RaceTrac Company Overview
Job Description:
The Director, Compensation will lead RaceTrac’s compensation function forward by bringing the company’s compensation philosophy to life across a complex, multi-business environment. This role is responsible for building market-competitive compensation frameworks, fostering a pay-for-performance culture, and ensuring compensation programs help attract, retain, and reward the talent needed to support RaceTrac’s continued growth.
Serving as the enterprise compensation leader, this role partners with HR Leadership, Finance, and business leaders to translate business strategy into scalable pay programs and clear compensation decisions. The Director will provide strong market perspective, disciplined governance, and practical recommendations that enable leaders to make thoughtful pay decisions aligned to business needs, talent priorities, and financial discipline.
What You'll Do:
Compensation Strategy, Philosophy & Program Architecture
Own the enterprise compensation philosophy and translate it into clear, practical programs that support business growth, talent attraction, retention, and financial discipline
Architect and govern base pay, short-term incentives, long-term incentives, recognition, and executive compensation programs across RaceTrac, Potbelly, Gulf, Energy Dispatch, and Shared Services
Design scalable compensation frameworks that align individual, team, and enterprise performance with rewards
Ensure programs are consistently applied across a complex, multi-business, multi-unit workforce environment
Compensation Governance, Standards & Operational Execution
Lead enterprise compensation cycles, including merit, bonus, incentive, executive compensation, and annual planning processes
Establish compensation standards, guardrails, approval practices, and decision criteria that promote rigor, consistency, and defensibility
Set direction across job pricing, range management, compensation administration, offer guidance, and pay decision support
Improve operational discipline by simplifying workflows, clarifying ownership, strengthening documentation, and improving service delivery
Market Intelligence, Analytics & Financial Stewardship
Set the enterprise approach to benchmarking, survey participation, market pricing, and compensation positioning across business units
Oversee job matching, pay range analysis, analytics, reporting, and modeling to support informed compensation decisions
Translate market insights, pay trends, internal equity considerations, and financial impact into clear recommendations for senior leaders
Monitor external trends and internal signals to identify competitive gaps, program risks, cost implications, and opportunities to improve effectiveness
Executive Compensation & Senior Leader Advisory
Serve as a trusted advisor to HR Leadership, Finance, and senior business leaders on executive pay, incentive design, and complex compensation decisions
Lead STI and LTIP design, administration, and governance to align senior leadership behavior with enterprise performance and long-term value creation
Bring executive-level presence, sound judgment, and practical recommendations to high-impact compensation discussions
Partner with Legal, HR, and Finance to ensure compensation decisions are compliant, defensible, financially sound, and aligned to business needs
Team Leadership, COE Partnership & Change Enablement
Lead and develop a high-performing compensation team with clear priorities, strong technical capability, and defined ownership
Define how compensation work is delivered across the COE, HRBPs, Finance, Legal, Payroll, HR Systems, and business leaders
Lead cross-functional teams through complex compensation cycles, program changes, integrations, and enterprise initiatives
Build trusted partnerships that connect compensation strategy to business needs, talent priorities, associate experience, and financial discipline
What We're Looking For:
Required Skills
Bachelor’s degree in Human Resources, Business, Finance, or a related field
10+ years of progressive experience in compensation or total rewards, including enterprise compensation strategy and program design
5+ years of leadership experience spanning strategy, operations, team leadership, and senior stakeholder partnership
Deep expertise in compensation program design, benchmarking, governance, incentives, and executive compensation
Proven success leading compensation programs in multi-business, retail, or high-volume workforce environments
Strong background in compensation systems, analytics, process optimization, and cross-functional change management
Master’s degree or relevant certification such as CCP or GRP preferred
Preferred Skills
Experience supporting multi-brand, multi-unit, retail, restaurant, hospitality, or distributed workforce organizations.
Certified Compensation Professional (CCP) certification.
Experience with executive compensation, STI, and LTIP design and administration.
Experience leading compensation integrations, organizational transformations, or large-scale change initiatives.
Advanced knowledge of compensation technologies, HRIS platforms, and workforce analytics.
Fueled by Growth, Driven by You
At RaceTrac, our people make the difference. Whether you’re working in a store, at our corporate office, or on the road, you’ll be part of a team that brings energy, innovation, and a passion for serving others every day. We support each other, celebrate wins big and small, and create opportunities for growth at every level. With four operating divisions RaceTrac, RaceWay, Energy Dispatch, and Gulf - there’s always a new challenge to take on and a new path to pursue. Join us and discover how far your career can go.
To see what #LifeatRaceTrac is like, visit our LinkedIn, Facebook, and Instagram pages.
All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.
Responsibilities:
Key Responsibilities
Compensation Strategy, Philosophy & Program Architecture
- Own the enterprise compensation philosophy and translate it into clear, practical programs that support business growth, talent attraction, retention, and financial discipline
- Architect and govern base pay, short-term incentives, long-term incentives, recognition, and executive compensation programs across RaceTrac, Potbelly, Gulf, Energy Dispatch, and Shared Services
- Design scalable compensation frameworks that align individual, team, and enterprise performance with rewards
- Ensure programs are consistently applied across a complex, multi-business, multi-unit workforce environment
Compensation Governance, Standards & Operational Execution
- Lead enterprise compensation cycles, including merit, bonus, incentive, executive compensation, and annual planning processes
- Establish compensation standards, guardrails, approval practices, and decision criteria that promote rigor, consistency, and defensibility
- Set direction across job pricing, range management, compensation administration, offer guidance, and pay decision support
- Improve operational discipline by simplifying workflows, clarifying ownership, strengthening documentation, and improving service delivery
Market Intelligence, Analytics & Financial Stewardship
- Set the enterprise approach to benchmarking, survey participation, market pricing, and compensation positioning across business units
- Oversee job matching, pay range analysis, analytics, reporting, and modeling to support informed compensation decisions
- Translate market insights, pay trends, internal equity considerations, and financial impact into clear recommendations for senior leaders
- Monitor external trends and internal signals to identify competitive gaps, program risks, cost implications, and opportunities to improve effectiveness
Executive Compensation & Senior Leader Advisory
- Serve as a trusted advisor to HR Leadership, Finance, and senior business leaders on executive pay, incentive design, and complex compensation decisions
- Lead STI and LTIP design, administration, and governance to align senior leadership behavior with enterprise performance and long-term value creation
- Bring executive-level presence, sound judgment, and practical recommendations to high-impact compensation discussions
- Partner with Legal, HR, and Finance to ensure compensation decisions are compliant, defensible, financially sound, and aligned to business needs
Team Leadership, COE Partnership & Change Enablement
- Lead and develop a high-performing compensation team with clear priorities, strong technical capability, and defined ownership
- Define how compensation work is delivered across the COE, HRBPs, Finance, Legal, Payroll, HR Systems, and business leaders
- Lead cross-functional teams through complex compensation cycles, program changes, integrations, and enterprise initiatives
- Build trusted partnerships that connect compensation strategy to business needs, talent priorities, associate experience, and financial discipline
Qualifications:
Bachelor’s degree in Human Resources, Business, Finance, or a related field
10+ years of progressive experience in compensation or total rewards, including enterprise compensation strategy and program design
5+ years of leadership experience spanning strategy, operations, team leadership, and senior stakeholder partnership
Deep expertise in compensation program design, benchmarking, governance, incentives, and executive compensation
Experience in S-Corp environments a strong plus.
Proven success leading compensation programs in multi-business, retail, or high-volume workforce environments
Strong background in compensation systems, analytics, process optimization, and cross-functional change management
Master’s degree or relevant certification such as CCP or GRP preferred
All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.
