Director of Compensation

Since opening our first self-storage facility in 1972, Public Storage has grown to become the largest owner and operator of self-storage facilities in the world. With thousands of locations across the U.S. and Europe, and more than 170 million net rentable square feet of real estate, we're also one of the largest landlords.

We've been recognized as A Great Place to Work by the Great Place to Work Institute. And, our employees have also voted us as having Best Career Growth, ranked us in the Top 5% for Work Culture, and in the Top 10% for Diversity and Inclusion.

We're a member of the S&P 500 and FT Global 500. Our common and preferred stocks trade on the New York Stock Exchange.

The Director of Compensation is responsible for leading the compensation process for the organization. This position owns the compensation strategy and end-to-end compensation process, including the design, governance, management, communication, compliance, and administration of our compensation programs including base pay, short- and long-term incentives, annual merit cycle increase, job levels and all other pay programs and policies. The Director of Compensation will have a strong analytical background, exceptional Excel skills, and a passion for driving data-driven decisions that support and advance the organization’s compensation strategy.

KEY RESPONSIBILITIES

• Own and drive the compensation strategy and program governance across the organization, ensuring alignment to business objectives, talent needs, labor market conditions, and internal equity requirements.
• Build and maintain complex Excel models to analyze and evaluate compensation data, including salary surveys, market trends and labor demand with a heavy focus on over 5,000 retail hourly employees across the United States.
• Utilize Excel to perform advanced analysis, modeling, and scenario planning to support decision making related to compensation, compensation adjustments and incentive programs; translate outputs into recommendations for senior HR and business leaders.
• Lead and manage effective compensation programs that deliver measurable results and ensure consistency, audit readiness, and program quality.
• Conduct localized market research and analyze current market compensation practices to ensure competitive rewards, internal equity, and compliance; elevate benchmarking methodology and ensure pay-setting practices remain current.
• Collect, analyze, and model compensation data to identify trends, make recommendations, and provide insightful reporting to senior management on a monthly basis and during planning cycles.
• Define and implement effective pay guidelines and administrative practices (eligibility, targets, approvals, etc.), ensuring governance and controls are in place and followed.
• Create/maintain job architecture structure for job profiles, banding, and FLSA classification; partner with HR and business leaders to ensure role alignment and consistent pay administration.
• Help create/update job descriptions to ensure each description matches the tasks and requirements of the role by partnering with HR partners, interviewing employees/managers, and conducting job analysis as needed.
• Ensure company compliance with existing legal employment requirements (EEO, FLSA, wage hour) and local laws governing compensation including minimum wage; partner with Legal/HR leadership as needed to address compliance considerations.
• Lead with the annual compensation planning cycle and manage the compensation planning tools, processes, and stakeholder communications to support timely and accurate completion.
• Lead incentive plan administration and incentive plan eligibility to ensure compliance and quality; review and audit incentive plan documents, eligibility criteria, and payout calculations.
• Administer or govern the equity/equity incentive programs as it relates to total compensation; partner with Equity Management and internal stakeholders to execute equity award processes and ensure alignment to compensation strategy.
• Lead communication and change management efforts for compensation programs to increase understanding across the organization and to ensure stakeholders can execute pay processes correctly.
• Support compliance with compensation-related regulations and ensure that the company adheres to federal and state laws, including reporting requirements and documentation standards.
• Assist with advanced research on executive compensation, proxy analysis and board compensation matters, providing analytical support and recommendations in coordination with HR and other internal partners.
• Partner with HR leaders on budgeting and reporting, providing insights on cost drivers, compensation outcomes, and workforce planning considerations.
• Lead compensation-related special projects or other HR initiatives as needed, including process improvements, system enhancements, and cross-functional governance work.

• 10+ years of compensation experience, with demonstrated leadership/ownership of compensation programs and governance.
• Bachelors degree in business, Accounting, Finance, Statistics, Human Resources or equivalent experience; CCP a plus
• Able to demonstrate experience with Pay-Setting and Compensation, Benchmarking, and Salary Survey participation, including the ability to synthesize results into actionable recommendations.
• Advanced MS Excel skills -modeling, visualization, data analysis
• Proficiency with PowerPoint to create charts, graphs and calculations for senior leader and executive audiences.
• Experience with Workday is a plus.
• Strong analytical, problem-solving, and decision-making skills, with the ability to influence complex, cross-functional stakeholders.
• Strong data analysis and reporting skills with a high level of accuracy and attention to detail.
• Strong attention to detail and ability to maintain strict data confidentiality.
• Advanced communication skills (oral and written), including the ability to explain complex compensation concepts clearly.
• Ability and desire to work in a fast-paced environment where you collaborate with multiple partners at multiple levels.
• Ability to work under pressure with high energy.

Public Storage is an equal opportunity employer and embraces diversity. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or any other protected status. All qualified candidates are encouraged to apply.

**Sponsorship for Work Authorization is not available for this posting.  Candidates must be authorized to work in the U.S. without restrictions or requiring sponsorship now or in the future. We do not provide training plans or support for F-1 OPT, STEM OPT extensions, or future visa sponsorship.**