Director of Compensation

Director of Compensation

The Director, Compensation is a key member of Total Rewards leadership team reporting to the Vice President, Total Rewards. This position is responsible for directing a team of (6) in managing the strategy, plan design, communications, and administration of the organization’s compensation programs for 19,000 employees in the US and Canada. This role is responsible for providing operational and strategic leadership to Human Resources and Business leaders in North America to ensure our Total Rewards package remains market-competitive, meets the needs of our employees and their families, and supports our Employee Value Proposition and our values of Trust, Empowerment and Collaboration. This role should display a passion for delivering innovative and sustainable compensation programs that foster transparency and drive a positive and engaged employee experience while delivering on business objectives.

This position is onsite 2-3x per week in Malvern, PA

Responsibilities

The Director, Compensation will work closely with the Vice President of Total Rewards, the Director of Benefits and Well-being, and the Global Total Rewards team in France to continue to grow and execute on the Company’s Total Rewards strategy which includes:

Leading the implementation of our new Job Architecture in North America which aligns to our global structure, ensures alignment with external market and our organization’s business goals and values.
Advancing our Pay Transparency strategy to foster a culture of engagement and transparency.
Leading the design and implementation of our new HCM and compensation tool, Workday, launching spring of 2026.
Partnering with Internal Communications and Employee Experience to develop and deliver clear and effective employee communication that supports our overall Employee Value Proposition.
Support the continued evolution of the Employee Value Proposition Roadmap through innovative programs based on our employee listening strategy, including a new recognition program.
Direct due diligence and integration planning activities related to all mergers, acquisitions, and divestitures.
Partner with the Human Resources and Labor Relations team to support ongoing labor relations strategy and union negotiations with relevant market and economic data.

Qualifications

Bachelors degree in related field or equivalent work experience is required
8-10 years experience in HR, benefits, and/or compensation
5-7 years in a strategic leadership position is required
Demonstrated success in creating various variable plan designs, recommending solutions, delivering results, prioritizing tasks, driving toward timely and accurate completion, and shifting easily between high-level and detailed information to provide timely and audience-appropriate responses.
Proven experience in Project and Process Management as well as strong analytical, technical and modeling skills, with proven ability to develop effective compensation plans and programs to drive business strategies
Deep understanding of compensation surveys, benchmarking, executive compensation, and sales compensation as well as all applicable federal, provincial, state, and local regulations, including, but not limited to, FLSA, 409A, Pay Transparency, and Pay Equity.
Excellent business and financial acumen, analytical, communication skills and executive presence.
Ability to build and foster partnerships across various stakeholders and develop collaborative working relationships with a strong emphasis on the employee experience.
Demonstrated success in developing and successfully executing compensation strategies.
Demonstrated experience in leveraging consultants and service providers to ensure the Company is providing competitive compensation focused on a positive employee experience and well-being.
Focus on continuous improvement with excellent project management skill.
Experience with Workday compensation, Hay banding, PayScale surveys and analytical tools a plus.

Juno is an Equal Opportunity Employer that provides equal opportunities to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, genetic predisposition or carrier status, or any other characteristic protected by federal, state or local law. The Company is committed to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment. It’s expected that all employees are aware of this policy and that they create an environment that’s sensitive and respectful to all individuals.