Compensation Director

Job Description:

At Envista, our people are our most important resource. We are seeking a highly skilled and motivated Compensation Director to join our team.

The Compensation Director is responsible for leading the design, delivery, and governance of key compensation programs that support Envista’s talent and business strategy. This role provides strategic leadership across broad-based and executive compensation, and equity/retirement programs. The Director operates as an enterprise‑level compensation leader, partnering with HR, Finance, and senior business leaders to evolve Envista’s compensation practices.

ACCOUNTABILITIES – describe role accountabilities/responsibilities, i.e. what the role does. Should cover the following:

• Lead the design, implementation, and continuous improvement of global compensation programs, frameworks, and governance practices that support Envista’s talent and business strategy.
• Advance foundational compensation capabilities, including job architecture, salary structures, pay guidelines, and decision frameworks, to strengthen internal consistency, career transparency, and external competitiveness.
• Serve as a trusted advisor to HR Business Partners, business leaders, and senior leadership on compensation matters, providing market insights, analysis, and data-driven recommendations to support workforce and pay decisions.
• Support annual compensation processes and global program implementation, partnering across functions and regions to ensure disciplined execution, scalability, consistency, and appropriate local alignment.
• Develop and maintain compensation tools, educational materials, and communications that improve leader and employee understanding of compensation philosophy, programs, and practices.
• Support executive compensation activities, analysis, regulatory considerations, and preparation of materials for senior leadership and the Compensation Committee, as appropriate.
• Strengthen compensation governance, controls, documentation, and processes to support regulatory compliance, pay transparency and fairness, operational efficiency, and a positive leader and employee experience.

Job Requirements:

KNOWLEDGE, SKILLS & EXPERIENCE – Functional/technical competencies specific to the role and required to perform the role

Critical Experience, Knowledge and Qualifications: (what the role holder must know; including any required general or professional qualifications/education)

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field
• At least 10 years’ experience managing compensation programs, preferably within an international environment
• Proven experience managing regional and multi-country compensation within complex, matrix organizations
• Strong client focus, with a proven track record of optimizing compensation services and processes.
• Proven experience in designing and executing end-to-end compensation strategies aligned with business growth objectives and workforce planning priorities
• Strong capability to lead, coach, and develop high-performing compensation teams, fostering accountability, capability building, and succession planning
• Solid understanding of executive, broad-based, and sales compensation, with the ability to translate data into executive-level insights and forecasts
• Strong data/analytics and process orientiation with a customer centric approach
• Strategic, analytical, and results-oriented leadership mindset, combined with strong execution capability.
• Strong communication, stakeholder management, and presentation skills, with the ability to influence senior leadership

Target Market Salary Range:

Actual compensation packages take into account a wide range of factors that are unique to each candidate, including but not limited to geographic location; skill sets; relevant education and certifications; depth of experience; performance; and other business and organizational needs. The disclosed reasonable estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Envista, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. The total compensation package for this position may also include an annual performance bonus, medical/dental/vision benefits, 401K match, and/or other applicable compensation plans.

Operating Company:

Envista is a global leader in the dental industry, uniting more than 30 trusted brands—including DEXIS, Kerr, Nobel Biocare, and Ormco—under one mission: partnering with dental professionals to improve patients’ lives. With a heritage of category-defining innovation, our brands have shaped modern dentistry: Nobel Biocare introduced the first dental implant, Ormco is a pioneer in both traditional and digital orthodontics, DEXIS has long been at the forefront of 2D, 3D and intraoral imaging, and Kerr has supported clinicians for over 135 years. Our high-performing culture is underpinned by our CIRCLe Values and the Envista Business System. Guided by these, we deliver a comprehensive portfolio of technologies, consumables, and services that empower clinicians to provide confident, efficient care—today and for the future. Learn more at .

Envista and all Envista Companies are equal opportunity employers that evaluate qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity, or other characteristics protected by law. The “EEO is the Law” poster is available at:

Envista and its family of companies (Envista) will not accept unsolicited resumes from any source other than directly from a candidate. Envista will consider unsolicited referrals and/or resumes submitted by vendors such as search firms, staffing agencies, professional recruiters, fee-based referral services and recruiting agencies (Agency) to have been referred by the Agency free of charge and Envista will not pay a fee for any placement resulting from the receipt such unsolicited resumes. An Agency must obtain advance written approval from Envista's internal Talent Acquisition or Human Resources team to submit resumes, and then only in conjunction with a valid fully-executed contract approved by the Global Talent Acquisition leader and in response to a specific job opening. Envista will not pay a fee to any Agency that does not have such agreement and written approval in place.

Originally posted on Himalayas