Dir-Corporate Compensation

Lowe's; Mooresville (NC); On-site; USD 180,000 - 280,000; Full time

Job summary

Lowe's is seeking a Director of Corporate Compensation to lead the design, governance, and administration of global compensation programs from our Mooresville, NC headquarters. This role ensures market-informed, equitable pay practices aligned with enterprise standards and drives an exceptional associate experience.

You will build and mentor a team, lead annual and mid-year planning, oversee job architecture and pay structures, and partner with HR, Finance, Legal, and Technology to deliver

Qualifications

• Bachelor's degree in business, HR, finance, or related field.
• 10 years of progressive compensation experience.
• 8 years in compensation benchmarking, market pricing, and pay structure administration.
• 8 years leading or supporting large-scale job architecture and job descriptions.
• 5 years leading teams in a matrixed environment.
• Experience leading annual compensation planning and administering incentive programs.

Responsibilities

• Lead and develop a high-performing corporate compensation team, setting priorities and developing capability.
• Advance strategy, governance, design, and administration of base pay, incentives, and related policies.
• Drive annual and mid-year compensation planning, governance, and communications.
• Lead implementation of bonus plan changes, governance, and manager enablement.
• Partner with HR, Talent Acquisition, Technology, Finance, Legal, and senior leaders to deliver market-informed guidance.

Skills

Leadership

Compensation design

Governance

Analytics

Strategic partnering

Education

Bachelor's degree

MBA preferred

Tools

Excel

Workday

HRIS

Job description

Do your Best Work in Mooresville

This position is based at our headquarters in Mooresville, North Carolina. Our corporate office is a space where you can collaborate and do your best work. Take a walk, grab a bite (or a cup of coffee), work out or get a check-up - we invest in you so you can find your inspiration.

Your Impact

The Director, Corporate Compensation leads the design, governance, communication, and administration of corporate compensation programs that support Lowe's business strategy, talent priorities, and pay-for-performance philosophy. Reporting to the Senior Director, Executive and Corporate Compensation, this leader manages and develops a team of compensation professionals and serves as a trusted advisor to HR and business leaders. The Director ensures compensation programs are market-informed, equitable, operationally sound, and aligned with enterprise governance standards. The role also leads job architecture, job description, career framework, pay structure, and compensation technology initiatives that strengthen consistency, transparency, and the associate experience. Additionally, the role leverages market intelligence, analytics, technology, and AI-enabled capabilities to drive informed decision-making, operational excellence, and continuous improvement across compensation programs and processes.

What You Will Do

• Lead and develop a high-performing corporate compensation team, setting clear priorities, building technical and consultative capability, and supporting the team through complex annual compensation cycles and organizational change.
• Advance corporate compensation strategy, design, governance, communication, and administration of corporate compensation programs, including base pay, annual incentive and bonus programs, and related policies.
• Drive annual and mid-year compensation planning processes, including process design, testing, system readiness, reporting, stakeholder communications, training, change management, governance, and issue resolution.
• Lead implementation of bonus plan changes, including the design and rollout of discretionary bonus plan components, plan governance, decision frameworks, communications, documentation, and manager enablement.
• Partner with HR Business Partners, Talent Acquisition, Talent Development, Technology, Finance, Legal, and senior business leaders to deliver practical, market-informed compensation guidance and solutions.
• Oversee compensation benchmarking, market pricing, survey participation, labor-market analysis, and competitive intelligence to inform pay structures, offer guidance, market adjustments, and program design.
• Lead enterprise job architecture initiatives, including job family design, career frameworks, job descriptions, leveling, pay grade alignment, and governance practices that promote consistency and transparency.
• Establish and maintain compensation governance for job evaluation, pay structures, incentive eligibility, plan administration, policy interpretation, leave-of-absence treatment, bridging rules, and other compensation decisions.
• Partner with Technology teams to enhance compensation systems, data infrastructure, reporting, workflow automation, and responsible AI-enabled capabilities that improve decision quality, efficiency, and user experience.
• Support organizational changes, partner in mergers, acquisitions, and integration activity through role mapping, job architecture, leveling, pay structure, incentive alignment, and related compensation analysis.
• Monitor compensation program effectiveness, risks, associate experience, and emerging market practices; recommend improvements that strengthen attraction, retention, engagement, and performance.
• Provide strategic leadership and direct management to compensation sr analyst and consultants, ensuring high performance, professional development, and effective execution of corporate compensation programs
• Mentor and guide the corporate compensation team, fostering a culture of collaboration, innovation and continuous improvement.

Minimum Qualifications

• Bachelor's degree in business, HR, finance, or related field or equivalent years of experience in lieu of education requirement, if applicable
• 10 years of progressive experience in compensation or a related human resources discipline.
• 8 years of experience with compensation benchmarking, market pricing, pay structure administration, and compensation consultation.
• 8 years of experience leading or supporting large-scale job architecture, job evaluation, career framework, and job description initiatives.
• 5 years of experience leading and developing teams with both direct reports or/or leading in a cross functional/matrixed environment
• Experience leading annual compensation planning and administering incentive or bonus programs in a large, complex organization.
• Experience partnering effectively across HR, Talent Acquisition, Talent Development, Technology, Finance, Legal, and business leadership in a matrixed environment.

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