Director of Compensation - Full-time / Part-time

NAPA Auto Parts, a proud subsidiary of Genuine Parts Company, has a dynamic opportunity available for a Director of Compensation. This position is a key member of the HQ Human Resources team, supporting 9 HR Directors and 60 HR Managers across the country. Primary responsibilities include design, implementation, communication, and administration of the company’s compensation, incentive and performance management programs.  This is the perfect opportunity for a seasoned compensation Manager or Senior Manager looking to move to the next level.

Key Responsibilities

• Manages the study, analysis, design, evaluation, communication, implementation, and administration of current broad-based compensation programs such as base salary for salaried and hourly employees. Develops recommendations for improvement.
• Manages job evaluation program including the job evaluation and analysis process, maintains and administers formal job grades and salary range structures. Manages salary surveys and the analysis of related data. Prepares, edits, and updates job descriptions as needed. Assesses the overall effectiveness of the compensation program. 
• Consults with management to implement and drive long-term strategic compensation initiatives such as sales performance management and sales force effectiveness. Short-term initiatives may include advising on issues such as sales performance and other incentives, offers, department restructuring, and other matters related to position structuring and pay.
• Researches, creates, and implements new policies related to pay such as introduction of stipends for field sales or changes in reporting of exception time for assistant store managers.
• Establishes target bonus levels and consults with management as needed to set levels for new hires or promotions. Models and makes recommendations for changes to existing programs. Administers bonus plans for headquarters employees to include generation of templates, monitoring of employees rolling into or out of bonus plan, calculation of bonuses, and transmittal of amounts to payroll. Establishes salary pay grades and scales, develops market pay values, slots positions, and maintains structure.
• Manages salary planning and performance management processes including coordination of system configuration and form creation, establishing increase budgets, communication to managers and employees, monitoring of systems, and troubleshooting to resolve issues.
• Interprets, and ensures compliance with, state and federal compensation-related laws. Works with external council as required to ensure compliance.
• Creates, monitors, and adjusts department budget as needed.
• Creates job administration guidelines and ensures compliance by field and headquarters. Determines desired job hierarchy, establishes job criteria, sets up codes in HRIS, and monitors usage by field and headquarters.

Qualifications

• 6 - 8 years in broad-based compensation, including at least 2 years in a management role
• Strong knowledge of step pay progression structures for hourly employees required
• Sales compensation experience preferred, executive compensation experience helpful
• Bachelor’s Degree, or equivalent experience, required.
• Certified Compensation Professional (CCP) designation preferred
• Strong knowledge of FLSA regulations required
• Demonstrated ability to use spreadsheets at an advanced level for modeling and plan administration.
• Excellent communication skills with all levels of employee.
• Ability to present and teach concepts to various audiences for purposes of instructing and convincing.
• Peoplesoft and query generation experience strongly preferred
• Ability to take large amounts of data, organize and analyze it, and present conclusions reached.
• Experience with salary planning and performance management applications.
• Prior experience using online market pricing tools highly preferred
• Work is performed in typical office environment.
• Minimal travel required (<5% of time)

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