Director of Compensation

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    "url": "https://careers-gdifamilyofbrands.icims.com/jobs/23814/director-of-compensation/job",
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    "title": "Director of Compensation",
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    "datePosted": "2024-06-08T08:16:35.899Z",
    "description": "<h2>Overview</h2>\n<p><strong>Great Day Improvements - Director of Compensation</strong></p>\n<p> </p>\n<p>The Director of Compensation will lead the strategy, design, and execution of compensation programs across a high-growth, direct-to-consumer home remodeling organization. This role partners closely with executive leadership, finance, operations, retail leadership, call center, inside sales, and field marketing teams to build compensation frameworks that drive profitable growth, operational accountability, customer experience, and retention. </p>\n<p>The initial focus will center on strengthening retail management compensation structures and commission plans to better align with the organization. </p>\n<p>This leader must bring a strong blend of business acumen, analytical capability, operational understanding, and compensation expertise within performance-driven environments. </p>\n<h2>Responsibilities</h2>\n<ul>\n <li>Lead the development and optimization of compensation strategies aligned with company growth, profitability, and operational goals. </li>\n</ul>\n<ul>\n <li>Design scalable compensation structures across retail leadership, branch management, inside sales, call center, field marketing, and operational leadership teams. </li>\n</ul>\n<ul>\n <li>Build commission and incentive programs that reinforce accountability, customer experience, profitable growth, retention, and operational execution. </li>\n</ul>\n<ul>\n <li>Partner with operations and finance leaders to evaluate compensation effectiveness against branch P&L performance, productivity, margin, conversion, retention, and customer satisfaction metrics. </li>\n</ul>\n<ul>\n <li>Drive compensation analytics, reporting, modeling, forecasting, benchmarking, and governance practices across the organization. </li>\n</ul>\n<ul>\n <li>Ensure compensation programs remain competitive, scalable, compliant, and aligned with evolving business objectives. </li>\n</ul>\n<ul>\n <li>Serve as a strategic advisor to leadership regarding compensation philosophy, incentive effectiveness, organizational design, and performance alignment. </li>\n</ul>\n<ul>\n <li>Help establish compensation frameworks that support entrepreneurial growth while driving consistency, transparency, and operational discipline. </li>\n</ul>\n<h2>Qualifications</h2>\n<ul>\n <li>Advanced study and certifications or extensive experience in Human Resources, Finance, Business, or related field required. Preferably someone comfortable with Financial Planning and Analysis who loves compensation and driving behaviors. </li>\n</ul>\n<ul>\n <li>8+ years of progressive compensation leadership experience within growth-oriented, operationally intensive organizations. Consultancy is preferred as our person rolls their shirt sleeves up – listens, designs and analyzes with support of resources through influence.  </li>\n</ul>\n<ul>\n <li>Strong expertise in commission design, incentive compensation, retail leadership compensation, and variable pay structures. </li>\n</ul>\n<ul>\n <li>Experience supporting direct-to-consumer, retail, home services, home remodeling, or multi-location operational businesses preferred. </li>\n</ul>\n<ul>\n <li>Proven ability to connect compensation strategy to P&L performance, operational metrics, and customer outcomes. </li>\n</ul>\n<ul>\n <li>Strong analytical, financial modeling, and compensation systems experience required. </li>\n</ul>\n<ul>\n <li>Experience partnering closely with executive leadership, finance, operations, and sales organizations. </li>\n</ul>\n<ul>\n <li>Ability to lead and influence within fast-paced, entrepreneurial, and evolving environments. </li>\n</ul>\n<p> </p>\n<p><strong>Core Competencies:</strong></p>\n<ul>\n <li><strong>Strategic Business Acumen</strong> </li>\n</ul>\n<ul>\n <li>Understands how compensation drives profitability, operational performance, customer experience, and organizational growth. </li>\n</ul>\n<ul>\n <li><strong>Incentive Compensation Expertise</strong> </li>\n</ul>\n<ul>\n <li>Deep experience designing scalable commission and variable compensation structures that drive measurable business outcomes. </li>\n</ul>\n<ul>\n <li><strong>Analytical Capability</strong> </li>\n</ul>\n<ul>\n <li>Strong modeling, reporting, forecasting, and data interpretation skills with the ability to translate insights into action. </li>\n</ul>\n<ul>\n <li><strong>Leadership & Influence</strong> </li>\n</ul>\n<ul>\n <li>Builds strong relationships and influences effectively across functions and leadership levels. </li>\n</ul>\n<ul>\n <li><strong>Operational Mindset</strong> </li>\n</ul>\n<ul>\n <li>Brings practical understanding of branch operations, sales environments, customer experience, and performance management. </li>\n</ul>\n<ul>\n <li><strong>Change Agility</strong> </li>\n</ul>\n<ul>\n <li>Thrives in fast-moving, entrepreneurial environments requiring adaptability, urgency, and continuous improvement. </li>\n</ul>\n<p> </p>\n<p><strong>Compensation Philosophy:</strong></p>\n<p>A core tenet of the organization’s compensation philosophy is a strong preference toward variable compensation aligned to role impact and measurable business outcomes. Compensation structures will be designed by role with an intentional focus on performance-based earnings opportunities tied to profitability, customer experience, operational execution, growth, and accountability. </p>\n<p>The organization believes compensation should directly reinforce behaviors and outcomes that strengthen branch performance, customer satisfaction, retention, and long-term enterprise value creation. </p>\n<p> </p>\n<p><strong>Guiding Principles:</strong></p>\n<ul>\n <li>Compensation should drive profitable growth and operational accountability. </li>\n</ul>\n<ul>\n <li>Variable compensation should align closely to measurable performance and role impact. </li>\n</ul>\n<ul>\n <li>Customer experience and strong NPS performance matter as much as revenue growth. </li>\n</ul>\n<ul>\n <li>Compensation structures should remain simple, scalable, transparent, and performance oriented. </li>\n</ul>\n<ul>\n <li>High-performing teams and leaders should have meaningful upside tied to business outcomes. </li>\n</ul>\n<ul>\n <li>Data, analytics, and operational results should guide compensation decisions. </li>\n</ul>\n<ul>\n <li>Collaboration across sales, operations, marketing, customer experience, and leadership teams is essential to long-term success. </li>\n</ul>\n<p> </p>\n<p>This job description provides a framework for the general nature and level of work to be performed. It encompasses the essential duties, skills, initial priorities, and additional priorities to further clarify the expectations and impact of the role.</p>\n<p> </p>\n<p>GDI is an Equal Employment Opportunity Employer</p>\n<p><em>#INDGDI</em></p>\n<p> </p>\n<p> </p>",
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