Director of Compensation

From the beginning, our goal was to establish an advisory firm that stands apart from the rest – one that is grounded in our Core Values and dedicated to creating a positive experience not just for our clients, but for our people too. We firmly believe in the strength of collaboration, enthusiasm, generosity, and perseverance as the driving forces behind our success. With advisory solutions spanning accounting and risk, technology-enabled transformation, and transactions, we partner with our clients to solve today’s challenges and deliver present and future value.
Our commitment to our people has earned us numerous awards including Inc5000's Fastest Growing Companies and Glassdoor's Best Places to Work. Explore what our employees have to say about our unique culture by clicking here.

The Director of Compensation is a strategic leader responsible for the design, delivery, governance, and continuous evolution of the firm's total rewards programs across a global employee population. This role serves as the organization's compensation subject matter expert, partnering closely with executive leadership to ensure compensation programs support the attraction, retention, and engagement of top talent while aligning with business objectives and growth strategies.

Reporting to the VP of Organizational Development, the Director of Compensation will lead the compensation function, provide data-driven insights and recommendations, and oversee all aspects of compensation strategy, including salary structures, incentive programs, market benchmarking, compensation governance, and the compensation implications of mergers and acquisitions.

What You'll Do:

Compensation Strategy & Leadership

• Develop, implement, and continuously refine a competitive, equitable, and market-aligned compensation philosophy that supports the firm's business and talent objectives.
• Serve as the firm's primary compensation advisor, providing thought leadership and guidance to executive leadership, Human Resources, Talent Acquisition, and business leaders on compensation strategy, market trends, and pay decisions.
• Lead, coach, and develop a high-performing compensation team while fostering a culture of collaboration, accountability, innovation, and continuous improvement.
• Translate evolving business priorities, including the firm's AI consulting growth strategy, into effective compensation programs that attract and retain specialized talent.

Annual Compensation Programs

• Own and manage the end-to-end annual compensation planning process, including merit increases, salary structure adjustments, and annual incentive program administration.
• Partner with Finance and business leadership to develop bonus program designs, funding recommendations, and payout models aligned with organizational and individual performance.