Director, Talent Manager, HR​/Recruitment

Job Summary

The Director of Compensation leads the strategic design and operational execution of the company’s compensation programs. This role ensures that all compensation practices—including base pay, variable pay, equity, job architecture, and market analysis—are competitive, compliant, scalable, and aligned with the company’s strategic goals. The Director partners closely with senior HR leaders and business executives, advising on compensation strategies to attract, retain, and motivate top talent.

• Develop and drive a holistic compensation strategy that supports business objectives and employee experience.
• Serve as a trusted advisor to senior leadership and HR Business Partners on compensation philosophy, pay decisions, and organizational design.
• Provide executive-level consultation on compensation‑related issues including workforce structure, retention risks, and leadership transitions.

• Lead the design and execution of compensation operations, including:
  • Job architecture and leveling frameworks
  • Annual compensation cycles (merit, bonus, equity)
  • Global market benchmarking and survey participation
  • Compensation tools and systems (e.g., HRIS, comp planning platforms)
• Ensure operational excellence, accuracy, and scalability in all compensation processes.

• Own compensation governance, including policies, process documentation, and approval workflows.
• Ensure compliance with applicable regulations (FLSA, pay equity, transparency laws, etc.).
• Partner with Legal, HR, and Finance on audit support, reporting, and risk mitigation related to compensation practices.

• In partnership with systems & analytics leader, oversee compensation analytics and reporting to inform decision‑making across the organization.
• Monitor compensation trends and market intelligence; provide recommendations to maintain competitive positioning.
• Use data to identify pay equity issues, workforce cost trends, and reward optimization opportunities.

• Bachelor’s degree in Human Resources, Finance, Business, or related field;
  Master’s or MBA preferred.
• CCP (Certified Compensation Professional) certification highly preferred.
• 10+ years of progressive compensation experience, with at least 3–5 years in a leadership role.
• Experience managing compensation operations.
• Strong analytical, project management, and strategic thinking skills.
• Proficiency with compensation tools and platforms (e.g., Workday, SAP Success Factors, Market Pay).
• Excellent communication and influencing skills; proven ability to work with senior leadership.

• Experience supporting high‑growth, matrixed, or global organizations.
• Ability to lead through ambiguity and build scalable processes in dynamic environments.

Western Digital is committed to providing equal opportunities to all applicants and employees and will not discriminate based on a broad range of protected characteristics. We also prohibit harassment of any individual on any of the listed characteristics. Our non‑discrimination policy applies to all aspects of employment. We comply with the laws and regulations set forth in the Equal Employment Opportunity is the Law poster.

Western Digital thrives on the power and potential of diversity. As a global company, we believe the most effective way to embrace the diversity of our customers and communities is to mirror it from within. We are committed to an inclusive environment where every individual can thrive through a sense of belonging, respect and contribution.

Western Digital is committed to offering opportunities to applicants with disabilities and ensuring all candidates can successfully navigate our careers website and hiring process. Please contact us at  to advise us of your accommodation request.

• The salary range reflects the range of possible compensation for this role at the time of posting; it may be modified in the future.
• Eligible for overtime pay for non‑exempt positions and shift differential pay where applicable.
• Eligible for bonuses under Western Digital’s Short Term Incentive Plan (STI Plan) or the Sales Incentive Plan (SIP) and may be considered for an annual Long‑Term Incentive (LTI) program.
• Comprehensive benefits package includes paid vacation, sick leave, medical/dental/vision insurance, life and disability insurance, flexible spending accounts, employee assistance, tuition reimbursement, 401(k) and more.

Please be aware that Western Digital and its subsidiaries will never request payment as a condition for applying for a position or receiving an offer of employment. If you encounter any such requests, report them immediately to the Western Digital Ethics Helpline or email