Human Resources - Senior Director, Compensation

Children's Health; College Park (MD); Remote; USD 120,000 - 160,000; Full time

Job summary

Children's Health is seeking a Senior Director, Compensation to lead the design and administration of compensation programs. This key role requires expertise in compensation analytics, leadership experience, and collaboration with cross-functional teams to ensure competitive pay practices, driving organizational success.

Benefits

Employee premium coverage after 3 years

4%-10% savings plan match based on tenure

Paid Parental Leave (up to 12 weeks)

Caregiver Leave

Adoption and surrogacy reimbursement

Qualifications

• 10+ years in compensation with at least 3 years in leadership.
• Strong expertise in compensation analytics and program design.
• CCP designation preferred.

Responsibilities

• Manage and administer broad-based compensation programs.
• Lead compensation strategy and oversee salary planning.
• Ensure compliance with labor laws and effective pay practices.

Skills

Analytical Skills

Compensation Benchmarking

Program Design

Pay Equity Analysis

HR Technology Expertise

Collaboration

Leadership

Influencing Skills

Education

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

Master’s degree

Job description

Job Title & Specialty Area: Senior Director, Compensation

Department: Human Resources

Location: Dallas, TX

Shift: Mon - Fri, 8A - 5P

Job Type: Remote, with onsite requirements as needed

Why Children’s Health?
At Children's Health, our mission is to Make Life Better for Children, and we recognize that their health plays a crucial role in achieving this goal.

Through our cutting-edge treatments and affiliation with UT Southwestern, we strive to deliver an extraordinary patient and family experience, ensuring that every moment, big or small, contributes to their overall well-being.

Our dedication to promoting children's health extends beyond our organization and encompasses the broader community. Together, we can make a significant difference in the lives of children and contribute to a brighter and healthier future for all.

Summary:

A key leadership role within the HR, Learning and Leadership Institute (HRLLI), the Senior Director, Compensation is responsible for managing the design, governance, and administration of broad-based compensation programs, ensuring alignment with the organization’s people priorities, business strategy, and market competitiveness.

Key Responsibilities:

Leadership & Governance

• Serve as a member of the HRLLI Leadership Team, contributing to the organization’s compensation strategy and execution.
• Provide data-driven insights, market trends, and compensation analytics to support strategy set by the VP, Total Rewards and Chief People Officer
• Lead a team of compensation professionals, ensuring strong performance, continuous development, and strategic alignment with enterprise goals
• Collaborate with HR, Legal, Finance, and business leaders to ensure effective execution and communication of compensation programs

Program Management

• Manage the administration and governance of all non-executive broad-based compensation programs and initiatives, including base pay structures, premium pay, incentive programs, and salary planning
• Ensure compensation programs align with job architecture, internal job standards, and market competitiveness
• Oversee annual salary planning and administration, ensuring calendar alignment with and support performance management objectives
• Conduct market benchmarking and internal pay analyses to maintain competitive and equitable pay practices
• Monitor and analyze compensation trends, ensuring proactive recommendations and solutions

Compliance & Equity Management

• Oversee the annual pay equity analyses and in partnership with the external vendor and internal legal partners, recommend actions to maintain fair and equitable compensation practices
• Ensure compliance with applicable labor laws and compensation regulations
• Partner with Legal and Employee Experience teams to drive fair and equitable compensation decisions across the organization

Stakeholder Collaboration & System Integration

• Work closely with Talent Acquisition to ensure offers are aligned with compensation guidelines
• Partner with Learning & Leadership Development to provide compensation training for managers and employees
• Collaborate with HR Consulting and Employee Relations to resolve complex compensation matters
• Leverage HR technology and analytics to drive insights, optimize processes, and contribute to the ongoing review of competitive market position; lead solutioning and provide recommendations to meet the organization objectives to provide competitive and equitable pay
• Provide compensation-related communication and support throughout the employee lifecycle (hiring, promotion, retention, and exit)

Consultant & Vendor Management

• Manage external compensation consultants and vendor relationships
• Lead RFPs, negotiate contracts, and oversee service delivery for compensation-related solutions

Decision-Making & Governance

• Recommend compensation, governance policies and procedures; ensure annual review and reconciliation of practices, presenting recommendations to improve performance, gain efficiency or to meet other business needs. Gain proper approval from the HRLLI executive leadership
• Ensure compensation decisions align with financial and organizational goals
• Escalate high-impact or high-risk compensation matters in collaboration with HRLLI executive leadership
• Recommendations are made with guidance and approval from the VP, Total Rewards; final decisions for planning, program or budget changes require approval of the Chief People Officer

How You’ll Be Successful:

EDUCATION:

• Bachelor’s degree in HR, Business, Finance, or related field required
• Master’s degree preferred

WORK EXPERIENCE:

• 10+ years of progressive experience in compensation, including at least 3 years in a leadership capacity required
• Strong analytical skills with experience in compensation benchmarking, program design, and pay equity analysis
• Expertise in HR technology, compensation analytics, and incentive compensation frameworks
• Ability to work in a highly collaborative and fast-paced environment
• Proven ability to influence, collaborate, and lead in a complex, matrixed environment

LICENSES/CERTIFICATIONS:

• Certified Compensation Professional (CCP) designation preferred

A Place Where You Belong

We put our people first. We welcome, value, and respect the beliefs, identities and experiences of our patients and colleagues. We are committed to delivering culturally effective care, creating meaningful partnerships in the communities we serve, and equipping and developing our team members to make Children’s Health a place where everyone can contribute.

Holistic Benefits – How We’ll Care for You:

· Employee portion of medical plan premiums are covered after 3 years.

· 4%-10% employee savings plan match based on tenure

· Paid Parental Leave (up to 12 weeks)

· Caregiver Leave

· Adoption and surrogacy reimbursement

As an equal opportunity employer, Children's Health does not discriminate against employees or applicants because of race, color, religion, sex, gender identity and expression, sexual orientation, age, national origin, veteran or military status, disability, or genetic information or any other Federal or State legally-protected status or class. This applies to all aspects of the employer-employee relationship including but not limited to recruitment, hiring, promotion, transfer pay, training, discipline, workforce adjustments, termination, employee benefits, and any other employment-related activity.