Compensation Director

Requisition ID 2026-21602 Job Locations US-NC-Charlotte Category Human Resources Location : Location US-NC-Charlotte Requisition Post Information* : Posted Date 5/29/2026 Requisition Post Information* : External Company Name Amerit Fleet Solutions Requisition Post Information* : External Company URL http://www.ameritfleetsolutions.com/ Location : Postal Code 28262 Location : Address 8405 IBM Drive Position Type (Portal Searching) Regular Full-Time Compensation strategy, philosophy and governance • Design, own and evolve Amerit's compensation philosophy, governance framework, and annual compensation operating rhythm across a global workforce, with direct responsibility for the U.S. and Canada and oversight/alignment for Europe. • Translate company growth priorities, labor market dynamics, customer economics, and workforce needs into practical compensation programs, policies, tools, and decision frameworks. • Establish clear decision rights, approval thresholds, documentation standards, and reporting routines for offers, promotions, market adjustments, retention actions, and pay exceptions. • Prepare clear, data-backed materials and recommendations for CEO/CFO, executive leadership, and Board/Compensation Committee discussions, including quarterly equity and long-term incentive reviews. Business partnership and creative solutioning • Serve as a trusted compensation advisor to Finance, Operations, Sales/Commercial, Legal, Talent Management, People Business Partners, and Executive leaders. • Apply creative, business-minded solutions to real-time compensation challenges, including hard-to-fill roles, retention risks, compression, customer/account constraints, high-turnover locations, and evolving skill needs. • Present options, tradeoffs, financial implications, pay equity considerations, and operational risks so leaders can make informed, consistent decisions. • Partner with Sales/Commercial, Finance, and Segment leaders to ensure labor market data and compensation assumptions inform customer pricing, renewals, and workforce planning. Field/hourly compensation and labor economics • Build and own technician and field pay architecture from the ground up, with a focus on scalable, market-informed structures for a large, distributed, heavily non-exempt workforce. • Design and maintain hourly ranges, geographic differentials/pay zones, skill and certification premiums, and customer/account-specific guidance where appropriate. • Monitor pay hot spots by role, location, customer, segment, manager, turnover, offer decline, and margin impact; recommend proactive remediation plans. • Balance market competitiveness, internal equity, compliance readiness, and bill-rate/margin realities when developing pay recommendations. Job architecture, leveling and career pathways • Design and build job families, levels, title governance, and career pathing frameworks for field, corporate, and leadership roles from the ground up; maintain and evolve them over time. • Partner with People Business Partners and Operations to design the future-state architecture, map current roles into it, and resolve title/level inconsistencies. • Establish criteria for technician progression, Lead Technician roles, Fleet Manager roles, Service Manager roles, and other key field positions. • Ensure new and evolving roles are evaluated consistently while allowing flexibility for business growth, customer needs, and M&A integration. Market pricing and compensation insights • Own compensation survey participation, market data strategy, benchmark matching, and range refresh methodology. • Evaluate and recommend market data sources, vendor partnerships, and survey participation strategies for the U.S., Canada, and Europe as appropriate. • Convert market data, internal equity, turnover, offer decline, and financial data into clear insights and business-ready recommendations. • Build tools, dashboards, and recurring reporting to identify trends, risks, and opportunities for compensation improvement. Offers, promotions and pay decision governance • Govern the offer alignment process and provide guidance on new hire offers, promotions, retention adjustments, market corrections, and exceptions. • Build and maintain practical decision frameworks that help leaders act quickly within guidelines while escalating true exceptions appropriately. • Track compression, internal equity, precedent risk, and financial impact in pay decisions. • Partner with Talent Management and People Business Partners to improve offer competitiveness and consistency without undermining pay discipline. Merit, bonus and incentive support • Partner with Finance and People leadership on annual merit planning, compensation planning, and budget modeling. • Support Lattice compensation planning and ensure data, eligibility, guidelines, and approvals are accurate and ready for leadership use. • Govern bonus targets, incentive eligibility, and plan administration in partnership with Finance, Legal, and business leaders. • Help assess and evolve incentive designs to reinforce business priorities, operational outcomes, and enterprise performance. Long-term incentives and