Job Description

The Director of Compensation will lead the development, implementation, and management of AutoZone's
global compensation programs, ensuring they are competitive, equitable, and aligned with the organization's
strategic goals. This role will oversee all aspects of compensation, including broad-based compensation,
incentives (bonus, commissions, and spiffs), long-term incentive plans, and executive compensation. The ideal candidate is a strategic thinker with deep expertise in global compensation practices, equity compensation, a strong commitment to compliance, and the ability to balance business needs with AutoZoner equity and motivation.

Responsibilities

• Compensation Strategy and Design
  -Develop and implement a comprehensive global compensation strategy that supports the
  company's business objectives.
  -Ensure compensation programs are competitive, equitable, and aligned with market trends and
  organizational goals.
• Broad-Based Compensation
  -Oversee global salary structures, job evaluations, and market benchmarking processes.
  - Partner with human resources and business leaders to ensure consistent application of pay
  practices globally.
• Incentives Management
  - Oversee the design and administration of all incentive programs, including bonuses, commissions,
  and spiffs, ensuring they drive desired business outcomes.
  - Partner with operations, commercial, finance, and human resources to evaluate and optimize
  incentive programs.
• Long-Term Incentives and Executive Compensation
  -Manage the design and administration of long-term incentive plans, including equity programs
  and other performance-based awards.
  - Lead the design and execution of executive compensation programs, ensuring alignment with
  organizational goals and regulatory requirements.
• Compliance and Governance
  - Ensure all compensation programs comply with local, regional, and global regulations, including
  tax, employment, and securities laws
  
  - Partner with legal and finance teams to support compliance and governance efforts, including
  compensation committee deliverables and executive disclosures.
• Data Analysis and Reporting
  -Use data and analytics to assess the effectiveness of compensation programs and recommend
  improvements.
  -Provide reporting and insights to leadership on compensation trends, costs, and program
  outcomes.
• Collaboration and Communication
  -Serve as a strategic partner to HR, finance, and business leaders to align compensation programs
  with talent and organizational objectives.
  -Communicate compensation programs effectively to employees, ensuring transparency and
  understanding.
• Leadership
  -Support leaders in building a strong leadership pipeline across
  -Deliver short-term solutions while also solving for long-term problems by addressing immediate
  challenges and underlying causes
  -Ad-hoc projects as directed

Qualifications

Supervisory Responsibilities

• Three direct reports in each specialty with 1-2 indirect reports per functional area of responsibility

Required

• Experience leading a large-scale change management initiative
• Experience representing organization to customers, partners, and/or industry
• Solid business acumen, analytical skills, reliability and sound judgment
• Diplomatic and articulate communication style in dealing with senior executives
• Action orientation, superior attention to detail, project management, and organizational skills
• Passion for personal accountability, achievement, learning and continuous improvement
• Proclivity toward teaming and collaboration
• Ability to build consensus and relationships at all levels of management
• Demonstrated ability to effectively manage high-volume workload and complex priorities
• Experience implementing policies and procedures in a fast-paced environment

Preferred

• Proven ability to lead without authority and engage cross-functional resources inclusively
• Proficiency in MS Office programs (e.g., Excel, Access, Word, PowerPoint)

Certificates, Licenses, and Registrations

• CCP or CEP certification preferred, not required

About Autozone

Since opening our first store in 1979, AutoZone has grown into a leading retailer and distributor of automotive parts and accessories across the Americas. Our customer-first mindset and commitment to Going the Extra Mile define who we are, for both our customers and AutoZoners. Working at AutoZone means being part of a team that values dedication, teamwork, and growth. Whether you're helping customers or building your career, we provide tools and support to help you succeed and drive your future.

Benefits at AutoZone

AutoZone offers thoughtful benefits programs with one-on-one benefits guidance designed to improve AutoZoners' physical, mental and financial well-being.

All AutoZoners (Full-Time and Part-Time):

• Competitive pay
• Unrivaled company culture
• Medical, dental and vision plans
• Exclusive discounts and perks, including an AutoZone in-store discount
• 401(k) with company match and Stock Purchase Plan
• AutoZoners Living Well Program for free mental health support
• Opportunities for career growth

Additional Benefits for Full-Time AutoZoners:

• Paid time off
• Life, and short- and long-term disability insurance options
• Health Savings and Flexible Spending Accounts with wellness rewards
• Tuition reimbursement

Minimum age requirements may apply. Eligibility and waiting period requirements may apply; benefits for AutoZoners in Puerto Rico, Hawaii, or the U.S. Virgin Islands may differ. Learn more about all that AutoZone has to offer at Careers.AutoZone.com.

We proudly support Veterans, Active-duty Service Members, Reservists, National Guard and Military Families. Your experience is highly valued, and we encourage you to apply to join our team.

Online Application:

An online application is required. Click the Apply button to complete your application. For step-by-step instructions on how to apply visit careers.autozone.com/candidateresources.

AutoZone, and its subsidiary, ALLDATA are equal opportunity employers. All applicants will be considered for employment without attention to age, race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status, or any other legally protected categories.