Senior Director, Compensation (Req#1151)

Overview

Join ePlus, a publicly traded technology solutions provider with over 30 years of success helping organizations modernize, secure, and scale their IT infrastructure. We’re looking for a strategic and experienced Senior Director of Compensation to lead the design, development, and execution of compensation programs that drive performance and attract top talent, especially for our sales and services teams. This role will ensure our pay programs align with business objectives and are effective in attracting, rewarding, and retaining top talent.      

This role will report to the VP of HR and will work collaboratively with senior executives, regional sales, and service leaders to understand and analyze business issues and develop effective compensation solutions and will work with in-house legal counsel to ensure pay practices comply with applicable law. The ideal candidate will have experience supporting a public company’s compensation committee and assisting in designing executive compensation award agreements and preparing proxy disclosures. This role requires a proactive leader with proven people-management experience, exceptional communication skills, and a strategic approach to problem-solving. As a key contributor in a fast-paced, growth-oriented environment, this high-impact position offers the opportunity to shape and drive the organization’s compensation strategy.  

Your Impact

Key Responsibilities:  

• Lead the annual compensation planning process and partner with HR leaders and senior management to ensure incentive programs align with the company’s philosophies and business goals.  
• Conduct in-depth analysis of current compensation programs to evaluate effectiveness, competitiveness, and model enhancements. Manages compensation reporting and analytics.  
• Perform benchmarking, job evaluation, and market pricing to support program design and decision-making.  
• Develop, implement, administer, and maintain plans, programs, policies, educational materials, and communications devised to support compensation initiatives across the organization. 
• Participate in the design and development of the executive compensation-related sections of the proxy. 
• Support compensation planning and budgeting efforts with the FP&A team. 
• Work closely with the company’s stock plan administrator to process annual stock grants and transactions related to withhold-to-cover. 
• Maintain accurate and confidential records of incentive compensation plans, payments, and related documentation. 
• Stay informed about compensation related regulatory, market, and practice changes and trends. 
• Prepare both standard and ad hoc Compensation Committee materials. 
• Manage the activities of the Compensation team. Coach, mentor and guide analysts responsible for plan calculations and modeling.  
• Partner with other corporate areas (e.g. Accounting, Tax, and Legal) to ensure full compliance of all compensation programs. 
• Conduct job family reviews and market pricing analysis to support organizational design and talent strategy.  
• Uphold the highest standards of ethical conduct and professionalism, ensuring confidentiality and adherence to corporate policies and compliance requirements. 
• Other responsibilities and projects as assigned. 

Qualifications

Basic Qualifications: 

• Bachelor’s degree in Business Administration, Accounting, Finance, Human Resources or related fields. 
• 10+ years of experience in compensation required, preferably in a large sales organization.  
• 7+ years of management experience required. 
• Proven ability to collaborate across all levels of the organization, including senior leadership. 
• Exceptional verbal and written communication, presentation, and leadership skills. 
• Must be a self-starter, goal-oriented, and a strong team motivator. 
• Skilled at managing multiple priorities in a fast-paced environment. 
• Strategic problem-solver with strong negotiation and conflict resolution skills. 
• Ability to maintain confidentiality and handle sensitive information with utmost professionalism and discretion. 
• Ability to interpret complex or unique hiring and acquired employee compensation arrangements. 
• Comfortable partnering with Sales and Services Organizations and navigating nuanced compensation discussions. 
• Strong business acumen and understanding of the broader business context. 
• Must be proficient in Microsoft Office, particularly Excel (e.g. pivot tables, Lookups, nested IF statements), and PowerPoint. 
• Familiarity with NICE or other compensation tools, and UKG experience with scenario modeling and other analyses. 

 Preferred Qualifications: 

• 5+ years of experience in a consulting role. 
• Progress toward or achievement of professional certifications such as Certified Compensation Professional (CCP), Certified Executive Compensation Professional (CECP), and Certified Equity Professional (CEP).  
• Knowledge of E*Trade Equity Online (EEO) is a plus. 

Position Specifics

The initial base salary range for this position is expected to be between $170,000 and $200,000 annually. The final base salary offered will be determined by multiple factors, including, but not limited to, job-related knowledge, depth of experience, skills, certifications, and geographic location. In addition to the base salary, our compensation structure may include other components such as commissions and discretionary bonuses.

ePlus offers a full range of medical, financial, and/or other benefits (including 401(k) eligibility, employee stock purchase program and various paid time off benefits, such as vacation, sick time, and personal leave), dependent on the position offered. Details of participation in these benefit plans will be provided if an offer of employment is extended.

If hired, employee will be in an “at-will position” and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors. 

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