Who you are

• Bachelor’s Degree in Human Resources, Business, Finance or related field or related work experience
• 5 -7 years of progressive experience in Compensation both sales and non-sales
• Strong Analytical skills with experience in compensation modeling, market analysis, and budgetary impact assessment
• Proven ability to influence and collaborate with Senior Leaders across functions
• Deep knowledge of compensation regulations, trends, and best practices across North America
• Experience with compensation systems and tools
• Compensation Designation
• 2-3 years of leadership experience
• Experience in SaaS Industry

What the job involves

• The Director, Compensation is a strategic leader responsible for designing, implementing, and managing comprehensive compensation programs that support the organization’s business objectives and talent strategy
• This role oversees both sales and non-sales compensation, ensuring programs are competitive, equitable, and aligned with performance and growth goals
• The Director will collaborate closely with senior leadership, HR Business Partners, Finance, and Sales Operations to drive compensation strategy and execution across the enterprise
• The team is comprised of 4 Compensation Partners, each dedicated to supporting specific client groups across the organization
• The role provides the opportunity to create and implement compensation programs that support the business objectives and talent strategy
• Compensation Strategy & Design:
• Develop and lead the enterprise-wide compensation strategy, including base pay, variable pay, and incentive programs (both short-term and long-term) for sales and non-sales roles
• Design and optimize sales compensation plans that drive performance, align with business goals, and support revenue growth
• Ensure non-sales compensation programs are market competitive, internally equitable, and support talent attraction and retention
• Program Management & Execution:
• Oversee annual compensation cycles including merit reviews, bonus planning, and salary structure updates
• Design and maintain job architecture, job evaluation methodologies, and career frameworks
• Conduct market analysis and benchmarking using external survey data and internal analytics
• Monitor compensation trends and regulatory changes to inform program updates and provide actionable insights to leadership
• Stakeholder Collaboration:
• Partner with Sales Leadership and Sales Operations to align compensation plans with go-to-market strategies
• Work with HR Business Partners and Talent Acquisition to support compensation decisions for new hires, promotions, and internal mobility
• Provide guidance and education to leaders on compensation philosophy, pay decisions, and market trends
• Operational Excellence:
• Develop dashboards and reporting tools to track compensation effectiveness, pay equity, and program ROI
• Ensure data integrity and accuracy in compensation systems and processes
• Provide reporting to Finance to support budgeting, forecasting and variance reporting
• Leadership & Team Development:
• Lead and develop a high-performing compensation team
• Foster a culture of innovation, collaboration, and continuous improvement

Benefits

• Competitive Wages and Bonus Program
• Comprehensive Benefits
• Onsite Cafeteria
• Onsite Gym
• RRSP/401K program with employer matching
• Flexible Paid Time Off
• Work From Home Policy
• Maternity & Paternity Top Up
• Training and Development Programs
• Corporate Discounts Program
• Games Room and Employee Lounge
• Onsite Wellness Services (dental, massage, optometry, etc.)