Director, Compensation

The Compensation Director is responsible for developing, implementing, and managing comprehensive compensation strategies and programs that support the organization's ability to attract, motivate, and retain top talent across all areas of the business (service & distribution centers, corporate functions, and executive leadership). This role provides strategic direction and operational oversight for all aspects of base pay, incentive compensation, and financial recognition programs to ensure internal equity, external competitiveness, and alignment with company goals.

The Compensation Director partners closely with HR leadership, Finance, and business operations to ensure compensation programs reinforce performance-based culture, drive desired behaviors, and comply with all applicable laws and regulations. Responsibilities include leading job evaluation and market pricing processes, managing annual merit and incentive planning cycles, overseeing executive compensation support, and maintaining the company's compensation governance framework.

Success in this role requires a strong command of compensation methodologies, analytics, and market benchmarking tools; experience designing and administering complex pay programs in a multi-location, service-oriented organization; and the ability to translate business strategies into effective total rewards solutions.

• Develop and implement compensation strategies, program designs and structures that are aligned with organizational goals
• Collaborate with HR and department leaders on salary offers/promotions/adjustments to ensure decisions are aligned with performance outcomes.
• Oversee the administration of all compensation programs, including annual merit, bonus, and incentive plan cycles
• Conduct market research to ensure competitive compensation packages
• Analyze and evaluate internal salary data for fairness and equity
• Ensure compliance with legal standards and industry regulations
• Monitor compensation trends and recommend adjustments

Requirements:

• 8+ years of progressive experience in compensation or total rewards, with at least 5 years in a leadership role managing complex pay programs across multiple business units or locations.
• CPP Designation strongly preferred.
• Demonstrated success designing and implementing compensation structures, base and variable pay programs, and incentive plans in a service-oriented environment.
• Proven expertise in job evaluation methodologies, market pricing, and compensation analytics.
• Experience supporting executive and sales incentive compensation programs and Board-level reporting preferred.
• Strong understanding of federal, state, and local pay regulations, including pay equity and transparency requirements.
• Strategic mindset with the ability to align compensation programs to organizational goals and financial performance.
• Exceptional analytical and quantitative skills with the ability to interpret complex data and communicate insights to non-technical stakeholders.
• Proficiency with compensation tools, HRIS, and market benchmarking platforms.
• Excellent communication and interpersonal skills with the ability to influence and collaborate across all levels of the organization, from Service Techs to C-Suite.
• Strong project management and organizational skills with a focus on accuracy, compliance, and continuous improvement

Physical Demands/Work Environment

• Must be able to sit, stand, or walk for extended periods during investigations and audits.
• Ability to lift up to 25 pounds occasionally.
• Regular travel to stores, regional offices, and distribution centers required.
• Work hours may vary based on case urgency, including nights or weekends.

Benefits

• Medical, dental, and vision benefits
• Life insurance
• Short Term Disability
• Supplemental benefits
• 401(k) with company match
• PTO and holiday pay
• On-demand pay partner (DailyPay)
• Reduced benefits available for part-time team members

Pep Boys is an equal opportunity employer that does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status.

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