Director, Compensation Strategy

Capital Blue Cross

Director leading compensation strategy, overseeing compensation programs and rewards initiatives at Capital Blue Cross. Focused on market alignment and employee performance connection.

Posted 4/25/2026full-timeHarrisburg • Pennsylvania • 🇺🇸 United StatesLead💰 $118,650 - $223,560 per yearWebsite

About the role

Key responsibilities & impact

Lead the strategy, design, governance, and continuous evolution of the company’s compensation and rewards programs
Oversee compensation philosophy, job architecture, job evaluation, salary structures, incentive plan design, pay transparency readiness, market benchmarking, and reward-related transformation initiatives
Lead the ongoing development and refinement of Capital’s compensation and rewards philosophy
Translate philosophy into practical program design, salary administration guidelines, incentive frameworks, and decision-making tools for leaders
Recommend innovative, modern approaches to compensation and rewards that support a high-performance culture, stronger accountability, and enterprise success
Lead the design, evaluation, and administration of short-term and sales incentive plans, variable pay programs, and other reward mechanisms
Ensure incentives are clearly linked to business goals, strategic priorities, measurable outcomes, and the right employee behaviors
Assess plan effectiveness using data and analytics, and recommend changes to improve performance differentiation, line of sight, competitiveness, and return on investment
Direct compensation benchmarking, market analysis, and pay modeling to support hiring, retention, organizational design, promotion, and executive decision-making
Provide insight and recommendations to senior leaders on market trends, emerging pay practices, regulatory developments, and risks
Lead transformational compensation and rewards projects from strategy through implementation, including process redesign, technology enablement, communications, and change management
Serve as a trusted advisor to senior HR leaders and business leaders on complex compensation matters, incentive design, and reward strategy

Requirements

What you’ll need

Bachelor’s degree required
7 years of compensation leadership experience, including compensation philosophy design, incentive plan design, market pricing, salary structures, and job evaluation
3 years of people management experience of analysts (compensation, HR, Finance)
Certified Compensation Professional (CCP) or comparable professional certification preferred
Demonstrated experience leading enterprise compensation transformation work, such as job architecture, pay transparency readiness, compensation modernization, or large-scale pay program redesign
Demonstrated ability to think proactively and anticipate market and business needs
Strong business acumen with the ability to connect compensation strategies to financial and operational outcomes
Ability to influence and advise senior leaders with confidence and credibility
Analytical mindset with the ability to translate data into insights and action
Track record of simplifying and modernizing compensation practices while compliant with existing regulations
Experience in Workday preferred but not required.

Benefits

Comp & perks

Medical, Dental & Vision coverage
Retirement Plan
Generous time off including Paid Time Off
Holidays
Volunteer time off
Incentive Plan
Tuition Reimbursement

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills & Tools

compensation philosophy designincentive plan designmarket pricingsalary structuresjob evaluationdata analyticspay modelingcompensation transformationprocess redesigncompensation modernization

Soft Skills

business acumeninfluenceadvisinganalytical mindsetproactive thinkingcredibilitycommunicationleadershipaccountabilitychange management

Certifications

Certified Compensation Professional (CCP)