Director, Compensation

WWE; Stamford (CT); On-site; USD 120,000 - 160,000; Full time

Job summary

A leading entertainment company in Stamford is seeking a Director of Compensation. The role involves designing and implementing global compensation strategy, ensuring pay equity, and driving performance culture. The ideal candidate has over 10 years of compensation experience, strong analytical skills, and a collaborative mindset. This position offers opportunities to influence compensation policies and work cross-functionally across the organization.

Qualifications

• 10+ years of progressive compensation experience.
• 5+ years leading global programs and implementing pay-for-performance strategies.

Responsibilities

• Design and execute a global compensation strategy.
• Oversee compensation planning processes.
• Conduct compensation benchmarking and market analyses.
• Establish global governance policies.

Skills

Compensation strategy development

Stakeholder management

Data analysis

Project management

Communication skills

Financial acumen

Education

Bachelor’s degree

Advanced degree or CCP preferred

Tools

Workday

Mercer

Excel/Google Sheets

Job description

Position Summary:

The Director, Compensation, is a key strategic leader responsible for the design, implementation, and governance of global compensation programs across the company. This includes base salary structures, incentive programs, equity plans, job architecture, and pay-for-performance frameworks.

This role is critical in driving a high-performance culture by aligning pay decisions with measurable business and individual outcomes. Working closely with key stakeholders, including Finance and business leadership, this role will implement compensation strategies that are competitive, equitable, and performance-driven— across our global organization.

Key Responsibilities

Compensation Strategy

• In partnership with the SVP, Total Rewards lead the design and execution of a global compensation strategy that reinforces a strong pay-for-performance culture.
• Aim to build out compensation programs that reward measurable impact, drive accountability, and support business growth and innovation.
• Provide strategic guidance on linking variable pay (bonuses, incentives, equity) to individual and business performance.
• Oversee the design and management of sales commission plans and variable incentive programs, ensuring they are competitive, results-oriented, and aligned with business goals.

Program Design & Execution

• Own global compensation planning processes, including annual salary increase reviews, bonus programs, and equity—ensuring performance data informs pay decisions.
• Build and maintain salary structures, short- and long-term incentive plans, and internal job frameworks that support scalable and consistent pay practices within business units and across the company.

Market Intelligence & Competitive Positioning

• Conduct compensation benchmarking and market analyses to ensure compensation offerings remain competitive, fair, and aligned.
• Leverage data to drive compensation decisions that support strategic talent segments, critical roles, and high-performing teams.
• Champion the adoption of AI-powered tools and advanced analytics to enhance compensation benchmarking, internal equity analysis, and market competitiveness—helping us make smarter, faster, and more inclusive compensation decisions.

Governance, Compliance & Equity

• Establish and enforce global governance policies to ensure consistency, transparency, and compliance with legal requirements (e.g., pay equity laws, FLSA, local labor laws).
• Collaborate with Legal, HR, and other teams to ensure compensation practices are inclusive and equitable.

Collaboration & Stakeholder Influence

• Act as a trusted advisor to HRBPs, Talent Acquisition, and senior leaders on compensation-related matters, including performance cycles, promotions, and offer structuring.
• Provide compensation training and tools to HR partners and people managers to ensure consistent application of pay-for-performance principles.
• Support leadership with education and tools to make informed, equitable, and performance-based pay decisions.
• Work cross-functionally with Finance and HRIS teams to ensure effective administration of compensation and incentive plans.

Qualifications

Education & Experience

• Bachelor’s degree required; advanced degree or CCP (Certified Compensation Professional) preferred.
• 10+ years of progressive compensation experience, including 5+ years leading global programs and implementing pay-for-performance strategies.

Skills & Competencies

• Proficient in compensation platforms and tools (e.g., Workday, Mercer, Excel/Google Sheets modeling).
• Excellent stakeholder management and communication skills; ability to translate complex pay/incentive concepts to non‑HR audiences.
• Expertise in compensation design, pay-for-performance modeling, incentive programs, and job architecture.
• Strong financial acumen with the ability to build data-driven business cases and performance-linked compensation structures.
• Exceptional analytical, project management, and communication skills.
• Strategic thinker and collaborative partner who can influence across levels and functions.