Dir-Corporate 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 Director, Corporate Compensation leads the design, governance, communication, and administration of corporate compensation programs that support Lowe's business strategy, talent priorities, and pay-for-performance philosophy. Reporting to the Senior Director, Executive and Corporate Compensation, this leader manages and develops a team of compensation professionals and serves as a trusted advisor to HR and business leaders. The Director ensures compensation programs are market-informed, equitable, operationally sound, and aligned with enterprise governance standards. The role also leads job architecture, job description, career framework, pay structure, and compensation technology initiatives that strengthen consistency, transparency, and the associate experience. 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.

What You Will Do

- Lead and develop a high-performing corporate compensation team, setting clear priorities, building technical and consultative capability, and supporting the team through complex annual compensation cycles and organizational change.
- Advance corporate compensation strategy, design, governance, communication, and administration of corporate compensation programs, including base pay, annual incentive and bonus programs, and related policies.
- Drive annual and mid-year compensation planning processes, including process design, testing, system readiness, reporting, stakeholder communications, training, change management, governance, and issue resolution.
- Lead implementation of bonus plan changes, including the design and rollout of discretionary bonus plan components, plan governance, decision frameworks, communications, documentation, and manager enablement.
- Partner with HR Business Partners, Talent Acquisition, Talent Development, Technology, Finance, Legal, and senior business leaders to deliver practical, market-informed compensation guidance and solutions.
- Oversee compensation benchmarking, market pricing, survey participation, labor-market analysis, and competitive intelligence to inform pay structures, offer guidance, market adjustments, and program design.
- Lead enterprise job architecture initiatives, including job family design, career frameworks, job descriptions, leveling, pay grade alignment, and governance practices that promote consistency and transparency.
- Establish and maintain compensation governance for job evaluation, pay structures, incentive eligibility, plan administration, policy interpretation, leave-of-absence treatment, bridging rules, and other compensation decisions.
- Partner with Technology teams to enhance compensation systems, data infrastructure, reporting, workflow automation, and responsible AI-enabled capabilities that improve decision quality, efficiency, and user experience.
- Support organizational changes, partner in mergers, acquisitions, and integration activity through role mapping, job architecture, leveling, pay structure, incentive alignment, and related compensation analysis.
- Monitor compensation program effectiveness, risks, associate experience, and emerging market practices; recommend improvements that strengthen attraction, retention, engagement, and performance.
- Provide strategic leadership and direct management to compensation sr analyst and consultants, ensuring high performance, professional development, and effective execution of corporate compensation programs
- Mentor and guide the corporate compensation team, fostering a culture of collaboration, innovation and continuous improvement.

Minimum Qualifications

- Bachelor’s degree in business, HR, finance, or related field or equivalent years of experience in lieu of education requirement, if applicable
- 10 years of progressive experience in compensation or a related human resources discipline.
- 8 years of experience with compensation benchmarking, market pricing, pay structure administration, and compensation consultation.
- 8 years of experience leading or supporting large-scale job architecture, job evaluation, career framework, and job description initiatives.
- 5 years of experience leading and developing teams with both direct reports or/or leading in a cross functional/matrixed environment
- Experience leading annual compensation planning and administering incentive or bonus programs in a large, complex organization.
- Experience partnering effectively across HR, Talent Acquisition, Talent Development, Technology, Finance, Legal, and business leadership in a matrixed environment.

Preferred Skills/Education

- Master’s degree in business administration, HR, finance, or related field
- GRP - Global Remuneration Professional or comparable compensation certification
- CCP - Certified Compensation Professional

About Lowe’s

Lowe’s Companies, Inc. (NYSE: LOW) is a FORTUNE® 100 home improvement company with total fiscal year 2025 sales of more than $86 billion. Lowe’s employs approximately 300,000 associates and operates over 1,750 home improvement stores, 540 branches and 120 distribution centers. Lowe’s is a core value S&P 500 equity stock and a dividend aristocrat. Based in Mooresville, N.C., Lowe’s 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.com .

Lowe’s 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.