Focused on employment and labor law since 1958, Jackson Lewis P.C.’s 1,000+ attorneys located in major cities nationwide consistently identify and respond to new ways workplace law intersects business. We help employers develop proactive strategies, strong policies and business-oriented solutions to cultivate high-functioning workforces that are engaged and stable, and share our clients’ goals to emphasize belonging and respect for the contributions of every employee.
The Firm is ranked in the First Tier nationally in the category of Labor and Employment Litigation, as well as in both Employment Law and Labor Law on behalf of Management, in the U.S. News - Best Lawyers® “Best Law Firms”.
The Director of Compensation is responsible for developing, implementing, and managing comprehensive total compensation programs for the firm. This role requires a deep knowledge of compensation structures, regulatory compliance, and expertise in market analysis to ensure competitive and equitable pay practices to attract and retain top legal talent in multiple locations across the country.
Compensation Strategy and Design
- Recommend, design, and implement compensation programs for attorneys, legal support and business services employees.
- Develop and maintain equitable and fair salary structures.
- Lead annual compensation planning, including market adjustments and promotional guidelines.
- Partner with leadership to evaluate and create fiscally effective incentive programs.
Market Analysis and Benchmarking
- Conduct regular market analysis through participation in specific legal, business and services industry surveys.
- Monitor the firm’s competitive position and recommend adjustments that maintain market competitiveness and ensure internal equity.
- Provide data-driven recommendations for compensation decisions and budget planning.
Compliance
- Ensure compliance with federal and state wage and hour laws, including FLSA and the Equal Pay Act.
- Partner with leadership and the office of general counsel on compensation related matters.
- Maintain policies and procedures that ensure compliance with regulations and firm compensation philosophy.
- Establish standard operating procedures to ensure compensation team consistency.
Leadership and Collaboration
- Lead and develop compensation team.
- Serve as subject matter expert, advisor and partner to the firm’s HR Business Partners, Professional Development Managers, talent acquisition team, hiring managers and firm leaders.
- Collaborate with finance team on annual compensation budgeting and incentive program forecasts.
- Partner with internal experts including communications, HR leadership and general counsel on drafting incentive plan documents.
- Present compensation recommendations and insights to senior leadership.
- Develop compensation guides, training, and presentations as appropriate
Technology and Process Improvement
- Oversee compensation management systems including the implementation of Workday compensation module capabilities across the firm and tools such as survey platforms.
- Drive continual process improvements and automation to enhance team efficiency and accuracy.
- Develop reporting and analytics capabilities to provide actionable insights into leadership.
- Manage vendor relationships.
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Required Qualifications
- Bachelor’s degree in human resources, business administration, finance, or another related field
- Compensation Certification such as Certification Compensation Professional (CCP), Compensation Management Specialist (CMS)
Experience
- Minimum of 10 years of experience in human resources with a least 8 years of progressive compensation experience with at least 3 years of compensation focus in the services industry.
- At least 5 years of leadership experience
- Deep understanding of compensation structures with proven experience in compensation surveys and benchmarking methodologies
- Advanced knowledge and capabilities with excel and compensation tools.
- Experience with HRIS compensation systems, preferably workday
- Strong qualitative and analytical skills with the ability to interpret complex data.
- Knowledge and experience with job evaluation methodologies
For New York City Metro area, the expected salary range for this position is between $185,000 and $205,000. The actual compensation will be determined based on experience and other factors permitted by law.
We are an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, national origin, gender, age, religion, disability, sexual orientation, veteran status, marital status or any other characteristics protected by law.
