Director of Compensation

Join the Fun at Arrow International!

Arrow International is the world’s #1 maker of charitable gaming products, from pull tabs and bingo paper to cutting-edge electronic gaming systems. Our products power entertainment in social and gaming venues around the globe, and we’re growing fast!

We're building a winning culture that’s all about teamwork, passion, and innovation. At Arrow, you’re not just another employee, you’re part of a high-performing team that’s redefining fun and giving back to communities. We believe in rewarding your hard work with profit-sharing, 401(k) matching, great benefits, and paid time off, including a bonus week every July!

If you're looking for a career that’s exciting, meaningful, and full of opportunity, Arrow is the place to be.

Director of Compensation

The Director of Compensation is responsible for developing, implementing, and managing compensation strategies that support the organization's goals and align with market best practices. The Director reports to the Chief Financial Officer (CFO) and partners directly with Human Resources. This role ensures the company attracts, retains, and motivates top talent through competitive and equitable compensation. The ideal candidate is a strategic thinker with strong analytical capabilities and a deep understanding of compliance, industry trends, and employee experience.

Primary Responsibilities

Compensation Strategy & Management

In partnership with Human Resources:

• Design, implement, and manage the organization’s compensation programs, policies and practices for all employee levels.
• Develop and maintain job architecture, including job descriptions, job evaluations, leveling frameworks, pay grades and salary structures.
• Conduct benchmarking and market analysis as part of annual merit cycle to ensure the organization remains competitive and equitable in pay.
• Participate in and analyze compensation surveys and recommend salary range and market adjustments based on the results.
• Conduct regular pay equity analyses and recommend corrective actions.
• Own the end-to-end administration of annual merit and bonus cycles.
• Oversee commission plans and documentation of existing plans.
• Develop and administer executive compensation programs, including total rewards analysis for senior leaders.
• Lead budget process for each department related to compensation, headcount additions, etc.
• Develop financial models to forecast and evaluate the cost impact of compensation programs and proposed changes, and partner with Finance on related forecasting and accruals.
• Align compensation with business strategies.
• Provide guidance to HR business partners and hiring managers on job offers, promotions, transfers and internal equity.
• Ensure compensation practices comply with federal, state and local wage and hour, pay equity and pay transparency laws, including exempt and non-exempt classification.
• Evaluate annual benefit renewal strategies, costs and mitigations.

Leadership & Collaboration

• Present data-driven recommendations and reports to senior leadership.
• Serve as the primary compensation advisor to the CFO, executive team and HR leadership on pay philosophy, market trends and risk.
• Educate managers and employees on both compensation and deferred compensation.
• Lead and develop compensation professionals.
• Partner with HR on talent acquisition, performance management and succession planning so that compensation supports attraction, retention and development.
• Monitor market trends and legislative changes affecting compensation and recommend program updates.
• Oversee the integrity and security of compensation data and evaluate compensation technology and tools.