NAPA Auto Parts
Overview
NAPA is hiring a Senior Director, Compensation.
Drive the future of compensation at
NAPA
– a Fortune 200 company with 100 years of history and innovation! In May 2025,
NAPA
celebrates its 100th anniversary with a renewed commitment to driving the industry forward. NAPA distributes automotive replacement parts, accessories, and service items throughout the U.S. More than
800,000 parts
are sold under the NAPA brand, as well as Key National Brands. NAPA is widely recognized for quality parts, service, and knowledgeable people, with
20,000+ employees
across the U.S. Its stores and distribution centers sell to both retail and commercial automotive aftermarket customers covering all domestic and foreign motor vehicle models. NAPA’s holding company,
Genuine Parts Company (GPC) , established in 1928, is a leading global service provider of automotive and industrial replacement parts and value-added solutions. Operating across
17 countries
with
10,700+ locations
and
63,000 teammates , GPC reported record 2024 revenues of
$23.5B . Position Impact
The
Senior Director, Compensation
is a strategic leader who
defines and drives NAPA’s total compensation strategy . This role serves as a trusted advisor to executives and business leaders, ensuring programs attract, motivate, and retain top talent. This position is especially critical as NAPA undergoes a
transformation of its compensation programs , with
sales compensation
as an urgent focus area. This leader will have the opportunity to design innovative structures that align with NAPA’s business priorities, reinforce performance, and support a high-performing culture. Functions & Responsibilities
Provide strategic and operational oversight of all compensation programs (base pay, merit cycles, bonus structures, incentive plans), including
transformation of sales compensation Partner with executive leadership to assess business needs, diagnose challenges, and deliver actionable, market-competitive solutions; stay current on trends, regulations, and best practices Develop and present proposals for compensation, incentive, and work-life programs to senior leaders and committees; align strategies with GPC to strengthen
Employer of Choice
positioning Ensure compensation data integrity within HRIS ( Workday ) and leverage analytics for informed decision-making Lead and develop a high-performing compensation team; partner with HR leaders to educate managers and employees on programs and philosophy Direct the annual compensation review, merit cycle, and work-life process strategy Professional Qualifications
The ideal candidate for the Senior Director of Compensation role is a strategic, self-starting leader with 7+ years of progressive experience in a mature compensation environment, and at least three years leading high-performing teams. They bring deep expertise in variable pay and sales compensation plan design and administration, combined with a proven ability to influence senior leadership through data-driven insights that ensure competitive, equitable, and compliant pay practices.
Additional key qualifications: Strong knowledge of compensation laws, regulations, and state-to-state compliance differences Strong data analysis, problem-solving, and presentation skills; ability to
turn data into insights Proven ability to diagnose HR challenges and drive innovative solutions Track record of partnering with senior executives to solve complex HR/compensation challenges Advanced proficiency in Microsoft Office ( Excel,
PowerPoint, Word, Outlook) Workday experience required Certified Compensation Professional ( CCP ) strongly preferred Personal Qualifications
The successful candidate will be a trusted and influential working leader who combines strategic insight with a collaborative, relationship-driven approach. They will demonstrate strong executive presence, model integrity and discretion, and foster a culture of innovation, agility, and inclusion while inspiring confidence across all levels of the organization. Influential, collaborative, and able to build trust across diverse stakeholders.
Key attributes: Strong executive presence and communication skills; inspires confidence with senior leadership Results-oriented with balance of strategic vision and tactical execution High integrity with ability to maintain confidentiality and handle sensitive data Demonstrates agility, innovation, and a growth mindset Values an interconnected team environment Education & Compensation
Bachelor’s degree in Human Resources, Business Administration, Finance, or related field NAPA offers a
highly competitive compensation package , including base salary (commensurate with experience) plus
short- and long-term incentives Seniority level
Director Employment type
Full-time Job function
Human Resources Industries Retail Referrals increase your chances of interviewing at NAPA Auto Parts by 2x We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.
