Director Total Rewards

Major Responsibilities:

Acts as a thought partner to the SVP, providing insights, structure, and strategic support to help set priorities and execute the function’s agenda.

Prepares materials, briefings, and recommendations for senior executives, including the People & Culture leadership team.

Ensures clear, accurate, and timely communication of Total Rewards strategies, policies, and changes.

Anticipates needs, removes obstacles, and enables efficiency for the leadership team.

Supports the SVP in managing stakeholder relationships, preparing for meetings, and representing the total rewards function across the enterprise.

Ensures strategic and operational alignment across Executive Compensation, Broad Based Compensation, and Benefits leaders and teams.

Facilitates integrated planning cycles, harmonized deliverables, and coordinated communication across all Total Rewards disciplines.

Partners with functional leaders to drive consistency in frameworks, methodologies, processes, and governance.

Leads large, multi‑disciplinary Total Rewards initiatives from strategy through execution, including annual cycles, process redesigns, systems work, and compliance enhancements.

Owns the Total Rewards project portfolio, including intake, prioritization, resourcing, status reporting, and executive updates.

Directs strategic projects and deliverables spanning executive compensation, broad-based compensation, and benefits ensuring alignment with organizational goals and measurable impact.

Develops and enhances strategies for change management, resource planning, and program delivery that unify and elevate team performance outcomes.

Designs and implements department metrics, scorecards, and reporting practices to improve teammate experience and business results

Serves as the Total Rewards lead for M&A activity, including due diligence, cost modeling, integration planning, communications, and execution.

Collaborates closely with HR, Finance, Legal, and business leaders to ensure compliant, competitive, and well sequenced integration outcomes.‑sequenced integration outcomes.

Acts as a unifying partner with stakeholders (HR, finance, legal, executives, operational leaders) to foster alignment and champion operational excellence.

Provides consultative support to leadership, translating data, policies, and processes into actionable insights that drive business impact.

Drives initiatives to enhance Total Rewards culture, collaboration, and ways of working.

Synthesizes business needs and recommends solutions for continuous improvement, leveraging data and metrics for informed decision-making.

Drives process design, improvement, standardization, and best practice initiatives across all areas of responsibility.

Designs and facilitates leadership team meetings, offsites, development activities, and operating mechanisms.

Serves as a key liaison to HR Business Partners, Finance, Legal, IT, Communications, and business leaders.

Education Requirements:

Typically requires bachelor’s degree in human resources, Business, Finance, or related field.

Experience Requirements:

Typically requires at least 7 years of experience in compensation and/or benefits, program or project management, data analysis and measurement, and HR policies in healthcare organization.

Experience working with complex, matrixed, organization structures and providing guidance while maintaining a balance between remaining competitive in the market and fiscal/financial responsibility.

Experience in design and implementation of compensation and benefits programs, plans, and structures across multiple geographies.

Experience developing strategic partnerships with senior management and influencing key business decisions.

Experience using HR ERP technology such as Workday or Oracle HR.

Knowledge, Skills & Abilities Required:

Demonstrated experiences in:

• Leading complex, cross functional programs or portfolios.
• M&A transactions, due diligence, and integration.
• Research, executive level presentations, and change management practices.
• Serving in a chief of staff, strategy, or operations leadership role

Strong consulting, communication, facilitation, and analytical skills.

Proven ability to manage ambiguity, drive clarity, and orchestrate execution in a matrixed environment.

Skills in influencing and developing others who are not direct reports to move toward common goals

Exceptional verbal and written communication skills to interact with executives, management, and team members at all levels

High level of proficiency and literacy in using the Microsoft Office Suite especially PowerPoint, Excel, Copilot and other technology solutions.

Ability to navigate and establish priorities in an often-ambiguous environment.

Strategic, structured thinker who can see both the big picture and the detailed path to get there.

Highly collaborative, relationship-oriented leader.

Proactive problem solver with strong organizational and prioritization skills.

Comfortable balancing strategy, execution, and operational rigor.

Committed to fostering an inclusive, healthy, and high performing team culture.

DISCLAIMER

All responsibilities and requirements are subject to possible modification to reasonably accommodate individuals with disabilities. This job description in no way states or implies that these are the only responsibilities to be performed by an employee occupying this job or position. Employees must follow any other job-related instructions and perform any other job-related duties requested by their leaders.