Job Description

Position: Director of Compensation & Benefits
Location: Remote
Company: Pompa Program

About Pompa Program: 

Are you ready to join a highly motivated and rapidly growing team that is passionate about helping people with their health? Look no further than Pompa Program! Headquartered in Draper, UT and over 300 team members nationwide, we have an answer to many of the health issues that the world is facing today. We are a faith-based, mission-driven company who is on a mission to empower people to take control of their health and get their lives back. Our team is incredibly aligned, and we firmly believe in the body's amazing God-given ability to heal itself. If you share our passion for improving people's health and believe in the incredible potential of the human body, then apply to be a part of something truly special.

About the role:

The Director of Compensation & Benefits is a key leader within the People Operations division, responsible for building and overseeing the company's total rewards strategy during a period of significant organizational change. This role will lead the transition out of the PEO specifically for payroll, benefits, and all related filings and compliance, while partnering closely with peers in Talent Management, Learning & Development, Human Resources, and Compliance.

The Director will design, implement, and manage scalable compensation, benefits, payroll, and compliance programs that support a growing, multi-state workforce. They will serve as the company's subject-matter expert for market benchmarking, workforce budgeting, benefits strategy, variable pay administration, payroll operations, and state-specific regulatory requirements. This role requires a proactive leader with strong analytical rigor, operational discipline, and an employee-centric approach.

Responsibilities

Lead PEO Transition for Payroll, Benefits, and Filings

• Drive the transition away from the PEO for all compensation, benefits, payroll, and related compliance functions.
• Coordinate directly with the HR Director (who owns HRIS implementation) to ensure systems align with payroll and benefits requirements.
• Develop and maintain a detailed project plan ensuring continuity of payroll and benefits during the transition.
• Build and implement internal processes, vendor relationships, and documentation for all post-PEO activities.

Compensation Strategy, Market Benchmarking & Workforce Budgeting

• Design and maintain competitive, equitable compensation structures aligned with market data and company philosophy.
• Lead market benchmarking using reputable survey sources to guide job leveling, pay ranges, and compensation decisions.
• Partner with Finance on annual workforce planning and budgeting, including headcount modeling, compensation forecasting, and benefits cost planning.
• Oversee merit cycles, variable pay programs, and incentive compensation planning.

Payroll Ownership & Administration

• Own end-to-end payroll operations, ensuring accuracy, compliance, timeliness, and internal control integrity.
• Collaborate with Accounting on payroll-related reconciliations, journal entries, audits, and reporting.
• Establish clear SOPs, quality controls, and documentation for payroll processes.
• Ensure accurate and compliant PTO, leave tracking, and state-mandated benefits administration.

Benefits Strategy, Design, Negotiation & Management

• Evaluate, select, and manage brokers, carriers, and benefits administration vendors.
• Design robust health and welfare benefits aligned with cost-management goals and employee value.
• Lead annual renewals, negotiations, and plan enhancements.
• Oversight of open enrollment, employee benefits communication, and ongoing administration.
• Ensure compliance with ERISA, ACA, COBRA, and any state-specific benefits mandates.

Compliance, Filings & Audit Readiness

• Ensure full compliance with federal, state, and local laws related to compensation, payroll, tax, benefits, and leave programs.
• Manage or oversee relevant filings, including payroll taxes, and 401(k) administration and testing.
• Partner with the Director of Compliance to align compensation and benefits policies with regulatory requirements.
• Maintain audit-ready documentation for internal and external reviews.

Cross-Functional Partnership & People Operations Collaboration

• Collaborate closely with People Ops peers, including:
  • Director of Talent Management – align compensation with talent strategies, recruiting, and performance management.
  • Director of Learning & Development – support training related to compensation and benefits literacy for managers and employees.
  • Director of Human Resources – partner on HR policies, HRIS data governance, employee relations matters, and onboarding/offboarding coordination.
  • Director of Compliance – ensure adherence to state-by-state regulations and company policies.
• Work seamlessly across Finance, Accounting, and Legal on compensation planning, filings, audits, and risk mitigation.

Leadership & Team Development

• Build, manage, and mentor a Compensation & Benefits / Payroll operations team capable of supporting a scaling workforce.
• Create a culture of operational excellence, accuracy, confidentiality, and continuous improvement.
• Develop team members' technical expertise in compensation, benefits, and compliance.

Qualifications

Required

• 8+ years of progressively responsible experience in compensation, benefits, payroll, or total rewards roles.
• Leadership experience overseeing or transitioning off a PEO or implementing compensation/benefits/payroll operations.
• Strong understanding of multi-state compensation laws, benefits compliance, payroll regulations, and 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, or equivalent.
• Experience implementing or integrating with HRIS systems (in partnership with HR/IT).
• Demonstrated success building a function or team from the ground up.

Leadership Competencies

• Strategic thinker able to translate business needs into scalable programs.
• Highly organized and process-oriented with strong execution discipline.
• Effective communicator capable of influencing senior leaders.
• Strong analytical mindset with the ability to build models and dashboards.
• Team-oriented, collaborative, and comfortable working with cross-functional leaders.
• Values transparency, fairness, and a positive employee experience.

Success Indicators (First 12 Months)

• Successful transition off the PEO with no disruptions to payroll or benefits.
• Complete implementation of payroll/benefits operations and supporting SOPs.
• Competitive compensation structure and pay bands established across the organization.
• Workforce budgeting processes built and aligned with Finance.
• Successful rollout and ongoing stewardship of benefits programs.
• 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 the company's growth trajectory.

Why Join Us?

• Be part of a company that is transforming lives and empowering people to take control of their health.
• Work with a team that is aligned, purpose-driven, and committed to making a real impact.
• Competitive salary and benefits package.
• PTO and paid company holidays.
• Health, Dental, Vision, Life Insurance options.
• Opportunities for professional growth and career advancement.
• Remote work environment. 

Compensation Range:

The expected base salary range for this role is $140,000–$165,000 per year. The final compensation package will be determined based on experience, competencies, and internal equity. This role is also eligible for a performance bonus and company benefits.

Currently we are only open to remote employees residing in the following states: FL, NC, OH, SC, TN, TX, UT, VA

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.

Any information you submit to Pompa Program as part of your application will be processed per the Company's privacy policy and applicable law.

All Pompa Program interviews are conducted via video or phone. You will never be asked to download Microsoft Teams or interviewed by text.

Pompa Program does not accept unsolicited resumes from employment agencies.

Job Tags

Remote job, Full time, Local area,

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