#J-18808-Ljbffr
NAPA is hiring a Senior Director, Compensation.
Drive the future of compensation at
NAPA
– a Fortune 200 company with 100 years of history and innovation! In May 2025,
NAPA
celebrates its 100th anniversary with a renewed commitment to driving the industry forward. NAPA distributes automotive replacement parts, accessories, and service items throughout the U.S. More than
800,000 parts
are sold under the NAPA brand, as well as Key National Brands. NAPA is widely recognized for quality parts, service, and knowledgeable people, with
20,000+ employees
across the U.S. Its stores and distribution centers sell to both retail and commercial automotive aftermarket customers covering all domestic and foreign motor vehicle models. NAPA’s holding company,
Genuine Parts Company (GPC) , established in 1928, is a leading global service provider of automotive and industrial replacement parts and value-added solutions. Operating across
17 countries
with
10,700+ locations
and
63,000 teammates , GPC reported record 2024 revenues of
$23.5B . Position Impact
The
Senior Director, Compensation
is a strategic leader who
defines and drives NAPA’s total compensation strategy . This role serves as a trusted advisor to executives and business leaders, ensuring programs attract, motivate, and retain top talent. This position is especially critical as NAPA undergoes a
transformation of its compensation programs , with
sales compensation
as an urgent focus area. This leader will have the opportunity to design innovative structures that align with NAPA’s business priorities, reinforce performance, and support a high-performing culture. Functions & Responsibilities
Provide strategic and operational oversight of all compensation programs (base pay, merit cycles, bonus structures, incentive plans), including
transformation of sales compensation Partner with executive leadership to assess business needs, diagnose challenges, and deliver actionable, market-competitive solutions; stay current on trends, regulations, and best practices Develop and present proposals for compensation, incentive, and work-life programs to senior leaders and committees; align strategies with GPC to strengthen
Employer of Choice
positioning Ensure compensation data integrity within HRIS ( Workday ) and leverage analytics for informed decision-making Lead and develop a high-performing compensation team; partner with HR leaders to educate managers and employees on programs and philosophy Direct the annual compensation review, merit cycle, and work-life process strategy Professional Qualifications
The ideal candidate for the Senior Director of Compensation role is a strategic, self-starting leader with 7+ years of progressive experience in a mature compensation environment, and at least three years leading high-performing teams. They bring deep expertise in variable pay and sales compensation plan design and administration, combined with a proven ability to influence senior leadership through data-driven insights that ensure competitive, equitable, and compliant pay practices.
Additional key qualifications: Strong knowledge of compensation laws, regulations, and state-to-state compliance differences Strong data analysis, problem-solving, and presentation skills; ability to
turn data into insights Proven ability to diagnose HR challenges and drive innovative solutions Track record of partnering with senior executives to solve complex HR/compensation challenges Advanced proficiency in Microsoft Office ( Excel,
PowerPoint, Word, Outlook) Workday experience required Certified Compensation Professional ( CCP ) strongly preferred Personal Qualifications
The successful candidate will be a trusted and influential working leader who combines strategic insight with a collaborative, relationship-driven approach. They will demonstrate strong executive presence, model integrity and discretion, and foster a culture of innovation, agility, and inclusion while inspiring confidence across all levels of the organization. Influential, collaborative, and able to build trust across diverse stakeholders.
Key attributes: Strong executive presence and communication skills; inspires confidence with senior leadership Results-oriented with balance of strategic vision and tactical execution High integrity with ability to maintain confidentiality and handle sensitive data Demonstrates agility, innovation, and a growth mindset Values an interconnected team environment Education & Compensation
Bachelor’s degree in Human Resources, Business Administration, Finance, or related field NAPA offers a
highly competitive compensation package , including base salary (commensurate with experience) plus
short- and long-term incentives Seniority level
Director Employment type
Full-time Job function
Human Resources Industries Retail Referrals increase your chances of interviewing at NAPA Auto Parts by 2x We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.
#J-18808-Ljbffr