Director, Compensation & Organization Design

At Encore Fire Protection, we are proud to be the east coast's largest full-service fire protection company, serving over 90,000 customers from Maine to Louisiana. With a team of over 2,200 dedicated employees, we provide innovative, customized fire suppression, fire sprinkler, and fire alarm solutions that protect lives and properties every day.

Our goal is to deliver superior experience to those who trust us to safeguard what matters most. We are passionate about continuous growth, innovation, and maintaining a culture that thrives on success and commitment to safety.

Our mission? To be the best fire protection company the industry has ever seen. 

Total rewards is a key part of how someone decides whether to join us, stay with us, and grow with us. Compensation is where that starts: how we pay people and how we structure roles. Encore has grown fast, through organic expansion and acquisitions, and we’ve done it by hiring and keeping great people. We’re proud of that, and we also know the next stage of growth needs a stronger foundation under it. We’re implementing Dayforce right now, which means every role, level, and pay decision is about to get a home, and someone has to decide what goes in it. We’ve got the talent, the system, and the momentum. What we need is a builder who has done this before and is ready to roll up their sleeves, take the pieces we have, and design the structure behind a company that’s ready to scale to $1B+. This is a builder role. We need someone who has stood up or rebuilt a compensation function before and can start without a playbook from us.

We’re looking for a compensation leader to build and lead our compensation function and own pay philosophy, job architecture, and incentive programs for a multi-state workforce of field technicians, skilled trades, sales, and corporate teams. Reporting to the Chief People Officer, you’ll set our pay philosophy and organization design strategy, build the team, partner with our Benefits team where pay and benefits meet, and use data to help us attract, motivate, and retain great people. As Dayforce goes live, you’ll shape how every role is structured, leveled, and paid, and make sure that foundation is accurate in the new system. You’ll also design the programs behind our growth, including how we bring acquired teams on board and make them feel like part of Encore from day one.

This is a high-impact role for a hands-on leader who can sit comfortably with executives and key stakeholders, and who gets what it takes to run a branch. Our field leaders need flexibility to deliver great customer service, so what you build has to scale without getting in the way of what our people do best: protecting lives and property.

Build the Foundation

• Build Encore’s job architecture, including job families, levels, role profiles, and titles for both salaried and hourly field roles
• Write level guides and lead leveling decisions for hires, promotions, and role changes, running calibration so we stay consistent
• Work with HRIS and Payroll to set up and validate job, level, and pay data in Dayforce
• Set the rules for creating, changing, and retiring jobs, and fit acquired companies’ roles into our framework
• Lead organization design and workforce planning with Finance and operations leaders, including headcount, spans and layers, hiring timelines, attrition, and cost

Set the Strategy and Pay Structure

• Create a compensation strategy and pay philosophy that supports our growth, and build and lead the team that runs it
• Build and maintain salary ranges and geographic pay zones, and own the compensation budget, including merit, promotion, and market adjustments
• Run annual merit, incentive, and promotion cycles from planning through communication
• Guide offers, internal equity and pay equity reviews, and exceptions, and partner with Talent Acquisition on leveling and posted pay ranges

Design Programs that Drive Performance

• Design sales and field incentive programs that reward performance and safety, including plans for new business, account growth, and retention roles, with clear quota, pay mix, and ramp design
• Use data on turnover, time to fill, ramp time, and cost to show leaders where pay and structure are helping or hurting results, and adjust the programs
• Build executive pay programs and present them to the executive team and key stakeholders

Run M&A, Compliance, and Benefits Partnership

• Lead pay due diligence and integration when we acquire companies, and partner with Benefits on harmonizing benefits
• Partner with the Benefits team where pay and benefits meet, including 401(k) match design, total cost modeling, and total compensation statements
• Keep us compliant with multi-state wage and hour and pay transparency requirements

What You'll Accomplish in Year One: 

• First 90 days: Assess current pay, programs, and data across all locations, and agree a prioritized roadmap with the Chief People Officer and executive team 

• By 6 months: Job architecture, levels, and salary ranges defined and validated in Dayforce, and a redesigned sales incentive plan ready for the next plan year 

• By 12 months: A working annual merit and incentive cycle, a workforce plan tied to the budget, a staffed team, and a repeatable process for integrating acquired companies 

• Bachelor’s degree in Human Resources, Finance, Business, Economics, or a related field 

• 10+ years of progressive compensation experience, including 5+ years leading a function or team at the Director level or above 

• A track record of building or rebuilding a compensation function, with clear examples of what you built and what changed 

• Demonstrated experience designing and implementing job architecture, leveling frameworks, and salary structures 

• Experience configuring or supporting job architecture and compensation data in an HRIS implementation 

• Hands-on experience designing compensation and incentive programs, including sales incentive plans, plus solid working knowledge of health and welfare and retirement benefits 

• Experience with organization design and workforce planning, including building headcount and cost models with Finance 

• Experience presenting to senior leadership, boards, or investors, and working with external consultants and brokers 

• Experience supporting an hourly, field-based, or skilled trades workforce 

• Working knowledge of multi-state wage and hour and pay transparency rules 

• Experience with M&A due diligence and integration 

• Strong analytical and financial modeling skills, including market pricing tools and salary surveys, and you build the models yourself 

• Ability to explain complex topics simply 

• A track record of building and developing strong teams 

What Will Make You Stand Out? 

• Master’s degree or MBA; CCP certification a plus 

• Hands-on Dayforce experience, especially job, position, and compensation setup 

• Experience in fire protection, construction, field services, or another operational, technician-based industry 

• Experience in a high-growth, acquisition-driven, or private equity-backed environment 

• Executive compensation and equity plan experience in a public or private company 

 #LI-EH1

Salary commensurate with experience with opportunity for a results-driven bonus based on personal output and effectiveness in role. Expected salary range between $175,000 - $240,000 per year. 

At Encore, we’re all about creating a culture where success is celebrated. We recognize that our work makes people’s lives safer, and we reward those who contribute to our growth. Here’s what you can expect: 

• Competitive Pay: Compensation commensurate with your experience, with the opportunity to earn a performance-based bonus tied to your results and your contributions to the team.
• Impact and Visibility: You’ll build a function from the ground up, with direct access to the Chief People Officer and the executive team, and a clear line of sight to how your work supports our growth to $1B+.
• Purpose-Driven Work Environment: We believe in working smarter, not harder. You’ll be part of a culture that values results, and we empower our team to focus on impactful work. 
• People-Focused Culture: We know our greatest strength is our people. That’s why we’ve built a culture that encourages experimentation, learning, and improving together. You’ll have the space to share your ideas and help shape a company that is constantly growing. 
• Health and Wellness: Comprehensive medical, dental, and vision coverage to keep you and your family healthy. 
• Retirement Planning: Participation in our Fidelity 401(k) plan with a company match, helping you save for your future. 
• Life Insurance: Company-paid life insurance policy of $50,000 to give you peace of mind.
• Flexible Dress Code: Upon joining, you’ll receive branded Encore swag, and we believe in dressing for the objective, not the occasion. Most days, you can enjoy a casual work environment, but we’ll dress up when the situation calls for it. 

At Encore Fire Protection, we protect people and property, and that starts with how we treat each other. We are an Equal Opportunity Employer and welcome applicants of all backgrounds. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy, childbirth, and related medical conditions), sexual orientation, gender identity, national origin, age, disability, veteran status, status as a protected veteran, genetic information, or any other characteristic protected by applicable federal, state, or local law. If you need a reasonable accommodation at any point during the application or interview process, please let us know at [email protected].