Director of Compensation

Wayne-Sanderson Farms; Atlanta (GA); On-site; USD 180,000 - 280,000; Full time

Job summary

Wayne-Sanderson Farms seeks a Director of Compensation to shape how we attract, reward, and retain talent. You will lead the enterprise compensation function, building a scalable, data-driven architecture and governance framework across the organization.

You will partner with senior leaders and the Board to guide executive compensation, ensure pay equity, and drive transformation of compensation programs using Workday Advanced Compensation.

Qualifications

• 10+ years of progressive compensation experience, including leadership in a corporate environment.
• Deep expertise in compensation design, benchmarking, analytics, job architecture, and program governance.
• Experience leading compensation transformation or modernization initiatives.
• Strong business acumen and the ability to influence senior leadership with clarity and confidence.
• Experience working with Workday (Advanced Compensation strongly preferred).
• Professional certifications such as CCP or CECP are a plus.
• Ability to simplify complexity, make sound recommendations, and build trust across the organization.

Responsibilities

• Build and evolve a compensation strategy that supports long-term business goals and a high-performance culture.
• Lead the design of base pay, short-term incentives, and long-term reward programs.
• Monitor labor market trends, regulatory changes, and competitive insights to guide leaders and advise executives.
• Ensure that compensation programs remain fair, competitive, and aligned with organizational philosophy.
• Oversee market pricing, job evaluation, job architecture, pay equity reviews, and annual compensation planning cycles.
• Partner with senior leaders and the Board’s Human Capital Committee to support executive compensation governance and program preparation.
• Establish consistent processes and guidelines that improve fairness and clarity across the enterprise.
• Strengthen compensation governance through tools, documentation, reporting, and communication.
• Lead, mentor, and develop a high-performing Compensation COE focused on accuracy, integrity, and operational excellence.
• Build a culture of collaboration, learning, and continuous improvement.
• Guide the team in using technology and analytics to improve transparency and efficiency.
• Partner with HR, Finance, Legal, Payroll, Talent Acquisition, and HRIS to deliver seamless total rewards solutions.
• Collaborate closely with HRIS to maximize Workday, especially Advanced Compensation, for data quality, automation, and program effectiveness.
• Translate complex compensation concepts into simple, clear guidance for leaders and employees.

Skills

Leadership

Strategic thinking

Cross-functional collaboration

Communication

Analytics

Tools

Workday Advanced Compensation

Job description

Strategic Compensation Leader | Job Architecture | Center of Excellence

We are seeking a strategic, forward‑thinking Director of Compensation who can shape how our organization attracts, rewards, and retains talent. This role leads our enterprise Compensation function, reporting to the VP of Total Rewards & HRIS, and is responsible for building a scalable, transparent, and data‑driven approach to compensation across the company.

This is an ideal opportunity for a leader who understands both the strategy and the execution of compensation programs, can build and refine job architecture, and can develop a high‑performing Center of Excellence that strengthens consistency, fairness, and governance. If you enjoy influencing senior leaders, managing large‑scale programs, and turning complex ideas into clear, practical solutions, this role offers a significant platform for impact.

What You Will Lead

Compensation Strategy & Design

• Build and evolve a compensation strategy that supports long‑term business goals and a high‑performance culture.


• Lead the design of base pay, short‑term incentives, and long‑term reward programs.


• Monitor labor market trends, regulatory changes, and competitive insights to guide leaders and advise executives.


• Ensure that compensation programs remain fair, competitive, and aligned with organizational philosophy.

Program Leadership & Governance

• Oversee market pricing, job evaluation, job architecture, pay equity reviews, and annual compensation planning cycles.


• Partner with senior leaders and the Board’s Human Capital Committee to support executive compensation governance and program preparation.


• Establish consistent processes and guidelines that improve fairness and clarity across the enterprise.


• Strengthen compensation governance through tools, documentation, reporting, and communication.

People Leadership

• Lead, mentor, and develop a high‑performing Compensation COE focused on accuracy, integrity, and operational excellence.


• Build a culture of collaboration, learning, and continuous improvement.


• Guide the team in using technology and analytics to improve transparency and efficiency.

Cross‑Functional Partnership

• Partner with HR, Finance, Legal, Payroll, Talent Acquisition, and HRIS to deliver seamless total rewards solutions.


• Collaborate closely with HRIS to maximize Workday, especially Advanced Compensation, for data quality, automation, and program effectiveness.


• Translate complex compensation concepts into simple, clear guidance for leaders and employees.

What You Bring

• 10+ years of progressive compensation experience, including leadership in a corporate environment.


• Deep expertise in compensation design, benchmarking, analytics, job architecture, and program governance.


• Experience leading compensation transformation or modernization initiatives.


• Strong business acumen and the ability to influence senior leadership with clarity and confidence.


• Experience working with Workday (Advanced Compensation strongly preferred).


• Professional certifications such as CCP or CECP are a plus.


• Ability to simplify complexity, make sound recommendations, and build trust across the organization.

Why This Role Matters

Compensation shapes how employees feel about fairness, growth, and opportunity. As the Director of Compensation, you will establish the framework, practices, and tools that support pay transparency, competitive positioning, and performance differentiation. Your work will directly influence how the company rewards talent, strengthens culture, and prepares for the future.

We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.