The Compensation Director is responsible for directing, designing, and planning compensation policies, objectives, and strategies for our organization. This position requires a deep understanding of compensation practices, regulatory requirements, and market trends to ensure our compensation packages attract, retain, and motivate top talent while aligning with organizational goals and shareholder interests. Responsibilities are strategic in nature, and rely on a deep expertise in developing the compensation function to drive organizational excellence. 

ESSENTIAL JOB FUNCTIONS

Strategy Development:

Create roadmap to centralizing all compensation functions within the enterprise (executive, corporate, stores, and distribution centers).

Develop and implement executive compensation strategies aligned with organizational objectives, industry benchmarks, and regulatory compliance.

Develop an international compensation strategy to include Mexico and Canada as well as future international expansion.

Plan Design, Implementation and Administration:

Redefine job architecture, wage ranges and incentives as needed across the enterprise.

Lead the design, review, and modification of executive compensation programs, including base salary, bonus, short-term incentives, long-term incentives, and equity-based compensation.

Oversee administration of equity transactions globally such as granting, exercise, retirements and terminations, including international compliance and regulatory reporting.

Monitor market trends and best practices to recommend adjustments and enhancements to compensation plans to remain competitive.

Governance and Compliance:

Ensure compensation programs comply with all applicable laws and regulations, including SEC requirements, tax implications, and corporate governance guidelines.

Prepare materials for the Compensation Committee of the Board of Directors to review and approve compensation packages.

Work in partnership with the Finance team on CEO pay ratio, and prepare compensation data for the annual Proxy statement and other disclosures such as the Form 10k, 8k, etc.

Performance Analysis and Evaluation:

Conduct regular analysis and evaluation of compensation programs' effectiveness, including pay-for-performance alignment and retention metrics.

Utilize data-driven insights to make recommendations for improvements and adjustments to compensation strategies.

Communication and Change Management:

Serve as a subject matter expert on compensation matters, providing guidance and education to senior leadership, HR teams, and other stakeholders.

Communicate compensation plans effectively to executives, ensuring clarity on performance expectations and incentive structures.

Team Leadership:

Responsible for developing a growing compensation team while leading through the O’Reilly culture values and supporting behaviors

Accountable to working collaboratively with other leaders across Human Resources as well as cross functionally with the broader leadership team.

SKILLS/EDUCATION/KNOWLEDGE/EXPERIENCE/ABILITIES

Required:

Bachelor’s degree in Human Resources, Finance, Business Administration, or related field required. Master’s degree or MBA preferred.

10+ years of experience in compensation, with a strong understanding of executive compensation, retail compensation principles, commission-based incentives, regulations, and trends.

5+ years of experience in a leadership role.

Exceptional analytical and quantitative skills, with the ability to interpret complex data and make informed decisions.

Strong project management abilities, including the capacity to manage multiple projects simultaneously and meet deadlines.

Excellent communication and presentation skills, with the ability to influence and collaborate effectively at all levels of the organization.

High degree of integrity and professionalism, with a commitment to maintaining confidentiality and ethical standards in handling sensitive compensation information.

Desired:

Experience building and implementing complete job architecture, pay structures, incentive plans, and supporting change management plans.

Experience managing a variety of equity plans including stock options, RSUs, PSUs and ESPPs.

O’Reilly Auto Parts has a proven track record of growth and stability. O’Reilly is full of successful career stories and believes in a strong promote-from-within philosophy, encouraging you to grow your career along with the organization. 

Total Compensation Package:

Competitive Wages & Paid Time Off

Stock Purchase Plan & 401k with Employer Contributions Starting Day One

Medical, Dental, & Vision Insurance with Optional Flexible Spending Account (FSA)

Team Member Health/Wellbeing Programs

Tuition Educational Assistance Programs

Opportunities for Career Growth

O’Reilly Auto Parts is an equal opportunity employer.  Hiring decisions are administered without regard to race, color, creed, religion, sex, pregnancy, sexual orientation, gender identity, age, national origin, ancestry, citizenship status, disability, veteran status, genetic information, or any other basis protected by applicable federal, state or local law.

Reasonable Accommodations: Qualified individuals with known disabilities may be entitled to reasonable accommodation under the Americans with Disabilities Act and certain state or local laws.