Overview
Director, Compensation Jobs in Winston-Salem, NC at Inmar
Position Summary:
The Director of Compensation is a strategic and hands-on leader responsible for shaping and executing a compensation philosophy that supports Inmar’s mission, business goals, and talent strategy. Guided by Inmar’s standards, this leader raises the bar by building forward-thinking, scalable, and equitable pay programs that empower people and promote sustained success. They seek truth together by partnering cross-functionally to align pay with performance, ensure transparency, and manage risk. Through learning in action, they drive continuous improvement in programs and processes, staying ahead of market trends and regulatory requirements. As a trusted advisor to senior leaders and HR partners, they uphold commitments by delivering timely, data-driven solutions and provide high challenge, high support to develop and lead a high-performing team that advances our culture of accountability, growth, and collaboration.
Leadership Responsibilities:
This position manages all associates within the compensation department and is responsible for performance management and hiring within the team.
Primary Accountabilities:
Leadership (50%)
Lead the design and evolution of the company-wide compensation strategy, including base pay, variable pay, equity, and executive compensation programs.
Partner with executive leadership and HR to ensure alignment with workforce planning, career architecture, and business objectives.
Serve as a subject matter expert and strategic partner on compensation matters, educating and guiding HRBPs and senior leaders.
Cultivate a high-performing team, providing mentorship, direction, and development opportunities.
Champion continuous improvement and innovation in compensation practices, systems, and communications.
Program Management (30%)
Oversee the administration of annual compensation cycles including merit reviews, bonus planning, and market adjustments.
Ensure alignment with total rewards strategy by integrating compensation programs with recognition, benefits, wellness, and talent development efforts.
Govern enterprise-wide job architecture, leveling, and market benchmarking strategies.
Ensure compensation programs comply with local, state, and federal legal and regulatory standards.
Analytics & Insights (15%)
Lead compensation analytics to evaluate pay equity, market competitiveness, incentive effectiveness, and compensation ROI.
Translate data into actionable insights and narratives for executive and board-level audiences.
Oversee compensation survey participation, market pricing processes, and salary structure updates.
Prepare statistical analyses, data modeling, and cost projections for base and variable compensation to ensure alignment with corporate cost structures.
Apply financial acumen by conducting financial and ad hoc analyses using advanced Excel functionality, and provide recommendations to senior management.
Develop models and formulas to support decision-making in compensation, benefits, and wellness strategies that impact retention and recruitment.
Technology & Operations (5%)
Partner with HRIS and HR Operations to optimize and maintain compensation systems and data integrity (e.g., Workday).
Improve automation, self-service tools, and reporting capabilities to support scalable compensation administration.
Required Qualification:
Bachelor’s degree in Human Resources, Finance, Business Administration, or a related field; Master’s or CCP certification preferred.
10+ years of progressive compensation experience, including leadership roles.
Demonstrated expertise in job architecture, salary structure design, incentive programs, and executive compensation.
Strong understanding of FLSA, pay transparency laws, and compliance obligations across multiple jurisdictions.
Exceptional analytical and communication skills, with the ability to influence and educate across all organizational levels.
Experience with Workday Compensation and advanced Excel skills required
Inmar Standards Alignment
This role embodies Inmar’s Power of We and High Challenge, High Support standards. The Director of Compensation is expected to:
Raise the bar by continuously improving our compensation practices.
Seek truth together by working collaboratively and transparently with stakeholders.
Uphold commitments by delivering timely, accurate, and scalable solutions.
Empower others by developing talent and fostering ownership across the team
Skills and Competencies:
Analytical: Strong analytical and presentation skills with the ability to interpret compensation data, draw insights, and make recommendations.
Technical: Proficiency in Microsoft Office Suite (especially Excel), including advanced spreadsheet functions and pivot tables.
Subject Matter Expertise: Demonstrated experience in job evaluation, job architecture, market pricing, benchmarking, salary structure design, and incentive compensation.
Teamwork: Builds collaborative relationships and works effectively with internal and external partners to achieve results.
Communication: Strong written, verbal, and presentation skills, capable of explaining complex topics to a variety of audiences.
Leadership: Proven ability to lead teams and manage complex global projects from initiation through completion.
Problem Solving: Uses data and insight to develop and evaluate solutions to challenges in compensation and related areas.
Critical Thinking: Applies logic and creativity to solve problems and drive improvements.
Focus: Sets and communicates goals that align with business priorities.
Integrity: Demonstrates honesty and accountability in all actions.
Forward Thinking: Anticipates outcomes and takes proactive steps to prepare for future challenges.
Physical Demands
The physical demands described here represent those required to perform the essential functions of this role. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions This job description is not intended to be an exhaustive list of all duties, responsibilities, or qualifications associated with the job.
Use Hands to Handle Objects – Regularly
Reach with Hands or Arms – Regularly
Talk or Hear and Read Instructions – Regularly
Stand, Kneel, or Stoop and Lift 20 Pounds – Occasionally
View Items at a Close Range – Regularly
Rarely: Job requires this activity up to 25% of the time
Occasionally: Job requires this activity between 25% – 50% of the time
Frequently: Job requires this activity between 50% – 75% of the time
Constantly: Job requires this activity more than 75% of the time
As an Inmar Associate, You:
Put clients first by listening and responding to their needs with a positive attitude.
Treat teammates and clients with courtesy and tact, ensuring retention through excellent communication.
Build and maintain collaborative partnerships to achieve shared results.
Set and pursue aggressive, achievable goals with urgency and accountability.
Focus on execution, exceeding expectations while upholding quality, service, and productivity standards.
Support a safe work environment by following safety policies and reporting hazards.
#LI-LR1
At Inmar, we put people first and that means empowering our associates to thrive at every stage of life and career. Our comprehensive and competitive benefits package is thoughtfully designed to support a wide range of lifestyles and life stages.
Eligible associates have access to:
Medical, Dental, and Vision insurance
Basic and Supplemental Life Insurance options
401(k) retirement plans with company match
Health Spending Accounts (HSA/FSA)
We also offer:
Flexible time off and 11 paid holidays
Family-building benefits, including Maternity, Adoption, and Parental Leave
Tuition Reimbursement and certification support, reflecting our commitment to lifelong learning
Wellness and Mental Health counseling services
Concierge and work/life support resources
Adoption Assistance Reimbursement
Perks and discount programs
Please note that eligibility for some benefits may depend on your job classification and length of employment. Benefits are subject to change and may be governed by specific plan or program terms.
We are an Equal Opportunity Employer, including disability/vets.
This position is not eligible for student visa sponsorship, including F-1 OPT or CPT. Candidates must have authorization to work in the U.S. without the need for employer sponsorship now or in the future.
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Title: Director, Compensation
Company: Inmar
Location: Winston-Salem, NC
