Senior Director of Compensation

Job Summary

The Senior Director, Compensation is a strategic leader who drives high impact compensation strategies and initiatives for the NAPA team. Reporting to the SVP, People, the role defines and implements the organizational compensation strategy, and partners with leaders to ensure strategies attract and retain top talent. The Senior Director, Compensation will act as a trusted advisor to HR executives and business leaders in efforts to sustain and grow the workforce and drive NAPA strategic objectives forward.

Responsibilities

• Develops and provides strategic and operational oversight of the analysis and development of compensation and merit programs, bonus structures, and incentive programs for all team members, from executive to hourly positions.
• Stays current on new and emerging compensation trends and market data. Researches best practices and recommends and implements NAPA compensation strategy.
• Partners with executive business leaders to understand business priorities, reviews and diagnoses potential compensation related issues and provides actionable guidance to meet business needs.
• Develops and presents compensation and incentive plans proposals to executive leaders and relevant committees.
• Ensures accurate and up-to-date employee compensation data within the HRIS system and has awareness of data points across the employee life cycle for informed decision-making.
• In partnership with parent company, directs and oversees the implementation and review of work-life and benefit programs for NAPA.
• Leads a team of high performing compensation professionals to successfully achieve departmental and organizational goals.
• Partners with People team to educate business leaders and employees on compensation and work-life tools and resources.
• Defines and completes annual compensation review and merit cycle for NAPA. Outlines and implements annual work-life process strategy for NAPA.
• Build and create alignment with other business units as needed to ensure NAPA and Genuine Parts Company are the Employer of Choice.

Qualifications

• Bachelor's degree or equivalent experience.
• 10+ years' proven experience in Compensation Management.
• Proven expertise in designing, implementing, and administering effective sales compensation plans, including base salary, commissions, bonuses, and other incentives.
• Advanced proficiency with Microsoft Office application - Outlook, Excel, Word, PowerPoint.
• Familiarity with data analytics and reporting tools.
• Proven ability to diagnose HR challenges and drive innovative solutions.
• Knowledge of compensation laws, regulations, and guidelines, and state-to-state differences.
• Ability to maintain confidential and sensitive information.

Preferred Qualifications
• Bachelor's degree in human resources, Business Administration or related field.
• 7+ years' experience.
• 2+ years' experience leading a team.
• Certified Compensation Professional (CCP).
• Workday experience.

Leadership Skills

• Embodies the following values: serve, perform, influence, respect, innovate, team.
• Effectively communicates by motivating and inspiring others through clear and proactive communication.
• Delivers results and drives customer success by committing and focusing on outcomes to deliver results and making the customer the center of decisions.
• Makes balanced decisions and thinks strategically by being a forward thinker.
• Develops high-performing teams by providing inclusive leadership, attracting and developing world-class talent, providing ongoing feedback, and building trust across the organization.

People Capabilities
• Business Acumen: Must possess industry, organization, and financial knowledge.
• Strategic Consulting: Must be able to provide consultative problem-solving, as well as project and risk management competency.
• Relationship Management: Must promote collaboration, networking, persuasion and influence.
• Data Judgement: Must be able to provide data foundations, interpretation and storytelling.
• Talent Management: Provide strategic HR expertise, employee experience management, change management and technological savviness.
• Agility: Must lead with a growth mindset and drive innovation and iteration.

Physical Demands / Working Environment
• Must be able to work in an office environment.

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GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.

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