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Job Description:

Job Summary

The Director of Compensation oversees global compensation strategy, focusing on equity programs, IPO readiness, and executive compensation. Acting as a strategic advisor to senior leadership and the Board, this role ensures competitiveness, compliance, and alignment with business goals. Responsibilities include managing compensation, data analysis, and HR support. Candidates should have experience in high-growth environments, diverse strategies, and IPO processes.

Key Responsibilities

Market Benchmarking & Analytics

• Lead benchmarking strategy using reputable survey data to ensure competitive and compliant pay practices.
• Develop advanced compensation analytics, reporting, and storytelling for senior leaders and the Board.
• Monitor market trends, regulatory changes, and emerging best practices in compensation design.

Compensation Strategy & Governance

• Develop and oversee the company’s enterprise‑wide compensation philosophy, ensuring alignment with business strategy, performance outcomes, and market competitiveness.
• Lead annual and off‑cycle compensation review processes, including merit, promotions, incentive payouts, and equity awards.
• Establish and maintain strong compensation governance practices, policies, and internal controls.

Leadership & Cross‑Functional Partnership

• Build, mentor, and lead a high‑performing compensation team.
• Partner closely with HR Business Partners, Talent, Finance, Legal, Payroll, and Stock Administration.
• Educate leaders and employees on compensation programs with clarity and transparency.

Equity & Long‑Term Incentives

• Design, administer, and evolve equity compensation programs (e.g., stock options, RSUs, PSUs) across all employee levels.
• Partner closely with Legal, Finance, and Stock Administration to ensure accurate equity design, valuation, accounting, and compliance.
• Advise leadership on equity usage, dilution modeling, burn rate, and competitive equity positioning.

Executive Compensation

• Serve as a trusted advisor on executive compensation design, including base salary, annual incentives, long‑term incentives, and employment agreements.
• Prepare materials for the Compensation Committee, including market data, pay‑for‑performance analysis, and decision scenarios.
• Manage executive compensation benchmarking, peer group development, and competitive analysis.
• Partner with Legal on severance, change‑in‑control, and employment contract provisions.

IPO & Public Company Readiness

• Lead compensation‑related IPO readiness efforts, including:
  • Transition from private to public company compensation practices
  • Benchmarking and redesign of cash and equity programs
  • Support for S‑1 disclosures and compensation‑related filings
• Partner with Legal and Finance on executive pay disclosures, CD&A inputs, and proxy‑related requirements post‑IPO.
• Support the development of public company governance practices in partnership with the Board and Compensation Committee.

Qualifications & Requirements

• Education:

• Bachelor’s degree in Human Resources, Finance, Business, Economics, or a related field required.
• Master’s degree, CCP, or other relevant certifications preferred.

• Experience:

• 10+ years of progressive compensation experience, including leadership roles.
• Demonstrated expertise in equity compensation, executive compensation, and high‑growth organizations.
• Direct experience supporting an IPO or operating as a public company strongly preferred.
• Deep knowledge of compensation governance, regulatory requirements, and disclosure standards.
• Strong analytical skills with the ability to translate complex data into executive‑ready insights.
• Proven experience influencing senior leaders, executives, and Board members.

• Skills:

• Analytical Thinking

• Budgeting

• Business Intelligence (BI)

• Change Management

• Compensation Administration

• Compensation Management

• Compensation Plans

• Compensation Strategies

• Confidentiality

• Deferred Compensation

• Detail-Oriented

• End-to-End Project Management

• Equity Management

• Executive Compensation

• Global Compensation

• High-Integrity

• Human Resources Information Systems (HRIS) Administration

• Interpersonal Communication

• Leadership

• Leading by Influence

• Microsoft Office

• Negotiation

• People Management

• Regulatory Requirements

• Stakeholder Management

• Strategic Thinking

• Worker's Compensation

• Certifications:

• Required: None

• Preferred: Compensation certification (e.g., CCP)

• Physical Requirements: Ability to work in an office environment and perform tasks that may require sitting, standing, and using office equipment.

The Compensation range for this role is $175,000 - $185,000 USD annually and may be eligible for an annual bonus.

Your specific salary will be determined based on several factors:

• Location-based market rate for the role

• Your abilities in relation to the job specification

• Performance during screening and interview

• Pay parity with the wider team in the considered location

Further details about the package will be provided during the initial screening call with the Talent Acquisition Team.

Click here to learn about Epiq's Benefits.

If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us!

It is Epiq’s policy to comply with all applicable equal employment opportunity laws by making all employment decisions without unlawful regard or consideration of any individual’s race, religion, ethnicity, color, sex, sexual orientation, gender identity or expressions, transgender status, sexual and other reproductive health decisions, marital status, age, national origin, genetic information, ancestry, citizenship, physical or mental disability, veteran or family status or any other basis protected by applicable national, federal, state, provincial or local law. Epiq’s policy prohibits unlawful discrimination based on any of these impermissible bases, as well as any bases or grounds protected by applicable law in each jurisdiction. In addition Epiq will take affirmative action for minorities, women, covered veterans and individuals with disabilities. If you need assistance or an accommodation during the application process because of a disability, it is available upon request. Epiq is pleased to provide such assistance and no applicant will be penalized as a result of such a request.  Pursuant to relevant law, where applicable, Epiq will consider for employment qualified applicants with arrest and conviction records.