Director of Total Rewards

About SOVRA

SOVRA is a leading public procurement platform trusted by more than 7,000 government agencies and over 1 million suppliers across North America. Our work sits at the intersection of technology, public service, and accountability, helping governments operate more efficiently and transparently on behalf of the communities they serve.

At SOVRA, the work you do matters. Every improvement we make helps public organizations stretch taxpayer dollars further, operate with greater transparency, and deliver better outcomes for millions of people. We’re a growing, mission-driven company where smart, curious people come together to build technology that serves the public good.

Learn more at sovra.com.

About The Opportunity

The Director, Total Rewards is a strategic leadership role responsible for compensation philosophy, job architecture, benefits, recognition, HRIS governance, and the Total Rewards workstream for SOVRA and its M&A integrations. Reporting to the Chief of Staff, you will partner closely with Finance, Legal, and the Director of People & Talent, and serve as the primary expert advisor to People Business Partners across the organization. This leader will regularly have weeks where they’re balancing important strategic work like leading the redesign of our compensation and leveling framework, as well as managing the day-to-day operations for our HR function.

SOVRA is a purposefully acquisitive company — we grow by bringing new platforms and communities into our ecosystem. Total Rewards sits at the center of that growth strategy: every acquisition brings a new employee population whose compensation and benefits needs to be harmonized and who needs to understand what it means to be part of SOVRA. The quality of that experience is directly owned by this function.

What You’ll Do

Compensation Philosophy, Architecture & Management

• Design and own SOVRA’s compensation philosophy and framework — including salary structures, variable pay, and job architecture across the U.S. and Canada.
• Own and maintain the job leveling framework, ensuring roles are consistently defined, graded, and benchmarked as the company grows organically and through acquisition.
• Conduct regular market benchmarking using third-party survey data (Radford/Mercer, Willis Towers Watson, Culpepper) to keep salary bands current and competitive.
• Partner with People Business Partners and Talent Acquisition to deliver competitive salary ranges and maintain internal equity across teams and entities.
• Lead annual compensation review cycles, merit planning, and incentive plan administration, partnering with Finance on budgets and outcomes.
  
  

M&A Integration — Total Rewards

• Own the Total Rewards workstream for all acquisitions — including pre-close due diligence on comp and benefits structures, compensation harmonization planning, and benefits enrollment for incoming employee populations.
• Partner with the Director, People & Talent on the broader integration plan, ensuring Total Rewards timelines align with cultural onboarding and the overall employee experience for employees joining from acquired companies.
• Build and maintain a Total Rewards M&A playbook that makes each integration faster, cleaner, and more consistent than the last.
• Communicate proactively with acquired employees about how their compensation, benefits, and equity will be treated through the transition — with clarity and empathy.
  
  

Ownership Programs

• Lead participant modeling, total compensation communication, and employee-facing education for the SOVRAcceleration broad-based employee ownership (equity) program, in coordination with Finance and Legal who own mechanics, audits, and reporting.
• Ensure employees at all levels understand the value of the SOVRAcceleration program as part of their total compensation, particularly new employees joining through acquisition who may be new to SOVRA.
  
  

Benefits & Wellness

• Oversee all employee benefits programs across the U.S. and Canada — medical, dental, vision, EAP, leave, retirement, and time-off — managing broker and vendor relationships, renewals, and open enrollment.
• Continuously evaluate program effectiveness, utilization, and cost, recommending improvements that enhance the employee experience without unnecessary expense.
• Ensure compliance with applicable federal, state, and provincial regulations (IRS, CRA, ERISA, provincial benefits law).
  
  

HRIS Governance & Analytics

• Own HRIS data integrity and governance, ensuring the system of record accurately reflects job architecture, compensation structures, and employee data across all entities.
• Build and maintain total rewards reporting and dashboards that inform leadership decisions and track program ROI.
• Partner with Payroll to ensure seamless administration across pay runs, benefit deductions, and compensation changes.
  
