CBIZ, Inc. is a leading professional services advisor to middle market businesses and organizations nationwide. With unmatched industry knowledge and expertise in accounting, tax, advisory, benefits, insurance, and technology, CBIZ delivers forward-thinking insights and actionable solutions to help clients anticipate what's next and discover new ways to accelerate growth. CBIZ has more than 10,000 team members across more than 160 locations in 22 major markets coast to coast.

Increase your chances of an interview by reading the following overview of this role before making an application. CBIZ strives to be our team members’ employer of choice by creating an environment where team members are appreciated, recognized for their contributions, and provided with opportunities to grow, both personally and professionally, throughout their careers. The Director of Compensation will lead the transformation of our compensation framework to establish clear, data-driven strategies to attract and retain top talent across all levels aligned to our growth objectives and strategic goals. The focus of this role will include executive and leadership compensation as well as the design of incentives and commission structures that reflect best practices in professional services and recognize and reward the behaviors and contributions that drive our business. These efforts will provide clarity for our team members about how they can progress and earn by advancing our business goals. The Director of Compensation will play a central role in shaping our total rewards philosophy, leading executive and leadership pay programs, and building scalable processes that drive clarity, fairness, and performance alignment across the enterprise. Essential Functions and Primary Duties: Compensation Philosophy & Program Design Working closely with business leaders, articulate a compensation philosophy that supports sustainable growth and drives performance. Partner with business and functional leaders to embed compensation philosophy into business planning, talent management, and workforce strategies. Lead the design and governance of executive and leadership pay programs (base salary, short- and long-term incentives, equity, and recognition awards) in alignment with regulatory, market, and performance requirements. Build and maintain transparent compensation frameworks that connect performance and behaviors to financial outcomes, strengthening our pay-for-performance culture. Conduct data-driven modeling, benchmarking, forecasting, and scenario planning to inform recommendations and guide strategic decisions. Monitor market and industry trends, peer benchmarks, and best practices to ensure competitiveness and adaptability. Provide transparency into compensation structures, making it clear how performance and behaviors translate into financial outcomes. Compensation Program Administration Coordinate the enterprise-wide execution of annual compensation cycles—including merit, promotions, variable pay, and equity—to ensure consistency, fairness, and alignment across all the enterprise. Develop scalable, efficient processes and tools that enable accurate, timely, and compliant administration of programs. Partner with Finance to align program costs with annual operating plan and forecasts, delivering disciplined and responsible stewardship of resources. Support compensation due diligence and integration for M&A activities. Support Compensation Committee and Board reporting requirements, including executive compensation disclosures, filings, and regulatory compliance. Team Leadership Lead, mentor, and develop a high-performing compensation team committed to excellence, accountability, and continuous improvement. Foster a culture of data-driven decision making and consultative partnership with business and HR leaders. Serve as a strategic advisor to senior leaders and HR business partners, providing guidance on complex compensation scenarios and trade-offs. Model collaboration and influence across the enterprise, shaping a compensation culture aligned with company strategy and values. Preferred Qualifications: Bachelor’s degree in human resources, Business Administration, or a related field (Master’s degree preferred). CCP certification preferred. 8 years of progressive compensation experience with at least 6 years in a leadership role within the professional services or similar industry. Deep understanding of compensation structures in professional services, including commission-based and incentive pay frameworks. Familiarity with regulatory frameworks affecting compensation (e.g., Dodd-Frank, EBA Guidelines, SEC rules). Excellent communication and interpersonal abilities with a proven track record of influencing and advising stakeholders. Proficiency with HRIS and compensation planning tools (Workday, SAP, Oracle, etc.). Strong analytical skills and ability to synthesize data into strategic insights. Must be able to travel based on business needs. Minimum Qualifications Required: Bachelor’s degree required; Master’s degree preferred in related field 8 years of experience in related field 6 years supervisory experience Certification preferred Ability to manage deadlines Ability to work on multiple assignments and prioritize accurately Proficient use of applicable technology Demonstrated ability to communicate verbally and in writing throughout all levels of organization, both internally (and externally as applicable) Proven high level of business integrity, client service and leadership skills Must be able to travel based on department needs #LI-MM2 #LI-Hybrid

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