Responsible for the strategic design, governance, and execution of all compensation programs across the enterprise. Ensures that compensation practices are competitive, equitable, compliant, and aligned with the organization’s business strategy, talent philosophy, and financial objectives. Serves as a key advisor to senior leadership and partners closely with Operations, HR, Finance and other business leaders to attract, retain, and motivate talent at scale.

1. Define and implement the organization’s compensation philosophy and long-term compensation strategy, ensuring alignment with business objectives, workforce strategy, and financial sustainability.
2. Provide enterprise governance and direction for base pay, incentive plans, and variable compensation across corporate, field, distribution, and store positions, including policies, approval thresholds, and decision rights.
3. Own job structures, leveling frameworks, and compensation governance to support scalability, clarity, and internal equity. Work with Talent Development to link the compensation architecture to career pathing.
4. Direct merit, incentive, and bonus planning processes, ensuring consistent application, performance differentiation, and appropriate executive oversight for all populations.
5. Establish market pricing and benchmarking strategies to maintain external competitiveness across corporate, field, distribution, and store positions, leveraging market surveys and analytics.
6. Support the enterprise executive leadership in designing and administering executive compensation programs, including base salary, annual incentives, long-term incentives/equity and executive perquisites.
a. Prepare analyses and recommendations for the Board’s Culture Committee on executive compensation programs.
b. Coordinate external benchmarking for executives, including peer group validation and market competitiveness analysis of total direct compensation.
c. Ensure executive compensation programs comply with applicable laws in partnership with Legal and Finance.
7. Lead proactive pay equity analysis and ensure compliance with pay transparency and compensation-related regulations, in partnership with HR Compliance and Legal.
8. Serve as a strategic advisor to senior leaders on compensation decisions, executive pay, and compensation implications of business strategy.
9. Collaborate with Operations and Finance on compensation budgeting, forecasting, and cost modeling to support enterprise financial goals.
10. Translate compensation data, trends, and insights into clear actionable recommendations that inform leadership decision-making at executive, functional and field levels.

11. Oversee the design, implementation, and ongoing management of the organization’s relocation and incentive programs, including policy development, vendor oversight, and program administration
12. Align area objectives with the strategic goals of the HR function and broader business, ensuring compensation programs support growth, profitability, and talent priorities.
13. Build, lead, and develop a high-performing compensation team including hiring, coaching, engagement, performance management and succession planning. 
14. Manage annual budgets for the compensation function and related programs, monitoring expenses and implementing cost-saving actions that do not compromise competitiveness or equity.

(Equivalent combinations of education, licenses, certifications and/or experience may be considered)

Education
• Bachelor’s degree in Human Resources, Business, Finance, or a related field required
• Master’s degree preferred

Experience
• Minimum 10 years of progressive compensation experience, including leadership responsibility within a large, complex organization required
• Minimum 3 years supervisory experience required
• Demonstrated experience in market pricing, data analysis, financial modeling, and the use of HRIS and compensation planning tools required.
• Experience collaborating with diverse stakeholders, communicating complex information clearly, and identifying and resolving issues required.
• Experience applying business principles to compensation topics and communicating complex information clearly to executive and management stakeholders required.
• Retail, multi-unit, or large hourly workforce experience strongly preferred

Licenses/Certifications
• Certified Compensation Professional (CPP) preferred
• SHRM Certified Professional (SHRM) preferred

Tools & Equipment 
• General Office Equipment

Sheetz is committed to the full inclusion of all qualified individuals. Sheetz is committed to considering all applicants regardless of disability who can perform all essential job duties with or without accommodations.