Director Compensation

Position Overview

This role provides strategic leadership for all non-executive compensation activities across corporate, field, store, supply chain, distribution center, and emerging business operations. The Director develops and executes compensation programs that attract, retain, and motivate top talent while supporting the Company's growth objectives, performance culture, and evolving workforce needs.

As a key member of the Total Rewards leadership team, the Director partners closely with Executive Leadership, Human Resources, Finance, Legal, Talent Acquisition, and business leaders to ensure compensation programs remain competitive, scalable, equitable, compliant, and aligned with organizational strategy.

The Director leads a team of compensation professionals and serves as the organization's senior internal consultant on compensation matters including job architecture, pay strategy, business unit incentive design and compensation governance.

A Day in the Life

Compensation Strategy & Enterprise Leadership (30%)

• Develop and execute the organization's compensation strategy in alignment with business objectives, workforce priorities, and talent strategies.
• Establish enterprise compensation philosophies, frameworks, and governance standards.
• Lead the design and evolution of compensation programs that support a rapidly growing and geographically diverse workforce.
• Evaluate industry trends, labor market dynamics, economic conditions, and emerging compensation practices to inform strategic recommendations.
• Advise executive leadership on compensation risks, opportunities, and strategic workforce investments.
• Ensure compensation programs enable organizational growth, workforce flexibility, and internal talent mobility.
• Serve as the enterprise subject matter expert for compensation strategy and governance.

Compensation Program Design & Administration (20%)

• Oversee administration and continuous improvement of:
  • Base pay programs
  • Salary structures
  • Incentive programs
  • Recognition programs
  • Job architecture frameworks
  • Geographic differentials
  • Premium pay programs
  • Retail and field compensation structures
• Lead development of scalable compensation solutions supporting store expansion, organizational growth, and new business initiatives.
• Ensure compensation programs remain competitive and aligned with market conditions and business strategy.
• Establish governance controls that promote consistency, fairness, and operational efficiency.

Job Architecture & Workforce Design (20%)

• Lead enterprise job architecture strategy including job families, career frameworks, leveling methodologies, and organizational design standards.
• Establish governance models supporting internal mobility, succession planning, and workforce scalability.
• Ensure consistency across organizational structures and career progression frameworks.
• Oversee enterprise-wide job evaluation and leveling practices.

Compensation Analytics & Workforce Insights (10%)

• Lead development of compensation analytics and workforce intelligence capabilities.
• Drive data-driven decision-making through advanced modeling, forecasting, and reporting.
• Monitor compensation competitiveness, retention trends, labor market conditions, pay equity indicators, and workforce risks.
• Present actionable insights and strategic recommendations to executive leadership.
• Partner with HR Technology and People Analytics teams to modernize reporting and compensation infrastructure.

Compliance, Risk Management & Governance (10%)

• Ensure compliance with all federal, state, and local compensation regulations.
• Monitor emerging legislative and regulatory developments impacting compensation programs.
• Lead compensation-related audits, assessments, and remediation activities.
• Establish governance frameworks that balance business flexibility with compliance requirements.
• Partner with Legal and Human Resources leaders to mitigate compensation-related risks.

Team Leadership & Organizational Capability (10%)

• Lead, develop, and inspire a high-performing compensation team.
• Build organizational capabilities that support growth and future talent needs.
• Create a culture of consultation, innovation, accountability, and continuous improvement.
• Develop succession pipelines and career development opportunities within the compensation function.
• Promote operational excellence through process simplification, automation, and scalable service delivery models.

You'll Come With

Education

• Bachelor's Degree in Human Resources, Finance, Business Administration, Economics, Organizational Development, or related discipline required.
• Master's Degree preferred.

Certifications

• Certified Compensation Professional (CCP) strongly preferred.

Experience

• 10+ years of progressive compensation experience.
• 5+ years leading compensation teams and enterprise compensation programs.
• Experience supporting large, multi-location organizations with national operations.
• Retail, consumer products, distribution, logistics, or other high-volume workforce experience strongly preferred.
• Demonstrated success developing compensation strategies during periods of rapid growth, transformation, or organizational change.
• Experience supporting executive leadership and board-level compensation discussions preferred.

Come join our team. You’regoing to like it here!

You will enjoy competitive wages, flexible hours, and an associate discount. Burlington’s benefits package includes medical, dental and vision coverage including life and disability insurance. Full-time associates are also eligible for paid time off, paid holidays and a 401(k) plan.

We are a rapidly growing brand and provide a variety of training and development opportunities so our associates can grow with us. Our teams work hard and have fun together! Burlington associates make a difference in the lives of customers, colleagues, and the communities where we live and work every day. Burlington Stores, Inc. is an equal opportunity employer committed to workplace diversity

Individual pay decisions will be based on a variety of factors, such as but not limited to, qualifications, education, job-related skills, relevant experience, and geographic location.