Director, Compensation

RaceTrac; Atlanta (GA); On-site; USD 180,000 - 230,000; Full time

Job summary

RaceTrac is seeking a Director, Compensation to lead its compensation function across a multi-business retail environment. You will translate our compensation philosophy into scalable programs that attract, retain, and reward talent while supporting growth and financial discipline.

Partnering with HR Leadership, Finance, and business leaders, you will govern base pay, incentives, executive compensation, and program architecture.

Qualifications

• Bachelor’s degree in HR, Finance, or a related field.
• 10+ years in compensation or total rewards; enterprise strategy experience.
• 5+ years of leadership spanning strategy, operations and stakeholders.
• Expertise in compensation program design, benchmarking, governance, incentives, and executive pay.
• Experience leading compensation programs in multi-business, retail, or high-volume environments.
• Strong background in analytics, systems, process optimization, and change management.
• Master’s degree or CCP/GRP certification preferred.

Responsibilities

• Own the enterprise compensation philosophy and translate it into clear, practical programs that support business growth, talent attraction, retention, and financial discipline.
• Architect and govern base pay, short-term incentives, long-term incentives, recognition, and executive compensation programs across RaceTrac, Potbelly, Gulf, Energy Dispatch, and Shared Services.
• Design scalable compensation frameworks that align individual, team, and enterprise performance with rewards.
• Lead enterprise compensation cycles, including merit, bonus, incentive, executive compensation, and annual planning processes.
• Establish compensation standards, guardrails, approval practices, and decision criteria that promote rigor, consistency, and defensibility.
• Set direction across job pricing, range management, compensation administration, offer guidance, and pay decision support.
• Improve operational discipline by simplifying workflows, clarifying ownership, strengthening documentation, and improving service delivery.
• Set benchmarking and market pricing across units; oversee analytics, reporting, and modeling to support informed decisions.
• Advise HR Leadership, Finance, and senior leaders on executive pay, STI/LTIP design, and governance.

Skills

Compensation strategy

Executive compensation

Governance

Leadership

Analytics

Incentives design

Cross-functional collaboration

Education

Bachelor’s degree in HR/Finance/Business

Master’s degree or CCP/GRP certification preferred

Job description

RaceTrac Company Overview

Job Description:

Director, Compensation

Position Summary

The Director, Compensation will lead RaceTrac’s compensation function forward by bringing the company’s compensation philosophy to life across a complex, multi-business environment. This role is responsible for building market-competitive compensation frameworks, fostering a pay-for-performance culture, and ensuring compensation programs help attract, retain, and reward the talent needed to support RaceTrac’s continued growth.

Serving as the enterprise compensation leader, this role partners with HR Leadership, Finance, and business leaders to translate business strategy into scalable pay programs and clear compensation decisions. The Director will provide strong market perspective, disciplined governance, and practical recommendations that enable leaders to make thoughtful pay decisions aligned to business needs, talent priorities, and financial discipline.

Key Responsibilities

Compensation Strategy, Philosophy & Program Architecture

• Own the enterprise compensation philosophy and translate it into clear, practical programs that support business growth, talent attraction, retention, and financial discipline
• Architect and govern base pay, short-term incentives, long-term incentives, recognition, and executive compensation programs across RaceTrac, Potbelly, Gulf, Energy Dispatch, and Shared Services
• Design scalable compensation frameworks that align individual, team, and enterprise performance with rewards
• Ensure programs are consistently applied across a complex, multi-business, multi-unit workforce environment

Compensation Governance, Standards & Operational Execution

• Lead enterprise compensation cycles, including merit, bonus, incentive, executive compensation, and annual planning processes
• Establish compensation standards, guardrails, approval practices, and decision criteria that promote rigor, consistency, and defensibility
• Set direction across job pricing, range management, compensation administration, offer guidance, and pay decision support
• Improve operational discipline by simplifying workflows, clarifying ownership, strengthening documentation, and improving service delivery

Market Intelligence, Analytics & Financial Stewardship

• Set the enterprise approach to benchmarking, survey participation, market pricing, and compensation positioning across business units
• Oversee job matching, pay range analysis, analytics, reporting, and modeling to support informed compensation decisions
• Translate market insights, pay trends, internal equity considerations, and financial impact into clear recommendations for senior leaders
• Monitor external trends and internal signals to identify competitive gaps, program risks, cost implications, and opportunities to improve effectiveness

