Director Compensation

The Rosen Group; Lawrenceville (NJ); On-site; USD 180,000 - 260,000; Full time

Job summary

The Rosen Group in Lawrenceville, NJ is seeking a Compensation Director to own and advance pay strategy, compensation philosophy, and job architecture. You will benchmark roles against market data, maintain salary structures, and design bonus, commission, and equity programs.

This role requires leading the annual merit and incentive cycle with budget modeling and cost analysis for Finance and the executive team.

Qualifications

• At least 10 years corporate compensation leadership experience required.
• Experience setting compensation philosophy and job architecture.
• Benchmarking roles against market survey data and designing bonus, commission, and equity programs.
• Experience with FLSA, pay equity, and state pay-transparency compliance.
• Open to contractor, contract-to-hire, or direct hire; prefer executive compensation experience.

Responsibilities

• Owns pay strategy, compensation philosophy, and job architecture.
• Runs the annual merit and incentive cycle end to end: budget modeling, manager guidelines, system setup, and cost analysis for Finance and the executive team.
• Ensure compliance with FLSA, pay equity, and state pay-transparency regulations.
• Reports directly to Head of HR; no direct reports.

Skills

Pay strategy

Market benchmarking

Salary structures

Incentive programs

Budget modeling

System setup

FLSA compliance

Pay equity

Executive compensation

Leadership experience

Job description

Our client, a mid-sized life sciences company in the Lawrenceville, NJ area, has an immediate need for a Compensation Director. This is a full-time position, and the candidate must work on site at least 3 days per week .

The Compensation Director owns pay strategy setting the compensation philosophy and job architecture, benchmarking roles against market survey data, maintaining salary structures, and designing bonus, commission, and equity programs. They run the annual merit and incentive cycle end to end — budget modeling, manager guidelines, system set up, and cost analysis for Finance and the executive team — while ensuring FLSA, pay equity, and state pay-transparency compliance.

Reports directly to Head of HR. No direct reports.

At least 10 years corporate compensation leadership experience required.

The client is open to a contractor, contract to hire or a direct hire candidate. Prefer compensation committee and executive compensation experience.