Compensation Director

Compensation Director Direct Hire Dallas, TX (Hybrid)

Key Responsibilities

• Develop and lead a comprehensive global compensation strategy that supports talent attraction, retention, and performance across venues, corporate functions, and international markets.
• Design, implement, and oversee compensation structures—including hourly base pay, tipped wages, variable pay programs, venue-level and corporate bonus plans, and sales incentive programs—tailored to the unique needs of a hospitality-driven workforce.
• Ensure compliance with U.S. federal, state, and local laws (e.g., FLSA, pay equity, tipped wage regulations) and applicable global pay-related regulations.
• Lead the design and administration of executive compensation programs, including equity and long- term incentives, in partnership with senior leadership and the Board (as applicable).
• Conduct in-depth market benchmarking and analysis to guide compensation decisions and ensure competitiveness across a range of geographies and role types.
• Manage compensation survey participation and maintain strong relationships with survey vendors to inform pay structure decisions.
• Oversee enterprise-wide compensation planning processes including merit increases, promotional adjustments, and bonus cycle management.
• Establish and maintain global job architecture, pay structures, and job leveling frameworks to drive internal equity and career pathing clarity.
• Partner closely with Finance, Talent Acquisition, and HR Business Partners to align compensation with workforce planning and budgetary goals.
• Serve as a strategic advisor to business leaders and HR teams on pay decisions, role evaluations, and market competitiveness.
• Lead the Compensation team, including setting priorities, coaching, and building future talent capabilities.
• Present key findings, insights, and recommendations to executive leadership to inform total rewards strategies.
• Develop and track KPIs to evaluate program effectiveness and support continuous improvement efforts.
• Champion a pay-for-performance culture while upholding principles of fairness, transparency, and compliance across all employee populations.
• Leverage Workday as the core compensation management system, including configuration, reporting, and administration of compensation cycles. Partner with internal teams and external consultants to optimize Workday Compensation functionality and integrations.

Qualifications & Skills

Estimated Min Rate : $122500.00

Estimated Max Rate : $175000.00

What’s In It for You? We welcome you to be a part of the largest and legendary global staffing companies to meet your career aspirations. Yoh’s network of client companies has been employing professionals like you for over 65 years in the U.S., UK and Canada. Join Yoh’s extensive talent community that will provide you with access to Yoh’s vast network of opportunities and gain access to this exclusive opportunity available to you. Benefit eligibility is in accordance with applicable laws and client requirements. Benefits include :

Note : Any pay ranges displayed are estimations. Actual pay is determined by an applicants experience, technical expertise, and other qualifications as listed in the job description. All qualified applicants are welcome to apply.

Yoh, a Day & Zimmermann company, is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

Visit https : / / www.yoh.com / applicants-with-disabilities to contact us if you are an individual with a disability and require accommodation in the application process.

For California applicants, qualified applicants with arrest or conviction records will be considered for employment in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act. All of the material job duties described in this posting are job duties for which a criminal history may have a direct, adverse, and negative relationship potentially resulting in the withdrawal of a conditional offer of employment.