Executive Compensation & Senior Leader Advisory

• Serve as a trusted advisor to HR Leadership, Finance, and senior business leaders on executive pay, incentive design, and complex compensation decisions
• Lead STI and LTIP design, administration, and governance to align senior leadership behavior with enterprise performance and long-term value creation
• Bring executive-level presence, sound judgment, and practical recommendations to high-impact compensation discussions
• Partner with Legal, HR, and Finance to ensure compensation decisions are compliant, defensible, financially sound, and aligned to business needs

Team Leadership, COE Partnership & Change Enablement

• Lead and develop a high-performing compensation team with clear priorities, strong technical capability, and defined ownership
• Define how compensation work is delivered across the COE, HRBPs, Finance, Legal, Payroll, HR Systems, and business leaders
• Lead cross-functional teams through complex compensation cycles, program changes, integrations, and enterprise initiatives
• Build trusted partnerships that connect compensation strategy to business needs, talent priorities, associate experience, and financial discipline

Qualifications

• Bachelor’s degree in Human Resources, Business, Finance, or a related field
• 10+ years of progressive experience in compensation or total rewards, including enterprise compensation strategy and program design
• 5+ years of leadership experience spanning strategy, operations, team leadership, and senior stakeholder partnership
• Deep expertise in compensation program design, benchmarking, governance, incentives, and executive compensation
• Proven success leading compensation programs in multi-business, retail, or high-volume workforce environments
• Strong background in compensation systems, analytics, process optimization, and cross-functional change management
• Master’s degree or relevant certification such as CCP or GRP preferred

Responsibilities:

Key Responsibilities

Compensation Strategy, Philosophy & Program Architecture

• Own the enterprise compensation philosophy and translate it into clear, practical programs that support business growth, talent attraction, retention, and financial discipline
• Architect and govern base pay, short-term incentives, long-term incentives, recognition, and executive compensation programs across RaceTrac, Potbelly, Gulf, Energy Dispatch, and Shared Services
• Design scalable compensation frameworks that align individual, team, and enterprise performance with rewards
• Ensure programs are consistently applied across a complex, multi-business, multi-unit workforce environment

Compensation Governance, Standards & Operational Execution

• Lead enterprise compensation cycles, including merit, bonus, incentive, executive compensation, and annual planning processes
• Establish compensation standards, guardrails, approval practices, and decision criteria that promote rigor, consistency, and defensibility
• Set direction across job pricing, range management, compensation administration, offer guidance, and pay decision support
• Improve operational discipline by simplifying workflows, clarifying ownership, strengthening documentation, and improving service delivery

Market Intelligence, Analytics & Financial Stewardship

• Set the enterprise approach to benchmarking, survey participation, market pricing, and compensation positioning across business units
• Oversee job matching, pay range analysis, analytics, reporting, and modeling to support informed compensation decisions
• Translate market insights, pay trends, internal equity considerations, and financial impact into clear recommendations for senior leaders
• Monitor external trends and internal signals to identify competitive gaps, program risks, cost implications, and opportunities to improve effectiveness

Executive Compensation & Senior Leader Advisory

• Serve as a trusted advisor to HR Leadership, Finance, and senior business leaders on executive pay, incentive design, and complex compensation decisions
• Lead STI and LTIP design, administration, and governance to align senior leadership behavior with enterprise performance and long-term value creation
• Bring executive-level presence, sound judgment, and practical recommendations to high-impact compensation discussions
• Partner with Legal, HR, and Finance to ensure compensation decisions are compliant, defensible, financially sound, and aligned to business needs

Team Leadership, COE Partnership & Change Enablement

• Lead and develop a high-performing compensation team with clear priorities, strong technical capability, and defined ownership
• Define how compensation work is delivered across the COE, HRBPs, Finance, Legal, Payroll, HR Systems, and business leaders
• Lead cross-functional teams through complex compensation cycles, program changes, integrations, and enterprise initiatives
• Build trusted partnerships that connect compensation strategy to business needs, talent priorities, associate experience, and financial discipline

Qualifications:

Qualifications

• Bachelor’s degree in Human Resources, Business, Finance, or a related field
• 10+ years of progressive experience in compensation or total rewards, including enterprise compensation strategy and program design
• 5+ years of leadership experience spanning strategy, operations, team leadership, and senior stakeholder partnership
• Deep expertise in compensation program design, benchmarking, governance, incentives, and executive compensation
• Proven success leading compensation programs in multi-business, retail, or high-volume workforce environments
• Strong background in compensation systems, analytics, process optimization, and cross-functional change management
• Master’s degree or relevant certification such as CCP or GRP preferred

All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.