Director of Compensation

Marvin is seeking a Director of Compensation to lead enterprise-wide compensation strategy for our manufacturing operations and corporate functions. This role designs, implements, and governs base pay, incentive, and rewards programs aligned to Marvin's people-first culture and business goals. Partnering closely with HR, Talent Management, and business leaders, you will drive market benchmarking, pay equity, job architecture, and governance, while advising executives on competitive, scalable compensation solutions that support attraction, retention, and performance in a high-growth, safety- and craftsmanship-focused environment.

Responsibilities

• Lead the design and execution of Marvin's enterprise-wide compensation strategy across manufacturing and corporate functions.
• Develop, implement, and maintain base pay structures, incentive plans, and rewards programs aligned to business and talent strategies.
• Oversee market pricing, salary benchmarking, and pay equity analyses to ensure competitive and fair compensation practices.
• Establish and manage job architecture, job evaluation, and leveling frameworks to support career paths and talent management.
• Partner with HR, Talent Management, and business leaders to provide strategic compensation guidance and solutions.
• Advise executive leadership on compensation trends, risks, and opportunities, including executive and variable pay programs.
• Ensure compliance with relevant regulations (e.g., FLSA, pay transparency) and internal governance standards.
• Leverage HR data and analytics to model compensation scenarios and support data-driven decisions.
• Lead the annual compensation planning cycle, including merit, promotion, and bonus processes.
• Drive continuous improvement in compensation processes, tools, and communication to reinforce Marvin's people-first culture.

Required Skills

• Compensation strategy and design
• Job evaluation and job architecture
• Market pricing and salary benchmarking
• Incentive and variable pay design (bonus, STI, LTI)
• Pay equity analysis and governance
• HR analytics and compensation modeling (Excel, BI tools)
• Executive compensation concepts
• HRIS and compensation systems administration
• Regulatory compliance (FLSA, pay transparency)
• Change management and executive stakeholder influence