At Independence, everyone can feel valued, supported, and comfortable to be themselves. Our commitment to equity means that all associates have a fair opportunity to achieve their full potential. We put these principles into action every day by acting with integrity and respect. We stand together to speak out against injustice and to break down barriers to support a more inclusive and equitable workplace. Celebrating and embracing the diverse thoughts and perspectives that make up our workforce means our company is more vibrant, innovative, and better able to support the people and communities we serve.
Reporting directly to the VP of Total Rewards and HR Technology, the Director of Compensation leads the design, governance, and delivery of compensation programs that support business strategy, attract and retain talent, and reinforce internal equity and compliance. This role serves as a strategic advisor to HR leadership and senior business leaders, translating market and internal data into scalable pay practices across base pay, short-term incentives, long-term incentives and executive compensation support.
Key Responsibilities
- Build and revamp compensation operating model to align to business goals, talent strategy, and budget; establish governance, decision frameworks, and escalation paths.
- Maintain and enhance salary structures and pay governance (pay philosophy, market position targets, salary ranges, differentials) and ensure consistent application across the enterprise.
- Oversee market pricing and survey strategy: select benchmarks, manage participation, validate matches, and synthesize labor market insights into recommendations for leaders.
- Own job architecture and job evaluation (leveling, job families, FLSA status inputs, and job documentation standards) to reinforce internal consistency and IBX’s career framework.
- Lead annual compensation cycle (merit, bonus/incentive planning, annual review processes) including timelines, tool/configuration requirements, manager guidance, and post-cycle analytics.
- Drive pay equity analytics and remediation planning in partnership with HR and Legal/Compliance; monitor outcomes and strengthen processes that promote equitable pay decisions.
- Partner with Finance, HRIS, Payroll, and HR leaders to ensure data integrity, process controls, and scalable tools; identify automation opportunities and improve end-to-end cycle execution.
- Ensure compliance with compensation-related regulations and emerging requirements (e.g., pay transparency, recordkeeping); maintain policies, documentation, and audit-ready practices.
- Provide consultative guidance to senior leaders on offers, promotions, retention, reorganizations, and sensitive pay decisions; ensure recommendations are defensible and consistent with policy.
- Lead, mentor and develop the compensation team: set priorities, coach, establish quality standards, and build capability across analytics and consulting.
- Leverage AI to optimize pay equity, market pricing, job matching and aligning rewards with business performance.
Qualifications
- Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related field. CCP strongly preferred but not required.
- 10+ years of progressive compensation experience, including program design and enterprise governance; people management experience required.
- Deep expertise in compensation program design and administration (base pay, annual bonus), including salary structures, job evaluation, and market pricing methodologies.
- Demonstrated ability to influence senior leaders with data-driven recommendations; strong judgment and ability to navigate ambiguity and sensitive decisions.
- Experience leading annual compensation cycles end-to-end, including planning, governance, tool readiness, communications, and post-cycle analysis.
- Strong analytical capability and business acumen; advanced Excel required and experience with HRIS/compensation planning tools and BI/reporting platforms preferred.
- Working knowledge of compensation-related compliance and governance (e.g., FLSA rules, pay transparency where applicable) and experience partnering with Legal/Compliance.
- Proven track record of maintaining strong documentation standards, and building audit-ready processes.
- Continuous improvement mindset with demonstrated success improving processes, controls, and stakeholder experience through simplification and automation.
Core Competencies
- Compensation strategy, governance, and policy design
- Salary structures, market pricing, and survey expertise
- Pay equity analytics and remediation planning
- Executive and senior-leader consulting; ability to influence without authority
- Program management for annual compensation cycles and incentive planning
- People leadership, coaching, and capability building
IBX is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to their age, race, color, religion, sex, national origin, sexual orientation, protected veteran status, or disability.
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