Job Description

NAPA is hiring a Senior Director, Compensation. Drive the future of compensation at NAPA – a Fortune 200 company with 100 years of history and innovation!

📍 Location: Corporate Headquarters, Atlanta, Georgia

📊 Reports to: Senior Vice President, HR

In May 2025, NAPA proudly celebrates its 100th anniversary with a renewed commitment to driving the industry forward. NAPA distributes automotive replacement parts, accessories, and service items throughout the U.S. More than 800,000 parts are sold under the NAPA brand, as well as Key National Brands.

NAPA is widely recognized for quality parts, service, and knowledgeable people, with 20,000+ employees across the U.S. Its stores and distribution centers sell to both retail and commercial automotive aftermarket customers covering all domestic and foreign motor vehicle models.

NAPA’s holding company, Genuine Parts Company (GPC) , established in 1928, is a leading global service provider of automotive and industrial replacement parts and value-added solutions. Operating across 17 countries with 10,700+ locations and 63,000 teammates , GPC reported record 2024 revenues of $23.5B .

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Position Impact

The Senior Director, Compensation is a strategic leader who defines and drives NAPA’s total compensation strategy. This role serves as a trusted advisor to executives and business leaders, ensuring programs attract, motivate, and retain top talent.

This position is especially critical as NAPA undergoes a transformation of its compensation programs , with sales compensation as an urgent focus area . This leader will have the opportunity to design innovative structures that align with NAPA’s business priorities, reinforce performance, and support a high-performing culture.

Functions & Responsibilities - The Senior Director, Compensation will design and lead NAPA’s total rewards strategy, ensuring programs are competitive, equitable, and aligned with business goals. This role combines strategic vision with hands-on execution and requires strong collaboration with executives and HR leaders to deliver solutions that drive performance, engagement, and retention. Key responsibilities:

• Provide strategic and operational oversight of all compensation programs (base pay, merit cycles, bonus structures, incentive plans), including transformation of sales compensation
• Partner with executive leadership to assess business needs, diagnose challenges, and deliver actionable, market-competitive solutions; stay current on trends, regulations, and best practices
• Develop and present proposals for compensation, incentive, and work-life programs to senior leaders and committees; align strategies with GPC to strengthen Employer of Choice positioning
• Ensure compensation data integrity within HRIS ( Workday ) and leverage analytics for informed decision-making
• Lead and develop a high-performing compensation team; partner with HR leaders to educate managers and employees on programs and philosophy
• Direct the annual compensation review, merit cycle, and work-life process strategy

Professional Qualifications - The ideal candidate for the Senior Director of Compensation role is a strategic, self-starting leader with 7+ years of progressive experience in a mature compensation environment, and at least three years leading high-performing teams. They bring deep expertise in variable pay and sales compensation plan design and administration, combined with a proven ability to influence senior leadership through data-driven insights that ensure competitive, equitable, and compliant pay practices. Additional key qualifications:

• Strong knowledge of compensation laws, regulations, and state-to-state compliance differences
• Strong data analysis, problem-solving, and presentation skills; ability to turn data into insights
• Proven ability to diagnose HR challenges and drive innovative solutions
• Track record of partnering with senior executives to solve complex HR/compensation challenges
• Advanced proficiency in Microsoft Office ( Excel, PowerPoint, Word, Outlook)
• Workday experience required
• Certified Compensation Professional ( CCP ) strongly preferred

Personal Qualifications - The successful candidate will be a trusted and influential working leader who combines strategic insight with a collaborative, relationship-driven approach . They will demonstrate strong executive presence, model integrity and discretion, and foster a culture of innovation, agility, and inclusion while inspiring confidence across all levels of the organization.

• Influential, collaborative, and able to build trust across diverse stakeholders. Key attributes:
• Strong executive presence and communication skills; inspires confidence with senior leadership
• Results-oriented with balance of strategic vision and tactical execution
• High integrity with ability to maintain confidentiality and handle sensitive data
• Demonstrates agility, innovation, and a growth mindset
• Values an interconnected team environment

Education & Compensation

• Bachelor’s degree in Human Resources, Business Administration, Finance, or related field
• NAPA offers a highly competitive compensation package , including base salary (commensurate with experience) plus short- and long-term incentives

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