Director of Compensation
This position offers a base salary range of $147,081 - $245,138 per year, depending on experience and qualifications, plus bonus based on company performance.
One of the MANY work perkz at Sheetz is quarterly employee bonuses based on company performance! And there’s more – A LOT more… like competitive salaries, PTO and parental leave, 401k match and employee stock ownership, limitless professional development and growth opportunities, tuition reimbursement, full medical, vision and dental coverage, and snack discounts!
This position offers a remote work arrangement with required travel. A hybrid work arrangement (2 office - 3 home), based in either our Claysburg, PA or Pittsburgh, PA locations is also available. Relocation is available for candidates outside of a commutable distance.
OVERVIEW
Responsible for the strategic design, governance, and execution of all compensation programs across the enterprise. Ensures that compensation practices are competitive, equitable, compliant, and aligned with the organization’s business strategy, talent philosophy, and financial objectives. Serves as a key advisor to senior leadership and partners closely with Operations, HR, Finance and other business leaders to attract, retain, and motivate talent at scale.
RESPONSIBILITIES (other duties may be assigned)
1. Define and lead the organization’s compensation philosophy, strategy, and governance, ensuring alignment with business objectives, workforce strategy, scalability, internal equity, and financial sustainability across all employee populations.
2. Own compensation architecture and programs, including job structures, leveling frameworks, base pay, incentives, bonuses, executive compensation, relocation, and special incentive programs, ensuring consistency, clarity, and effective program administration.
3. Direct annual and ongoing compensation planning and execution, including merit, incentive, bonus, and executive pay processes, with appropriate governance, performance differentiation, and executive and Board-level oversight.
4. Establish and oversee market pricing, benchmarking, and competitiveness strategies, leveraging market data and analytics to support compensation decisions across corporate, field, distribution, and store roles.
5. Partner with Executive Leadership, the Board, Legal, and Finance on executive compensation, including program design, benchmarking, regulatory compliance, and preparation of analyses and recommendations for Board review.
6. Lead pay equity, transparency, and regulatory compliance efforts, proactively assessing risk and ensuring adherence to compensation-related laws and standards in partnership with HR Compliance and Legal.
7. Serve as a strategic advisor to senior leaders, translating compensation data, trends, and insights into clear, actionable recommendations that inform business strategy and talent decisions at enterprise, functional, and field levels.
8. Oversee the design, implementation, and ongoing management of the organization’s relocation and incentive programs, including policy development, vendor oversight, and program administration.
9. Collaborate with Finance and Operations on compensation budgeting, forecasting, and cost modeling, ensuring programs support enterprise financial goals while maintaining competitiveness and equity.
10. Build, lead, and develop a high-performing compensation team, including hiring, coaching, performance management, succession planning, and stewardship of the compensation function’s budget and resources.
QUALIFICATIONS
(Equivalent combinations of education, licenses, certifications and/or experience may be considered)
Education
• Bachelor’s degree in Human Resources, Business, Finance, or a related field required
• Master’s degree preferred
Experience
• Minimum 10 years of progressive compensation experience, including leadership responsibility within a large, complex organization required
• Minimum 3 years supervisory experience required
• Demonstrated experience in market pricing, data analysis, financial modeling, and the use of HRIS and compensation planning tools required.
• Experience collaborating with diverse stakeholders, communicating complex information clearly, and identifying and resolving issues required.
• Experience applying business principles to compensation topics and communicating complex information clearly to executive and management stakeholders required.
• Retail, multi-unit, or large hourly workforce experience strongly preferred
Licenses/Certifications
• Certified Compensation Professional (CPP) preferred
• SHRM Certified Professional (SHRM) preferred
Tools & Equipment
• General Office Equipment
ACCOMMODATIONS
Sheetz is committed to the full inclusion of all qualified individuals. Sheetz is committed to considering all applicants regardless of disability who can perform all essential job duties with or without accommodations.
Apply To This Job
One of the MANY work perkz at Sheetz is quarterly employee bonuses based on company performance! And there’s more – A LOT more… like competitive salaries, PTO and parental leave, 401k match and employee stock ownership, limitless professional development and growth opportunities, tuition reimbursement, full medical, vision and dental coverage, and snack discounts!
This position offers a remote work arrangement with required travel. A hybrid work arrangement (2 office - 3 home), based in either our Claysburg, PA or Pittsburgh, PA locations is also available. Relocation is available for candidates outside of a commutable distance.
OVERVIEW
Responsible for the strategic design, governance, and execution of all compensation programs across the enterprise. Ensures that compensation practices are competitive, equitable, compliant, and aligned with the organization’s business strategy, talent philosophy, and financial objectives. Serves as a key advisor to senior leadership and partners closely with Operations, HR, Finance and other business leaders to attract, retain, and motivate talent at scale.
RESPONSIBILITIES (other duties may be assigned)
1. Define and lead the organization’s compensation philosophy, strategy, and governance, ensuring alignment with business objectives, workforce strategy, scalability, internal equity, and financial sustainability across all employee populations.
2. Own compensation architecture and programs, including job structures, leveling frameworks, base pay, incentives, bonuses, executive compensation, relocation, and special incentive programs, ensuring consistency, clarity, and effective program administration.
3. Direct annual and ongoing compensation planning and execution, including merit, incentive, bonus, and executive pay processes, with appropriate governance, performance differentiation, and executive and Board-level oversight.
4. Establish and oversee market pricing, benchmarking, and competitiveness strategies, leveraging market data and analytics to support compensation decisions across corporate, field, distribution, and store roles.
5. Partner with Executive Leadership, the Board, Legal, and Finance on executive compensation, including program design, benchmarking, regulatory compliance, and preparation of analyses and recommendations for Board review.
6. Lead pay equity, transparency, and regulatory compliance efforts, proactively assessing risk and ensuring adherence to compensation-related laws and standards in partnership with HR Compliance and Legal.
7. Serve as a strategic advisor to senior leaders, translating compensation data, trends, and insights into clear, actionable recommendations that inform business strategy and talent decisions at enterprise, functional, and field levels.
8. Oversee the design, implementation, and ongoing management of the organization’s relocation and incentive programs, including policy development, vendor oversight, and program administration.
9. Collaborate with Finance and Operations on compensation budgeting, forecasting, and cost modeling, ensuring programs support enterprise financial goals while maintaining competitiveness and equity.
10. Build, lead, and develop a high-performing compensation team, including hiring, coaching, performance management, succession planning, and stewardship of the compensation function’s budget and resources.
QUALIFICATIONS
(Equivalent combinations of education, licenses, certifications and/or experience may be considered)
Education
• Bachelor’s degree in Human Resources, Business, Finance, or a related field required
• Master’s degree preferred
Experience
• Minimum 10 years of progressive compensation experience, including leadership responsibility within a large, complex organization required
• Minimum 3 years supervisory experience required
• Demonstrated experience in market pricing, data analysis, financial modeling, and the use of HRIS and compensation planning tools required.
• Experience collaborating with diverse stakeholders, communicating complex information clearly, and identifying and resolving issues required.
• Experience applying business principles to compensation topics and communicating complex information clearly to executive and management stakeholders required.
• Retail, multi-unit, or large hourly workforce experience strongly preferred
Licenses/Certifications
• Certified Compensation Professional (CPP) preferred
• SHRM Certified Professional (SHRM) preferred
Tools & Equipment
• General Office Equipment
ACCOMMODATIONS
Sheetz is committed to the full inclusion of all qualified individuals. Sheetz is committed to considering all applicants regardless of disability who can perform all essential job duties with or without accommodations.
Apply To This Job