About the Role

GAP INC. FIT FOR THE FUTURE. Gap was founded in 1969 with a simple idea—make it easier to find a pair of jeans that fit with a commitment to do more. Together with our founders, Don and Doris Fisher, we’ve built Gap Inc. from a 'denim & records' shop to an iconic portfolio of four billion-dollar global brands that shape peoples’ way of life. Our brands bridge the gaps we see in the world and are powered by thousands of people across the globe who take risks, think big, and do good for our customers, communities, and the planet. Our story is something to be proud of and a legacy that's on us to carry into the future. Today we have 2,685 Company-operated stores and 667 franchise store locations in 70 countries throughout North America, Asia, Europe, Latin America, the Middle East, and Africa. We have a global workforce of approximately 95,000 employees.

THE OPPORTUNITY Gap Inc. is seeking a forward-thinking and strategic Director of Compensation & Recognition to join our Total Rewards Team. In this high-impact role, you will lead the development and execution of compensation strategies that support our dynamic field workforce across Old Navy, Gap, Banana Republic, and Athleta – spanning stores, distribution centers (DCs), call centers (CCs), and franchise (FSAL) operations.

You will be instrumental in shaping compensation programs that are competitive, equitable, and culturally relevant – reinforcing our commitment to be a high-performing house of iconic American brands that shape culture.

As a key leader, you’ll bring deep technical expertise and a passion for data-driven decision-making, while championing the needs of our front-line teams. You’ll lead with curiosity and a growth mindset, foster inclusivity, and collaborate across functions and brands to deliver innovative, customer-centered solutions at scale. Through close partnership with Human Resources and Brand Leadership, you’ll shape a holistic and meaningful compensation experience that empowers our people and reflects our purpose-driven culture. What You'll Do

Lead strategic compensation initiatives for Gap Inc.’s field workforce across all brands, DCs and CCs, including the design and execution of hourly pay structures and incentive plans. Drive competitive and equitable compensation frameworks aligned with brand-specific priorities, labor market trends, and global regulatory requirements. Collaborate with Total Rewards leadership to embed compensation into a seamless and holistic employee experience. Partner cross-functionally with Legal, Finance, Labor Relations, and HR Operations to uphold compliance, mitigate risk, and operational excellence. Advance compensation systems and processes – including year-end performance cycles, field incentive programs, and special compensation initiatives – through continuous improvement, innovation, and a growth mindset Design and deliver impactful training and communications tailored to store, DC/CC, and brand audiences, ensuring clarity, consistency, and adoption of compensation programs. Champion a culture of excellence and empowerment across field and DC/CC teams, fostering engagement and recognition at every level. Translate external labor trends and internal analytics into actionable insights to drive equity and cultural relevance Present key findings, insights, and recommendations to executive leadership to inform Total Rewards strategies Who You Are

Proven track record in designing and executing compensation strategies for a large, distributed retail workforce across varied geographies and roles. Strong cross-functional collaboration with HR Business Partners, Finance, Talent Acquisition, and Field Leadership to support strategic workforce planning and drive retention. Partnered with senior leadership to align compensation programs with brand identity and integrate seamlessly into broader Total Rewards initiatives. Led market benchmarking efforts using retail-specific data to ensure competitive and equitable pay across field positions. Advanced proficiency in Workday for compensation reporting and administration, complemented by expertise in Microsoft Office to develop clear, data-driven presentations. Exceptional communicator with a systems thinking mindset, organizational agility, and the ability to navigate complexity in a fast-paced, highly collaborative setting. Minimum of 10 years’ experience in compensation within a large, multi-brand or matrixed organization.