Pompa Program
Director of Compensation & Benefits
Pompa Program, Nashville, Tennessee, United States, 37247
Director of Compensation & Benefits
Location: Remote (eligible states: FL, NC, OH, SC, TN, TX, UT, VA)
Company: Pompa Program – faith-based, mission-driven health tech company headquartered in Draper, UT with over 300 nationwide employees.
About the role The Director of Compensation & Benefits is a key leader within People Operations, responsible for building and overseeing the company’s total rewards strategy during significant organizational change. This role will lead the transition off the PEO for payroll, benefits, and all related filings and compliance, while partnering closely with peers in Talent Management, Learning & Development, Human Resources, and Compliance.
Responsibilities
Lead PEO transition for payroll, benefits, and filings – develop detailed project plan and ensure continuity.
Drive compensation strategy, market benchmarking, and workforce budgeting – design competitive structures, lead benchmarking, partner with Finance on budgeting.
Own end-to-end payroll operations – ensure accuracy, compliance, timeliness, and internal control.
Design and manage benefits strategy, negotiation, and administration – evaluate brokers, design health/welfare plans, lead renewals.
Ensure compliance, filings, and audit readiness – manage filings, partner with Compliance, maintain audit-ready docs.
Collaborate across People Ops peers and cross‑functional partners – align with Talent Management, Learning & Development, HR, Compliance, Finance, Accounting, Legal.
Build, manage, and mentor Compensation & Benefits / Payroll operations team – develop culture of operational excellence.
Qualifications
8+ years of progressively responsible experience in compensation, benefits, payroll, or total rewards.
Leadership experience overseeing or transitioning off a PEO or implementing compensation/benefits/payroll operations.
Strong understanding of multi‑state laws, benefits compliance, payroll regulations, leave requirements.
Expertise with compensation benchmarking tools and methodologies.
Experience with workforce budgeting, headcount planning, and cost modeling.
Strong vendor management, negotiation, analytical, and project management skills.
Preferred
Experience in a high‑growth or multi‑state organization.
Certifications such as CCP, CBP, CEBS, SHRM‑SCP, SPHR.
Experience implementing or integrating with HRIS systems.
Demonstrated success building a function or team from the ground up.
Leadership Competencies
Strategic thinker, highly organized, process‑oriented.
Effective communicator, analytical mindset, team‑oriented.
Values transparency, fairness, positive employee experience.
Success Indicators (First 12 Months)
Successful transition off the PEO with no disruptions.
Complete implementation of payroll/benefits operations and SOPs.
Competitive compensation structure and pay bands established.
Workforce budgeting processes built and aligned with Finance.
Full compliance with all state/federal requirements and timely filings.
Clear PTO and leave tracking systems fully in place.
High satisfaction from employees and People Ops peers.
Effective team built that supports company growth.
Benefits
Competitive salary between $140,000–$165,000 per year.
Performance bonus and full company benefits – health, dental, vision, life insurance.
PTO and paid company holidays.
Remote work environment.
Opportunities for professional growth and career advancement.
EEO Statement Pompa Program is an equal opportunity employer. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
All information submitted will be processed per the Company’s privacy policy and applicable law. Interviews are conducted via video or phone.
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Company: Pompa Program – faith-based, mission-driven health tech company headquartered in Draper, UT with over 300 nationwide employees.
About the role The Director of Compensation & Benefits is a key leader within People Operations, responsible for building and overseeing the company’s total rewards strategy during significant organizational change. This role will lead the transition off the PEO for payroll, benefits, and all related filings and compliance, while partnering closely with peers in Talent Management, Learning & Development, Human Resources, and Compliance.
Responsibilities
Lead PEO transition for payroll, benefits, and filings – develop detailed project plan and ensure continuity.
Drive compensation strategy, market benchmarking, and workforce budgeting – design competitive structures, lead benchmarking, partner with Finance on budgeting.
Own end-to-end payroll operations – ensure accuracy, compliance, timeliness, and internal control.
Design and manage benefits strategy, negotiation, and administration – evaluate brokers, design health/welfare plans, lead renewals.
Ensure compliance, filings, and audit readiness – manage filings, partner with Compliance, maintain audit-ready docs.
Collaborate across People Ops peers and cross‑functional partners – align with Talent Management, Learning & Development, HR, Compliance, Finance, Accounting, Legal.
Build, manage, and mentor Compensation & Benefits / Payroll operations team – develop culture of operational excellence.
Qualifications
8+ years of progressively responsible experience in compensation, benefits, payroll, or total rewards.
Leadership experience overseeing or transitioning off a PEO or implementing compensation/benefits/payroll operations.
Strong understanding of multi‑state laws, benefits compliance, payroll regulations, leave requirements.
Expertise with compensation benchmarking tools and methodologies.
Experience with workforce budgeting, headcount planning, and cost modeling.
Strong vendor management, negotiation, analytical, and project management skills.
Preferred
Experience in a high‑growth or multi‑state organization.
Certifications such as CCP, CBP, CEBS, SHRM‑SCP, SPHR.
Experience implementing or integrating with HRIS systems.
Demonstrated success building a function or team from the ground up.
Leadership Competencies
Strategic thinker, highly organized, process‑oriented.
Effective communicator, analytical mindset, team‑oriented.
Values transparency, fairness, positive employee experience.
Success Indicators (First 12 Months)
Successful transition off the PEO with no disruptions.
Complete implementation of payroll/benefits operations and SOPs.
Competitive compensation structure and pay bands established.
Workforce budgeting processes built and aligned with Finance.
Full compliance with all state/federal requirements and timely filings.
Clear PTO and leave tracking systems fully in place.
High satisfaction from employees and People Ops peers.
Effective team built that supports company growth.
Benefits
Competitive salary between $140,000–$165,000 per year.
Performance bonus and full company benefits – health, dental, vision, life insurance.
PTO and paid company holidays.
Remote work environment.
Opportunities for professional growth and career advancement.
EEO Statement Pompa Program is an equal opportunity employer. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
All information submitted will be processed per the Company’s privacy policy and applicable law. Interviews are conducted via video or phone.
#J-18808-Ljbffr