Director- Compensation

Luxottica; New York (NY); On-site; USD 200,000 - 240,000; Full time

Benefits offered by this job

Health care

Retirement savings plan

Paid time off

Job summary

EssilorLuxottica's North America Total Rewards team seeks a Director, Compensation to partner with senior leaders and HR partners. You will design, govern, and continuously improve base pay, bonuses, and incentive programs while ensuring data integrity and scalable processes across our business areas.

You will lead compensation systems and analytics, establishing governance and driving cost modeling with Finance, ensuring compliance with applicable laws and regulations.

Qualifications

• 8+ years of progressive compensation experience including plan design, market pricing, salary administration, incentive compensation, analytics, governance, and process compensation management.
• Proficiency with Microsoft Office platforms, including advanced Excel and PowerPoint; experience with compensation planning, reporting, and analytics tools.
• Knowledge of applicable federal and state laws, pay transparency requirements, and related compliance considerations.
• Bachelor’s degree in business, HR, finance or related field required; CCP or Total Rewards certification preferred.

Responsibilities

• Serve as a strategic compensation partner to assigned business areas providing consultative guidance to leaders and HR partners on pay decisions, organizational changes, job evaluations, market competitiveness, retention needs, and application of compensation programs.
• Lead the design, governance, administration, and continuous improvement of broad-based compensation programs including base pay, annual bonus, incentive pay programs, and related compensation processes.
• Oversee compensation systems and processes including workflows, data integrity, reporting, controls, automation opportunities, and partnership with HR Systems.
• Manage annual salary planning, incentive planning, market pricing, job architecture, and compensation planning tools & technologies.
• Establish incentive strategy and governance including design, frameworks, performance measures, plan eligibility, documentation, and cost modeling with Finance.
• Build analytics and decision support by translating data into recommendations for leaders and HR partners.
• Ensure compensation programs are compliant with laws and governance standards.

Skills

Strategic partnership

Analytical thinking

Cross-functional leadership

Communication

Education

Bachelor’s degree in business, Human Resources, Finance, or related field

Tools

Excel

PowerPoint

Compensation planning tools

Job description

We are a global leader in the design, manufacture, and distribution of ophthalmic lenses, frames, and sunglasses. We offer our industry stakeholders in over 150 countries access to a global platform of high-quality vision care products such as the Essilor brand, with Varilux, Crizal, Eyezen, Stellest and Transitions, iconic brands that consumers love such as Ray-Ban, Oakley, Persol and Oliver Peoples, as well as a network that offers consumers high-quality vision care and best-in-class shopping experiences such as Sunglass Hut, LensCrafters, and Target Optical, and leading e-commerce platforms.

Our portfolio of more than 150 renowned brands span various categories, from frames, lenses and instruments to brick and mortar and digital distribution as well as mid-range to premium segments. Our Shared Services Team, accompany and enable others within the EssilorLuxottica collective to achieve their targets. They keep people and projects running smoothly, ensuring every part of our business is provided for and well taken care of.

The Director, Compensation is a key member of the North America Total Rewards Leadership team responsible for delivering strategic compensation partnership, program governance, analytics, and process excellence for assigned business areas. This role partners closely with business leaders, HR Business Partners, Finance, Legal, HR Systems, and global Compensation to design, govern, administer, and continuously improve compensation programs that support business priorities, attract and retain talent, reinforce performance, and ensure scalable processes delivering consistent, compliant pay practices.

MAJOR DUTIES AND RESPONSIBILITIES

• Serve as a strategic compensation partner to assigned business areas providing consultative guidance to leaders and HR partners on pay decisions, organizational changes, job evaluations, market competitiveness, retention needs, and application of compensation programs.
• Lead the design, governance, administration, and continuous improvement of broad-based compensation programs including base pay, annual bonus, incentive pay programs, and related compensation processes.
• Lead assigned compensation systems, tools, and process governance including workflows, process documentation, data integrity, reporting, controls, automation opportunities, and partnership with HR Systems to improve scalability, consistency, and user experience.
• Oversee compensation support for annual and recurring processes including salary planning, incentive planning, market pricing, job architecture, and compensation planning tools & technologies.
• Establish incentive strategy and governance including incentive design, operational frameworks, performance measures, plan eligibility, plan documentation, governance structures, and partnership with Finance and commercial teams on cost modeling, accruals, plan funding, and performance tracking.
• Build stronger analytics, insights, and decision support for leaders and HR partners by translating compensation data, market intelligence, workforce trends, internal equity, and projected outcomes into clear recommendations.
• Establish, monitor, and communicate compensation program metrics to evaluate effectiveness, competitiveness, consistency, cost, process performance, and areas for improvement.
• Ensure compensation programs, processes, and decisions are administered consistently and in compliance with applicable, federal, state, provincial, local laws & regulations, company policies, and governance standards.

BASIC QUALIFICATIONS

• Bachelor’s degree in business, Human Resources, Finance, or related field.
• 8+ years of progressive compensation experience including plan design, market pricing, salary administration, incentive compensation, analytics, governance, and process compensation management.
• Proficiency with Microsoft Office platforms, including advanced Excel and PowerPoint; experience with the latest compensation planning, reporting, and analytics tools.
• Knowledge of applicable federal and state laws, pay transparency requirements, and related compliance considerations.

PREFERRED QUALIFICATIONS

• Certified Compensation Professional (CCP) or other relevant Total Rewards certification
• Experience with incentive design and governance for sales, business-to-business, retail, operations, or field-based populations.
• Experience in wholesale, retail, manufacturing, healthcare, life sciences, consumer, or other large-scale operating environments.

Pay Range:200,383.60 - $240,000.00

This posting is for an existing vacancy within our business.Employee pay is determined by multiple factors, including geography, experience, qualifications, skills and local minimum wage requirements. In addition, you may also be offered a competitive bonus and/or commission plan, which complements a first-class total rewards package. Benefits may include health care, retirement savings, paid time off/vacation, and various employee discounts.

EssilorLuxottica complies with all applicable laws related to the application and hiring process. If you would like to provide feedback regarding an active job posting, or if you are an individual with a disability who would like to request a reasonable accommodation, please call the EssilorLuxottica SpeakUp Hotline at 844-303-0229 (be sure to provide your name, job id number, and contact information so that we may follow up in a timely manner) or email [e-mail] .

We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, gender, national origin, social origin, social condition, being perceived as a victim of domestic violence, sexual aggression or stalking, religion, age, disability, sexual orientation, gender identity or expression, citizenship, ancestry, veteran or military status, marital status, pregnancy (including unlawful discrimination on the basis of a legally protected pregnancy or maternity leave), genetic information or any other characteristics protected by law. Native Americans in the US receive preference in accordance with Tribal Law.

Nearest Major Market: Manhattan
Nearest Secondary Market: New York City
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