Sr. Compensation Manager

The Sr. Compensation Manager serves as a senior subject‑matter expert responsible for designing, implementing, and operationalizing Dollar General’s enterprise compensation programs. This role ensures market competitiveness, internal equity, and alignment with company performance while partnering closely with HR, Finance, and business leadership. The Sr. Compensation Manager will play a key role in modernizing programs, supporting incentive and long‑term compensation strategies, and scaling compensation infrastructure as the organization continues to grow.

1. Compensation Program Design & Execution
• Lead the design, modeling, and rollout of enterprise compensation programs, including base pay, short‑term incentives (STI), and long‑term incentives (LTI).
• Evaluate existing programs for scalability, compliance, pay equity impact, and alignment with performance outcomes.
• Analyze organizational needs to recommend enhancements to salary structures, market ranges, job architecture, and career pathways.
• Manage annual compensation cycles (merit, bonus, market adjustments), including system readiness, data governance, and calibration processes.
2. Incentive & LTI Program Management
• Partner with Finance and HR leadership to model and administer short‑term incentive plans across corporate, field, and distribution center populations.
• Support and/or own long‑term incentive operations, including RSU/SAR tracking, vesting schedules, grant administration, and performance metric alignment.
• (If applicable) Serve as point for stock plan administration processes and vendor/broker partnerships.
3. Strategic Partnership & Stakeholder Influence
• Advise HR leaders, business leaders, and Finance partners on compensation decisions, pay strategies, job evaluation, and organizational design impacts.
• Prepare compensation recommendations for leadership review, with the ability to influence decision‑making through data‑backed insights.
• Consult on offers for key hires, market misalignment cases, retention risks, and critical talent discussions.
4. Market Pricing, Job Evaluation & Governance
• Conduct enterprise‑wide market evaluations using survey data and competitive insights to ensure Dollar General remains a market‑competitive employer.
• Maintain job architecture, leveling guides, and compensation frameworks across corporate and field functions.
• Ensure compensation policies meet compliance and governance standards.
5. Data Analytics & Reporting
• Develop dashboards and models to assess program performance, pay equity risks, cost impacts, incentive plan forecasting, and budget adherence.
• Provide reporting and analysis used for leadership updates, board‑level discussions, and Finance planning efforts.
6. Cross‑Functional Collaboration
• Partner with HRIS on compensation system enhancements, annual cycle automation, and data integrity improvements.
• Work closely with Total Rewards, Payroll, Benefits, Talent Acquisition, and Finance to ensure seamless program execution.
• Support M&A integration activities, organizational restructuring, and compensation harmonization where required.
7. Scalability & Continuous Improvement
• Identify opportunities to modernize or streamline compensation processes as the business scales.
• Introduce best practices in pay transparency, compensation communication, and market competitiveness.
• Evaluate vendor solutions and survey partners to support long‑term compensation strategy.
8. On‑Site Leadership & Presence
• Engage in in‑person collaboration with HR, Finance, and business leaders at the Goodlettsville/Nashville corporate office.
• Lead working sessions, calibration meetings, and compensation governance discussions that require in‑office involvement.

We are a company committed to creating diverse and inclusive environments where people can bring their full, authentic selves to work every day. We are an equal opportunity/affirmative action employer that believes everyone matters. Qualified candidates will receive consideration for employment regardless of their race, color, ethnicity, religion, sex (including pregnancy), sexual orientation, gender identity and expression, marital status, national origin, ancestry, genetic factors, age, disability, protected veteran status, military or uniformed service member status, or any other status or characteristic protected by applicable laws, regulations, and ordinances. If you need assistance and/or a reasonable accommodation due to a disability during the application or recruiting process, please send a request to HR@insightglobal.com.To learn more about how we collect, keep, and process your private information, please review Insight Global's Workforce Privacy Policy: https://insightglobal.com/workforce-privacy-policy/.

• Senior-level compensation experience, particularly from a program design and execution perspective
• Strong stakeholder influence across HR, Finance & Leadership
• Experience supporting incentive and long-term compensation programs
• Ability to scale with the organization effectively over time
• On-site presence in the Nashville/Goodlettsville area

• Stock Plan Administrator experience (preferably from the broker side)
• Prior ownership of LTI programs and equity administration
• Retail, multi-site, or field-based compensation exposure

Benefit packages for this role will start on the 1st day of employment and include medical, dental, and vision insurance, as well as HSA, FSA, and DCFSA account options, and 401k retirement account access with employer matching. Employees in this role are also entitled to paid sick leave and/or other paid time off as provided by applicable law.