execution of Advance’s compensation and recognition programs across Corporate, Field, Supply Chain, and shared services functions. This role serves as the organization’s senior compensation leader, overseeing base pay, short-term and long-term incentives, sales and field incentive plans, and enterprise recognition programs. The Sr. Director partners closely with executive leadership, HR Business Partners, Finance, Payroll, Legal, and Operations leaders to ensure compensation and recognition programs drive business performance, attract and retain high-performing talent, reinforce company culture, and support Advance’s Total Rewards philosophy. This role develops and executes long-term compensation strategies, leads complex incentive plan design initiatives, and provides strategic counsel on workforce, organizational, and pay-related decisions. As a key member of the Total Rewards leadership team, the Sr. Director provides leadership through Senior Managers, and specialized compensation professionals while ensuring governance, compliance, market competitiveness, and operational excellence across all compensation and recognition programs.

Requirements

Demonstrated experience leading compensation functions across both Corporate and Field organizations.
Significant experience designing and administering incentive compensation programs.
Experience supporting executive leadership and senior business stakeholders.
Deep expertise in compensation strategy, job architecture, market pricing, sales compensation, incentive design, and recognition programs.
Proven ability to design and implement enterprise-wide compensation programs in a complex, multi-location environment.
Demonstrated experience partnering with senior executives and influencing business decisions.
Strong financial acumen with expertise in compensation modeling, budgeting, forecasting, and ROI analysis.
Experience leading large-scale compensation transformations and change management initiatives.
Demonstrated success leading teams and developing leaders.
Exceptional analytical, communication, presentation, and stakeholder management skills.
Ability to balance strategic vision with operational execution.
Workday experience is strongly preferred.
Experience working with a Fortune 300 or similarly complex organization preferred.
CCP (Certified Compensation Professional) preferred.
GRP, CSCP, or other relevant Total Rewards certifications are preferred.
15+ years of progressive experience in compensation and/or Total Rewards with at least 5+ years in leadership.
Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field required.
Master’s degree preferred.
Equivalent combination of education and/or experience.

Nice To Haves

Workday experience is strongly preferred.
Experience working with a Fortune 300 or similarly complex organization preferred.
CCP (Certified Compensation Professional) preferred.
GRP, CSCP, or other relevant Total Rewards certifications are preferred.
Master’s degree preferred.

Responsibilities

Develop and gain executive leadership alignment on annual and multi-year compensation and recognition strategies that support organizational growth, workforce planning, and business objectives.
Establish an integrated compensation philosophy and governance framework across Corporate, Field, and Operations organizations.
Monitor external trends, regulatory developments, economic factors, and competitive practices to ensure programs remain market competitive and strategically aligned.
Translate business strategies into innovative compensation solutions that balance performance, affordability, retention, and talent attraction.
Provide enterprise leadership for all compensation programs, including corporate, field, retail, distribution centers, sales, and operational populations.
Oversee compensation structures, pay ranges, job architecture, career frameworks, premium pay programs, geographic differentials, and market pricing methodologies.
Ensure internal equity and external competitiveness through ongoing evaluation of compensation programs and market benchmarking.
Lead annual merit, market adjustment, and compensation planning processes.
Own the strategy, design, governance, and effectiveness of all incentive programs across the enterprise.
Partner with executive, operational, finance, legal, and HR leaders to develop and model: Annual incentive plans, Sales and commission plans, Operations incentive programs, Store and field bonus programs, Retention and special incentive arrangements, Long-term incentive programs.
Evaluate plan effectiveness through financial modeling, ROI analysis, productivity measures, and performance outcomes.
Ensure incentive designs support company strategy, reinforce accountability, and drive desired business results.
Lead the strategy, design, governance, and administration of enterprise-wide recognition programs.
Ensure recognition programs reinforce organizational culture, values, engagement, and retention objectives.
Evaluate program effectiveness through participation, engagement, retention, and productivity metrics.
Identify opportunities for modernization, digitalization, and expansion of recognition capabilities across the organization.
Serve as senior advisor to executives and HR leaders on complex compensation matters.
Provide thought leadership and guidance on organizational design, workforce planning, acquisitions, restructuring activities, and leadership reward strategies.
Support succession planning and critical talent retention strategies through innovative compensation solutions.
Establish enterprise compensation, governance practices, policies, and controls.
Ensure compliance with all federal, state, provincial, and local compensation regulations.
Lead compensation analytics, workforce insights, and KPI reporting for executive leadership.
Utilize advanced analytics to identify trends, risks, opportunities, and strategic workforce implications.
Oversee compensation-related audits and governance reviews.
Partner closely with Compensation Administration, HR Technology, Payroll, and Finance teams to ensure accurate execution of compensation and recognition programs.
Ensure the integrity of compensation processes, systems, and data.
Drive continuous improvement initiatives that enhance operational effectiveness and user experience.
Oversee vendor relationships and external consulting partnerships supporting compensation and recognition programs.
Lead, coach, and develop a high-performing team of compensation and recognition professionals.
Build organizational capability across the HR function through education, tools, and consultation.
Foster a culture of innovation, collaboration, and continuous improvement.
Provide leadership through Managers and functional experts to ensure successful execution of enterprise priorities.