JobFrame · COMPEN.COMPENSA4BBC.M4
Compensation & Benefits
M4 · M4 — Director · Individual contributor
Median pay · United States
$178,343
$140,104 – $227,020 · USD · annual
Level position
M4 · 4 of 5 in track
Median pay
$178,343
$140,104–$227,020
Level
M4
M4 · 4 of 5 in track
Super-function
human_resources
Demand-heat
cool
0.2% growth
Summary
Management of compensation and benefits design, administration, and governance — pay structure and salary-band design, market benchmarking and survey participation, job evaluation and classification, salary/merit-cycle administration, benefits program operation and vendor management, pay equity, and (at the top) global total rewards and executive/board-facing compensation strategy. Distinct from HR generalist or talent-management focuses; this family owns the firm's pay and benefits architecture and its regulatory compliance.
This level — M4 M4 — Director
Leads a function or department; owns strategy, budget, and outcomes for the area.
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Guides
The book corpus that grounds this profile, read live from the corpus-library catalog-of-record.
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Assessments
Goal instruments
SMART / OKR / scorecard templates sized to this profile's level and family.
Compensation
Observed BLS OEWS market pay for every occupation, dated and sourced — the universal job → pay join key.
$258 · $79/mo · $790/yr
Modeled market pay (base + bonus/TCC/equity/TDC) from the combined survey-blend equation, for this Job × Level grid.
$490 · $149/mo · $1,490/yr
Market-anchored grade ladders (wide / standard / tight range designs) built on our modeled market midpoints.
$490
Run a compa-ratio drift audit over your onboarded workforce dataset, priced against the pay model.
$990
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