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Alorica Director, NA & Corporate Compensation in Virtual, United States


The Compensation Director is responsible for the design, execution and management of system-wide compensation programs, policies and procedures. The Compensation Director partners with Senior Leadership to create compensation strategies that position Alorica competitively in the marketplace.


  1. Develop compensation programs and plans for approximately 100,000 employees system-wide (including annual salaries and short-term incentive plans) for all levels of the organization (executive, management and staff).

  2. Counsel senior leaders on pay decisions, compensation practices, and policy and guidelines interpretation. Guide the decision-making process and outcome by providing detailed analysis/models, innovative recommendations, and expert advice to management and HR executives. .

  3. Monitors effectiveness of existing compensation policies, guidelines and procedures recommending plan revision as well as new plans that are cost-effective and consistent with compensation trends and corporate objectives.

  4. Determines and/or evaluates position classification, firm salary guidelines and exemption status for appropriateness and compliance.

  5. Oversees external survey selection and participation. Responds to ad hoc requests for compensation information and participates in special studies and/or projects related to compensation.

  6. Educate and coach management regarding system compensation philosophy, salary structures, market analysis, merit and bonus processes. Partner to develop key employee messaging on compensation topics.

  7. Oversee annual implementation and administration of compensation programs and systems including merit, market and equity analysis, recommendations and adjustments, short term variable compensation. Ensures data integrity within data management and reporting.

  8. Partner with Talent Acquisition executives on total compensation offers and onboarding of incoming executives. Meet with executive candidates and/or new hires regarding details of compensation packages. Partner with Legal on preparation of severance packages, etc., and provide one-on-one support to exiting Executives, if necessary.

  9. Lead cross-functional workgroup driving solutions that impact employee pay including mergers and acquisitions, system-wide cost-saving initiatives, audit findings, compensation program system development, integration and implementation.

  10. Partner with the Compensation Committee independent consultant regarding executive compensation plans and programs requiring Committee review and approval. Provide materials and support for presentation to the Committee.

  11. Lead the broad-based and executive compensation teams through first-line managers to ensure development of staff and the delivery of high-quality solutions across the system.

  12. In collaboration with Legal, Accounting, Tax, Internal Audit and third-party administrators, ensure accurate reporting, budgeting and compliance with all applicable laws and regulations regarding compensation and related issues

  13. Leads and develops the Compensation team. The ideal candidate has excellent written and verbal communication skills; has excellent leadership skills and can develop and present information to senior leaders in the organization.


  • Bachelor's Degree or equivalent in experience in human resources or business

  • 10+ years' Experience

    Equal Opportunity Employer - Veterans/Disable