Director, Total Rewards
New
J
JobgetherHuman Resources
Based in the United StatesFull-TimeDirector
SalaryBase salary range of $225,000–$275,000 USD
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Job Details
- Experience
- 10+ years
- Required Skills
- WorkdayData analytics
Requirements
- 10+ years of Total Rewards experience in fast-paced, high-growth organizations.
- Strong strategic orientation connecting Total Rewards to talent density and business outcomes.
- Understanding of how AI and automation influence workforce composition and talent markets.
- Demonstrated ability to use AI tools in practical Total Rewards workflows.
- Deep expertise in compensation strategy, including pay-for-performance, skills architecture, and variable compensation.
- Extensive equity experience, including dilution modeling and executive equity strategy.
- Strong analytical and financial modeling capabilities.
- Fluency in modern compensation and HR technology platforms such as Workday, Radford, and Pave.
- Proven experience designing scalable Total Rewards programs for multi-market or international growth.
- Excellent executive presence, communication, and influencing skills.
- Ability to operate effectively in a high-growth environment while managing ambiguity.
Responsibilities
- Define and evolve a forward-looking Total Rewards strategy that supports talent density, high performance, retention, and long-term business objectives.
- Anticipate the impact of AI, automation, changing skill requirements, and workforce evolution on compensation philosophy, job architecture, and talent pricing.
- Design differentiated, performance-oriented compensation programs, including compensation philosophies, salary bands, and executive incentives.
- Own equity strategy and employee education, helping employees understand the value, mechanics, and long-term potential of their equity.
- Develop modern, competitive benefits programs aligned with employee needs, organizational culture, and business growth.
- Build predictive Total Rewards analytics, modeling capabilities, and market intelligence to support high-quality leadership decisions.
- Modernize compensation technology and systems, evaluating and implementing platforms that improve efficiency, data quality, and real-time decision support.
- Partner with executives and functional leaders on compensation implications related to automation, organizational changes, new roles, and workforce planning.
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