Director of Compensation

NFI Industries; Camden (NJ); On-site; USD 180,000 - 300,000; Full time

Job summary

NFI Industries is seeking a Director of Compensation in the United States to shape and execute enterprise-wide compensation strategies across hourly, salaried, sales, and executive populations. You will lead a team, develop salary structures, and ensure market competitiveness with rigorous governance and compliance.

The role requires 10+ years in compensation, including 5+ years in a leadership role, and deep expertise in US/Canada pay laws, HRIS platforms, and M&A compensation integration.

Qualifications

• Bachelor’s degree in HR, Finance, or related field; Master’s or CCP certification preferred.
• 10+ years in compensation with 5+ years in a Director/leadership role.
• Experience with base, variable, sales, and executive compensation design.
• Deep knowledge of U.S. and Canada compensation laws.
• Strong communication and influencing skills for executives.
• Attention to detail and data integrity.
• Ability to manage multiple priorities in a fast-paced environment.
• Experience supporting compensation for hourly, professional, and executive roles.
• Experience with HRIS modules such as Workday.
• Expertise in survey participation and incentive plan design.
• Experience leading compensation for M&A activity and integrations.
• Proven ability to drive compensation strategy with business and HR leadership.
• Strong business acumen and financial modeling.
• Strong analytical skills.
• Proficiency with compensation tools and platforms (Workday, ERI, Radford, Mercer, WTW).
• Advanced Microsoft Excel skills.
• Experience with Google Apps and MS Office.

Responsibilities

• Design and evolve compensation strategy across all segments, including hourly, salaried, sales, and executive populations.
• Ensure programs are market-competitive and fiscally responsible.
• Develop and manage compensation philosophy, guiding principles, and governance.
• Ensure compliance with pay-related laws and regulations.
• Develop and lead a high-performing compensation team.
• Manage salary structures, pay bands, and fundamentals for market competitiveness and internal equity.
• Oversee survey participation, benchmarking, and market analysis.
• Collaborate with HRIS and Finance on data integrity and reporting.
• Develop education and communication materials for HR and leaders.
• Advise on compensation planning, job architecture, leveling, and pay equity.
• Collaborate on RFPs and compensation requests.
• Lead compensation programs aligned with M&A activity and workforce transformations.
• Oversee bonus and LTIP frameworks; annual cycle planning.
• M&A integration support—due diligence and post-close alignment.

Skills

Executive communication

Analytical skills

Financial modeling

Leadership

Strategic thinking

Cross-functional collaboration

Education

Bachelor’s degree in HR, Finance, or related field

Master’s degree or CCP certification preferred

Tools

Workday

ERI

Radford

Mercer

WTW

Excel

Google Apps

MS Office

Job description

Overview

The Director of Compensation is responsible for collaborating with the HR and senior business leaders to shape and execute the enterprise-wide compensation strategy in support of NFI’s growth and talent priorities. This role will execute compensation programs that drive performance, align with business objectives, and enable strategic decision‑making. This role leverages data, analytics, and industry trends to inform recommendations, manage compensation governance, and enhance employee engagement through clear and compelling rewards strategies. This position will report to the SVP of HR.

Responsibilities

Compensation Program Management

• Partner with the HR Senior leaders and key business leaders to support the design and evolution of NFI’s compensation strategy across all business segments, including hourly, salaried, sales, and executive populations.
• Ensure compensation programs are aligned with business and talent strategies, market competitive, and fiscally responsible.
• Develop and manage compensation philosophy, guiding principles, and governance practices.
• Ensure compliance with federal, state/provincial, and international pay‑related laws and regulations (e.g., FLSA, pay equity, pay transparency).

Program Management & Team Leadership

• Develop and lead a high‑performing compensation team responsible for execution, analytics, and operational support.
• Manage and evolve salary structures, pay bands, and other compensation fundamentals to ensure market competitiveness and internal equity.
• Oversee compensation survey participation, benchmarking, and market analysis for all job levels.
• Collaborate with HRIS and Finance on data integrity, reporting, and system enhancements.
• Develop compensation education and communication materials for HR and business leaders.

Business Partnership & Influence

• Act as an advisor to business and HR leaders on compensation planning, job architecture, leveling, and pay equity.
• Collaborate on RFPs and business specific compensation requests to support growth and commercial competitiveness.
• Lead compensation programs in alignment with business goals, M&A activity, and workforce transformations.

Bonus & Incentive Programs

• Partner with finance and business leaders to align bonus program frameworks across the organization, ensuring consistency, transparency, and scalability across business units and functions.
• Lead annual compensation cycle planning including budgeting, modeling, and communications.
• Partner to oversee administration of commission and long‑term incentive programs (LTIPs), ensuring alignment with market trends, internal equity, and retention objectives.

M&A and Integration Support

• Provide compensation leadership during mergers and acquisitions including due diligence and post‑close integration of base and incentive programs.
• Evaluate compensation and bonus structures of acquired entities for alignment, harmonization, and integration.

Qualifications

• Bachelor’s degree in Human Resources, Finance, Business, or related field; Master’s degree or CCP certification preferred.
• 10+ years of progressive experience in compensation, with 5+ years in a Director/leadership role; experience in Total Rewards or closely aligned functions preferred.
• Experience in key competencies in key design elements such as base, variable, sales, and executive compensation, including incentive design and compensation‑related leadership for mergers, acquisitions, and integrations.
• Deep knowledge of compensation laws and regulations in the U.S and Canada.
• Exceptional communication and influencing skills with the ability to present complex information to executives and fundamental concepts to employees.
• High attention to detail and commitment to data integrity.
• Ability to manage multiple priorities in a fast‑paced environment.
• Experience supporting compensation programs for a diverse workforce, including hourly, professional, and executive roles.
• Experience in operating compensation modules and design of compensation plans in HR Information Systems such as UKG, Workday, etc.
• Expertise in survey participation and incentive plan design.
• Demonstrated experience leading compensation components of M&A activity and organizational integrations.
• Proven ability to develop and drive compensation strategy in partnership with business and HR leadership.
• Strong business acumen and financial modeling skills.
• Strong analytical skills.
• Proficiency with compensation tools and platforms (e.g., Workday, ERI, Radford, Mercer, WTW).
• Strong Microsoft Excel skills with proficient use of formulas and analysis required.
• Experience working in Google Applications and MS Office Applications.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

LA County Applicants: The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.