Director, Total Rewards

Position Summary

The Director, Total Rewards is responsible for optimizing the design, implementation, and management of the company’s global total rewards programs and HR technology and process improvement roadmap. This includes, benefits, compensation, the HRIS platform and all employee life cycle processes. This role will ensure that the organization’s total rewards strategies are competitive in order to attract and retain talent and enable a culture of high performance that embodies the company’s values and goals. And this role will be instrumental in leveraging technology and process improvement skills to optimize process in order to create a stellar employee experience and efficient HR operations organization. This individual reports to the Chief People Officer, is a key member of the HR leadership team and may have interface with the Board of Directors. 

Key Responsibilities

Strategy & Execution

• Develop and lead the overall global compensation and benefits strategies to support the organization’s business objectives and diverse workforce. This includes executive, general and sales compensation.
• Lead market analysis, benchmarking, and workforce analytics to inform strategies and make decisions based on data. 
• Develop business cases for and manage implementation of people related investments such as wage adjustment, shift differential strategy, merit strategy, bonus and other incentive design.
• Develop a comprehensive benefits portfolio of offerings that is competitive, modern, and easy for employees to access. This includes medical, dental, wellness, retirement and time-off.
• Design and develop short and long-term technology enhancements that will optimize HR Operations, gain efficiencies, manage investment and costs, and enable a stellar employee experience. This includes refreshing the current HRIS system and taking advantage of automation and emerging tools. 
• Manage compensation, benefits and any rewards budgets and analyze financial impact.
• Manage a People Scorecard with metrics that impact the business
• Drive continuous improvement initiatives and bring a process-improvement mindset to the HR team.
• Use data-driven insights to evaluate the effectiveness and competitiveness of the total rewards programs and make recommendations as appropriate.
• Manage compensation and benefits budgets and analyze financial impact.

Collaboration and Vendor Management

• Assist in gaining alignment and support for the above through effective partnership with business leaders, senior members of the finance and IT organizations and HR business partners.
• Manage and optimize relationships with vendors and partners to optimize offerings and enable value.

Policy Development 

• Stay abreast of evolving country, state and provincial laws that impact compensation, benefit and HR policy and practice.
• Ensure all programs comply with country, federal, state, and local laws and regulations. Current geographies include the United States, Canada, and the Netherlands.
• Ensure policy and practice enables pay equity.

Leadership

• Serve as a trusted advisor to HR and senior business leadership on all aspects of total rewards and technology.
• Partner with HR leadership and business leaders to align strategies with organizational objectives.
• Lead, mentor, and develop the team, fostering a collaborative, high-performing work environment.
• Represents the company in a professional manner and upholds the highest standards of ethical business practices and socially responsible conduct in all interactions with other employees, customers, suppliers, and other third parties.

Qualifications and Attributes

• 10 years of progressive experience in benefits and total rewards
• Expertise in benefits packages to include medical, dental, vision, retirement, and well-being programs. Experience with reference-based-pricing and non-traditional medical plans is a plus.
• Expertise in maintaining effective compensation for an hourly workforce through wage analysis to balance competitive pay and internal pay equity. Experience owning the annual merit increase process and maintaining a management incentive program. 
• Strong analytical skills and ability to relay complex information in a succinct and understandable format to support recommendations and decision-making. 
• Experience selecting and managing external vendor relationships, RFP’s, benefits, compensation, and total rewards design programs. 
• CCP, CBP, or CEBS preferred 
• Strong knowledge of relevant laws and regulations (e.g., FLSA, ACA, ERISA, etc.).
• Knowledge of California and Canadian employment laws a plus.
• Demonstrated ability to influence and partner with executive leadership and key stakeholders.
• Excellent analytical, problem-solving skills with attention to detail and a process improvement mindset.
• Strong communication skills with ability to relay complex information in understandable way.
• High EQ with strong interpersonal skills; ability to work well with others and help them work well with each other.        
• Ability to lead and mentor others in a team environment
• Self-starter yet inclusive in setting strategy and direction.
• Advanced critical thinking and problem-solving skills
• Ability to travel approximately 15-20%

Education 

Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field. Master’s degree highly preferred.