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Job Description Summary

The Director of Compensation will lead the strategic design, development, and execution of compensation programs across a dynamic, multi-state and international hospitality organization. This role ensures that compensation practices are competitive, equitable, compliant, and aligned with business strategies that span hourly, tipped, and incentive-based roles. The ideal candidate brings a deep understanding of compensation frameworks within fast-paced, customer-facing industries and has the expertise to support a diverse workforce through data-driven insights and scalable solutions.

Key Responsibilities

+ Develop and lead a comprehensive global compensation strategy that supports talent attraction, retention, and performance across venues, corporate functions, and international markets.

+ Design, implement, and oversee compensation structures—including hourly base pay, tipped wages, variable pay programs, venue-level and corporate bonus plans, and sales incentive programs—tailored to the unique needs of a hospitality-driven workforce.

+ Ensure compliance with U.S. federal, state, and local laws (e.g., FLSA, pay equity, tipped wage regulations) and applicable global pay-related regulations.

+ Lead the design and administration of executive compensation programs, including equity and long-term incentives, in partnership with senior leadership and the Board (as applicable).

+ Conduct in-depth market benchmarking and analysis to guide compensation decisions and ensure competitiveness across a range of geographies and role types.

+ Manage compensation survey participation and maintain strong relationships with survey vendors to inform pay structure decisions.

+ Oversee enterprise-wide compensation planning processes including merit increases, promotional adjustments, and bonus cycle management.

+ Establish and maintain global job architecture, pay structures, and job leveling frameworks to drive internal equity and career pathing clarity.

+ Partner closely with Finance, Talent Acquisition, and HR Business Partners to align compensation with workforce planning and budgetary goals.

+ Serve as a strategic advisor to business leaders and HR teams on pay decisions, role evaluations, and market competitiveness.

+ Lead the Compensation team, including setting priorities, coaching, and building future talent capabilities.

+ Present key findings, insights, and recommendations to executive leadership to inform total rewards strategies.

+ Develop and track KPIs to evaluate program effectiveness and support continuous improvement efforts.

+ Champion a pay-for-performance culture while upholding principles of fairness, transparency, and compliance across all employee populations.

+ Leverage Workday as the core compensation management system, including configuration, reporting, and administration of compensation cycles. Partner with internal teams and external consultants to optimize Workday Compensation functionality and integrations.

+ Must be able to work 4 days onsite at Dallas Office.

ADA

The above statements cover what are generally believed to be principal and essential functions of the job. Specific circumstances may allow or require some incumbents assigned to the job to perform a different combination of duties.

EEO Statement

Topgolf is a global sports and entertainment community and is committed to equal opportunity and is firmly committed to preventing discrimination and harassment, including sexual misconduct, based on legally protected diversity characteristics (such as race, color, religion, national origin, sex, age, disability, sexual orientation, gender identity or expression, family status, citizenship, genetic information and veteran status) in its application and hiring processes and in its employment decisions. As an affirmative action employer, Topgolf also takes steps to prevent retaliation and to create a respectful, equitable and inclusive environment for our Guests, Associates, business partners, vendors, and the communities we serve.

Topgolf is an equal opportunity affirmative action employer and administers all personnel practices without regard to race, color, religion, sex, age, national origin, disability, sexual orientation, gender identity or expression, marital status, veteran status, genetics or any other category protected under applicable law.

Topgolf Entertainment Group does not accept unsolicited agency resumes. Please do not forward unsolicited agency resumes to our website, employees or Human Resources. Topgolf will not pay fees for unsolicited agency resumes and will not be responsible for any agency fees associated with unsolicited resumes. Unsolicited resumes received will be considered property of Topgolf Entertainment Group and will be processed accordingly without fee.

Topgolf participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S.