Sr. Director Compensation

Do your Best Work in Mooresville

This position is based at our headquarters in Mooresville North Carolina. Our corporate office is a space where you can collaborate and do your best work. Take a walk grab a bite (or a cup of coffee) work out or get a check-up we invest in you so you can find your inspiration.

Your Impact

The primary purpose of this role is to lead the strategy design governance communication and administration of Lowes compensation rewards and recognition programs ensuring alignment with business objectives talent priorities and the enterprise pay-for-performance philosophy. This leader partners closely with senior leaders HR Business Partners Talent Development Talent Acquisition Technology teams and other cross-functional stakeholders to provide strategic compensation guidance and deliver competitive equitable and market-informed reward solutions that attract retain and motivate talent. This role is responsible for evolving and administering compensation programs and incentive plans including annual and mid-year compensation planning bonus plan governance recognition program design and governance and related policy and rule administration. This position provides oversight of compensation governance enterprise job architecture job description management career frameworks and pay grade consistency to support alignment transparency and compliance across the organization. Additionally the role leverages market intelligence analytics technology and AI-enabled capabilities to drive informed decision-making operational excellence and continuous improvement across compensation programs and processes. The role leads and develops a team of compensation and rewards professionals and serves as a trusted advisor to executive leadership on compensation rewards and recognition governance workforce planning and organizational change.

What You Will Do

• Lead the strategy governance communication and administration of enterprise compensation rewards and recognition programs aligned to business strategy talent priorities and pay-for-performance philosophy.
• Partner with HR leaders HR Business Partners Talent Development Talent Acquisition Technology teams and senior business leaders to develop and deliver compensation strategies market-informed recommendations and reward solutions that support business and talent outcomes.
• Lead annual and mid-year compensation planning processes including testing reporting process execution communication stakeholder engagement change management and governance of compensation changes.
• Oversee enterprise bonus and incentive plan governance including plan design decisions policy interpretation rule consistency LOA treatment bridging rules and alignment between plan administration and plan documentation.
• Direct compensation benchmarking efforts including participation in compensation surveys and labor market studies to assess market competitiveness emerging trends and best practices.
• Provide strategic guidance on internal and external offers market adjustments sign-on awards equity considerations and when HR Business Partners or Talent Acquisition should engage Compensation.
• Lead the evaluation of business requirements and the development and maintenance of enterprise job descriptions job families and career frameworks while progressively advancing Lowes approach to skills-based architecture and workforce design where appropriate.
• Establish and maintain job grading pay structures and governance practices that support job architecture integrity pay grade consistency equitable pay decisions and enterprise alignment including the evolution of skills-based pay practices where appropriate.
• Support mergers acquisitions and integration activity by assessing role mapping job architecture leveling pay structures incentive alignment and other compensation decisions needed to integrate acquired organizations into Lowes compensation and rewards frameworks and programs.
• Ensure compensation rewards and recognition programs comply with applicable laws regulations company policies governance standards and associate experience requirements.
• Lead in partnership with Technology teams and cross-functional partners the design development and implementation of compensation and rewards technology systems data infrastructure reporting process improvements and the responsible adoption of AI-enabled tools and capabilities that enhance decision quality efficiency and user experience.
• Design and advocate for rewards programs that address the full lifecycle of employee and work-life needs while enhancing attraction retention engagement and performance.
• Oversee vendor invoice and budget management activities related to compensation rewards and recognition programs including survey vendors recognition vendors and related financial governance.
• Lead develop and mentor a team of compensation and rewards professionals fostering a high-performing consultative and customer-focused function.
• Serve as a trusted advisor to executive leadership on compensation strategy rewards and recognition governance workforce planning and organizational changes that require compensation support.

Minimum Qualifications

• Bachelors degree HR Business or related field or equivalent years of experience in lieu of education requirement if applicable

Additional Qualifications

• 12 years of experience with progressive responsibility in the compensation rewards or total rewards function
• 7-10 years of leadership experience and/or deep consulting experience supporting complex organizations
• 8 years of experience leading compensation strategy program governance and enterprise compensation planning processes
• Experience supporting large-scale job architecture career framework and pay structure evolution
• Experience with market pricing benchmarking offer recommendations sign-on awards and compensation consulting in a complex business environment
• Experience partnering across HR Talent Development Talent Acquisition Technology Finance Legal and senior business leadership in a matrixed environment

Preferred Skills/Education

• Masters degree MBA or Master Degree

About Lowes

Lowes Companies Inc. (NYSE: LOW) is a FORTUNE100 home improvement company with total fiscal 2025 sales of more than $86 billion. Lowes employs approximately 300000 associates and operates over 1750 home improvement stores 540branches and 120distribution centers. Based in Mooresville N.C. Lowes supports the communities it serves through programs focused on creating safe affordable housing improving community spaces helping to develop the next generation of skilled trade experts and providing disaster relief to communities in need. For more information visit.

Lowes is an equal opportunity employer and administers all personnel practices without regard to race color religious creed sex gender age ancestry national origin mental or physical disability or medical condition sexual orientation gender identity or expression marital status military or veteran status genetic information or any other category protected under federal state or local law.