equity program support • Partner with the SVP of People, CEO, and the Compensation Committee on the long-term incentive (LTI) and equity program, in a support and analytics capacity — grant decisions and cap table administration remain with the CEO, Board, and program owners. • Build and maintain equity grant guidelines and ranges by level, function, and role so that hire, promotion, and refresh recommendations have a market-informed, internally consistent framework. • Benchmark LTI and equity practices against market data; model dilution, burn rate, pool runway, and program cost; surface trends and tradeoffs for executive and Comp Committee review. • Prepare clear, data-backed materials for quarterly Compensation Committee meetings, including grant analyses, market context, and program health indicators. • Partner with Finance, Legal, and People leadership on equity program governance, documentation, and total rewards communication so employees understand the value of what they receive. M&A, integration and global alignment • Lead compensation diligence for acquisitions and identify pay, title, range, incentive, compliance, and integration risks. • Map acquired roles into Amerit's developing job architecture and compensation framework, including Day 1 and post-close integration planning. • Partner with regional and business leaders to maintain alignment across the U.S., Canada, and Europe while accounting for local market and compliance differences. Pay equity, compliance and transparency readiness • Partner with Legal and Compliance on pay equity reviews, pay transparency readiness, and defensible range administration. • Ensure compensation programs are consistently documented, auditable, and administered in alignment with U.S., Canada, and applicable Europe requirements. • Identify and escalate pay practices that create compliance, equity, financial, or precedent risk. • Develop clear guidance for leaders on compliant, equitable, and consistent pay decision-making. Change management and leader enablement • Build tools, training, communication materials, and manager guidance that make compensation programs easier to understand and apply. • Translate complex compensation concepts into practical, field-friendly guidance for leaders and People partners. • Drive adoption of new compensation processes through partnership, education, and clear service expectations. • Continuously improve compensation processes based on leader feedback, data, business needs, and emerging market trends. Qualifications & Experience • Bachelor's degree required; advanced degree or CCP/GRP certification preferred. • 7+ years of progressive compensation experience, preferably supporting hourly/non-exempt, distributed, field, transportation, logistics, fleet, skilled trades, manufacturing, field services, or similarly operational workforces. • Proven experience designing and managing compensation programs, including market pricing, salary and hourly range design, job architecture, incentive plan support, and compensation governance. • Proven track record supporting broad-based compensation across hourly and salaried populations, including technician/skilled trade roles. • Demonstrated experience with Canadian compensation and/or global compensation oversight strongly preferred. • Demonstrated ability to partner with business leaders, Finance, Operations, Sales/Commercial, Legal, People Business Partners, Talent Acquisition, and executive leadership to solve complex compensation challenges. • Strong analytical skills and experience working with HRIS platforms, compensation survey tools, market data, Excel, and reporting/analytics platforms; able to convert data into practical, executive-ready recommendations. • Strong understanding of compensation compliance, pay equity, pay transparency readiness, internal equity, compression analysis, and defensible range administration across multi-jurisdiction environments. • Experience supporting merit cycles, bonus/incentive eligibility, and compensation planning processes; Lattice experience a plus. • Experience supporting long-term incentive (LTI) and equity programs in an analytics, guidelines, and governance capacity — including building grant guidelines, benchmarking against market, modeling dilution and burn, and preparing materials for executive and Board/Compensation Committee review. • Clear, influential communicator who can explain complex compensation concepts, present tradeoffs, and build trust with field, corporate, executive, and global stakeholders. What Success Looks Like • Amerit has a clear, scalable compensation philosophy and governance model leaders understand and use across the U.S., Canada, and Europe as appropriate. • Field/hourly roles have a clear job architecture, consistent leveling, defensible ranges, and a disciplined, business-aware approach to technician pay decisions — where little to none existed before. • Leaders view Compensation as a practical business partner that brings creative, data-backed solutions to hiring, retention, compression, customer pricing/renewals, merit planning, incentive governance, operational challenges, and pay exceptions. INDHB