  

Leadership & Partnership

• Serve as the primary subject matter expert to People Business Partners on compensation decisions, job leveling, and benefits inquiries — providing clear, consistent guidance they can use in the field.
• Act as a trusted advisor to Finance, Legal, and senior leadership on total rewards matters, translating complex program design into plain language for non-specialists.
• Lead, mentor, and develop your team of two specialists, defining clear ownership for each and building their capability over time.
  
  

Recognition & Employee Experience

• Champion and evolve SOVRA’s recognition programs — SOVRAppreciation (peer recognition), SOVRAnniversary (service milestones), and the employee referral bonus program.
• Develop compelling, clear communications that help candidates and employees understand the full value of SOVRA’s total rewards package, including during M&A onboarding.
  
  

What You’ll Bring

Required

• 8 years of progressive total rewards experience, including at least 3 years in a director-level or senior leadership role with direct ownership of both compensation and benefits.
• Bi-national (US & Canada) program management — you’ve run compensation and benefits programs across both countries and understand the regulatory and cultural nuances.
• M&A experience — you’ve led or been a core contributor to at least one acquisition integration from the Total Rewards side. You know how to harmonize comp structures, communicate with incoming populations, and manage the complexity of workforce transitions.
• Strong command of compensation benchmarking methodologies and job architecture — you’ve built or substantially rebuilt a leveling framework and know how to keep it current as the org scales.
• Deep knowledge of US and Canadian benefits regulations and compliance requirements (ERISA, IRS, CRA, provincial law).
• HRIS fluency and a data-driven approach — you maintain data integrity, build dashboards that inform decisions, and treat the system of record as a strategic asset.
• Excellent communication skills — you can translate complex rewards concepts for diverse audiences, from a newly acquired employee wondering about their 401(k) to a board member reviewing equity program design.
• Authorization to work in the US or Canada — we are not able to sponsor work visas at this time.
  
  

Nice to Have

• Experience in a SaaS, GovTech, or technology company with a distributed/remote workforce.
• CCP or CEBS designation.
• Experience supporting a multi-national workforce of 300–1000 employees through a growth or scaling phase.
• Familiarity with ADP Workforce Now, HiBob, or a comparable HCM platform.
• Bilingual English/French — a meaningful asset given our Canadian employee base.
  
  

What Success Looks Like

• 90 days: You have a clear picture of the current state of our comp bands, benefits programs, job architecture, and HRIS needs. You’ve met with key stakeholders in Finance, Legal, and the People team, and you’ve identified your top three priorities.
• 6 months: At least one comp or job architecture gap has been addressed, HRIS implementation is underway, and you’ve delivered your first M&A integration cycle with a structured Total Rewards plan you own.
• 12 months: You’re running the Total Rewards function with clear ownership and minimal oversight. Your comp bands are current, your benefits programs are optimized, your M&A playbook is documented and tested, and HRBPs describe you as their most reliable resource on rewards questions.
  
  

We’d love to hear from you.

Thank you for your interest in SOVRA. However, only selected candidates will be contacted.

At SOVRA, we are committed to fostering an inclusive and equitable workplace. We are an equal opportunity employer and do not discriminate against any employee or applicant for employment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, marital status, veteran status, or any other characteristic protected by applicable laws. We provide a work environment free from discrimination and harassment. In addition, we are committed to ensuring pay equity across our organization and regularly review our compensation practices.

SOVRA, through its wholly owned subsidiary International Data Base Corp., doing business as BidNet, participates in E-Verify. If selected for employment, you will be required to provide your Form I-9 information to confirm that you are authorized to work in the United States.

SOVRA, a través de su subsidiaria de propiedad total International Data Base Corp., que opera bajo el nombre comercial BidNet), participa en E-Verify. Si es seleccionado para empleo, se le solicitará proporcionar la información de su Formulario I-9 para confirmar que usted está autorizado para trabajar en los Estados Unidos.