March of Dimes leads the fight for the health of all moms and babies. We are advocating for policies to protect them. We are working to radically improve the health care they receive. We are pioneering research to find solutions. We are empowering families with programs, knowledge and tools to have healthier pregnancies. By uniting communities, we are building a brighter future for us all.

We are dedicated to hiring a diverse workforce that fosters opportunities for personal and professional development. We provide a collaborative and supportive environment built upon our fundamental core principles where each employee is valued. Join us in the fight for healthy moms and strong babies.

Scope:

The Director of Compensation is a strategic HR leadership role responsible for developing, implementing, and managing comprehensive compensation strategies that align with the organization's business strategic plan, objectives, market competitiveness, and talent management goals.

Responsibilities:

Compensation Strategy and Planning

Develop and implement short-term and long-term compensation strategies that support organizational goals Design and manage comprehensive incentive planning programs, including: Annual bonus structures Long-term incentive plans (LTIPs) Performance-based compensation frameworks Conduct regular market analysis to ensure competitive compensation packages Design and oversee executive compensation programs, including total rewards packages, equity compensation, and performance-based incentives for senior leadership

 Compliance and Market Analysis

Ensure compliance with federal, state and local regulations regarding compensation practices, example, FLSA and pay transparency laws Conduct regular benchmarking and market analysis to maintain competitive compensation packages Develop and Implement compensation policies and procedures Manage compensation budget and resource allocation

Position Management

Create and maintain job descriptions and job classifications Develop and maintain a robust job architecture Implement job leveling and career progression frameworks Collaborate with business leaders to align position management with organizational needs

Job Evaluation and Internal Equity

Conduct comprehensive job evaluations using systematic methodologies Perform internal equity reviews to ensure fair and consistent compensation practices Develop and maintain internal pay equity standards Analyze and address potential pay disparities across the organization

Salary Structure Management

Design and maintain competitive and equitable salary structures Conduct periodic market benchmarking and salary surveys Develop salary bands and range structures Implement salary progression and merit increase guidelines

Reporting and Analytics

Prepare comprehensive compensation reports for senior leadership Develop and track key compensation metrics Utilize advanced analytics to inform compensation decision-making Create predictive models for compensation planning

Strategic Partnerships

Collaborate closely with HR partners, talent acquisition, and business leaders Provide consultative support on compensation-related matters Advise leadership on compensation implications of organizational changes

Qualifications:

Bachelor's degree in Human Resources, Business Administration, or related field Minimum 8-10 years of progressive experience in compensation management Proven track record of designing and implementing complex compensation strategies Advanced knowledge of compensation best practices and market trends Strong analytical and statistical skills Strong conversancy with Microsoft Office and advanced experience with excel Proficiency in compensation management software and HRIS systems and analytic tools

Competencies

Strategic thinking Advanced analytical capabilities Excellent communication skills Attention to detail