Director of Total Rewards

Accountabilities:

Develop, implement, and continuously improve a comprehensive total rewards strategy aligned with business objectives, workforce needs, and organizational growth.
Lead the design, administration, and optimization of compensation programs, including salary structures, incentive plans, job architecture, and equity-based rewards.
Conduct hands-on market pricing, compensation benchmarking, and pay equity analyses to maintain competitive pay practices and internal consistency.
Advise HR Business Partners, senior leaders, and managers on compensation decisions, including hiring offers, promotions, salary adjustments, and employee retention strategies.
Design, implement, and administer competitive employee benefits programs and policies that support employee health, financial security, and overall well-being.
Oversee the full benefits portfolio, including medical, dental, vision, HSA/FSA plans, life and disability insurance, retirement savings, wellness initiatives, paid time off, tuition reimbursement, employee referral programs, and leave policies.
Manage end-to-end benefits operations, including employee communications, policy interpretation, vendor relationships, carrier coordination, billing, and complex issue resolution.
Serve as a primary escalation point for sensitive or complex employee benefits situations, providing timely, empathetic, and practical guidance.
Prepare and manage the annual benefits budget, forecast spending, reconcile invoices, evaluate cost drivers, and collaborate with Finance to ensure financial accountability.
Review monthly benefits utilization and plan performance reports, identifying trends and recommending plan design or vendor changes that improve value while protecting the employee experience.
Oversee the administration of the 401(k) program, including funding, vendor coordination, participant communications, nondiscrimination testing, and annual audits.
Ensure compliance with applicable federal, state, and local regulations, including ERISA, ACA, and FLSA requirements, while maintaining clear employee communications and accessible processes.
Oversee leave administration, including FMLA, short-term disability, long-term disability, and workers' compensation, ensuring regulatory compliance and appropriate employee support.
Build and maintain advanced Excel models, dashboards, and analytical tools to support compensation planning, benefits strategy, budgeting, and workforce forecasting.
Analyze compensation and benefits trends, utilization, and cost impacts, translating complex data into actionable insights for leadership and internal stakeholders.
Lead annual compensation cycles, including merit increases, bonus programs, and market adjustments, through detailed financial modeling, scenario analysis, and execution.
Maintain the accuracy, consistency, and integrity of compensation and benefits data across relevant systems and reporting processes.
Lead, mentor, and develop total rewards team members while remaining directly involved in key deliverables and day-to-day decisions.
Establish high standards for internal customer service, responsiveness, professionalism, and communication across the Total Rewards function.
Drive continuous improvement in programs, workflows, and employee communications using data, stakeholder feedback, and employee experience insights.
Support mergers, acquisitions, and organizational changes through compensation and benefits analysis, integration planning, and cost modeling.
Serve as a subject matter expert and trusted partner across HR and the broader business, contributing to strategic initiatives and additional responsibilities as needed.
Requirements:
Bachelor's degree in Human Resources, Business Administration, Finance, or a related field, or equivalent practical experience.
At least 8 years of progressive experience in compensation, benefits, and total rewards, including leadership responsibilities.
Demonstrated success designing, implementing, and managing comprehensive total rewards programs in complex, multi-state, or fast-growing organizations.
Extensive knowledge of compensation strategy, salary structures, incentive plans, job architecture, market benchmarking, pay equity, and compensation planning.
Strong experience managing employee benefits programs, including health insurance, retirement plans, disability coverage, wellness initiatives, leave policies, and vendor relationships.
Advanced to expert-level Microsoft Excel skills, including complex financial modeling, scenario analysis, data visualization, and the development of dashboards and analytical reports.
Strong analytical and financial acumen, with the ability to interpret workforce data, evaluate costs, forecast budgets, and balance business priorities with employee needs.
Deep understanding of applicable compensation, benefits, retirement, and employment regulations, including ERISA, ACA, and FLSA, as well as relevant federal, state, and local compliance requirements.
Experience overseeing 401(k) administration, benefits audits, nondiscrimination testing, leave administration, and related compliance processes.
Proven ability to lead and develop team members while remaining hands-on with strategic projects, operational execution, and complex employee matters.
Excellent written and verbal communication skills, including the ability to present complex analytical findings clearly and influence decisions at multiple organizational levels.
Strong interpersonal and relationship-building skills, with the ability to serve as an empathetic, trusted advisor to executives, HR partners, managers, employees, and external vendors.
A continuous improvement mindset, with the ability to identify operational inefficiencies, enhance employee-facing processes, and deliver measurable improvements.
Strong organizational and project management skills, with the ability to manage competing priorities and deliver results in a fast-paced, evolving environment.
Ability to work effectively in a fully remote setting and willingness to travel occasionally as business needs require.
Benefits:
Competitive annual salary: $170,000–$185,000, depending on experience, qualifications, skills, and work location.
Additional bonus opportunity to recognize performance and contributions.
Comprehensive healthcare coverage, including medical, dental, and vision insurance.
Health Savings Account (HSA) and Flexible Spending Account (FSA) support, including company contributions to eligible plans.
Employer-paid life and disability insurance to support financial protection and security.
401(k) retirement savings plan with an employer matching contribution.
Paid time off (PTO) to support rest, personal commitments, and work-life balance.
Company-paid holidays in addition to paid time off.
Fully remote work arrangement, offering flexibility to work from an eligible location in the United States.
Professional development opportunities designed to support continuous learning, leadership growth, and long-term career advancement.
Employee assistance resources to support personal well-being and access to additional guidance when needed.
Supportive workplace culture that emphasizes collaboration, accountability, employee well-being, and professional growth.
Strategic leadership exposure, with direct reporting to the Chief People Officer and opportunities to influence organization-wide people and compensation initiatives.
Occasional travel opportunities to strengthen relationships, collaborate with colleagues, and support business priorities.