Senior Director of Total Rewards

Responsibilities

• Own the 3-year Total Rewards strategy and maintain a total compensation framework that is competitive, internally equitable, and built to scale — including job architecture, pay bands, annual compensation review, and equity. Translate philosophy into policy and manager-ready guidance.
• Own and evolve bonus and equity programs tied to performance. Benchmark continuously and ensure programs motivate the right behavior.
• Oversee the design and management of benefits programs across health, welfare, retirement, and leave. Benchmark continuously and maintain cost-effectiveness and team satisfaction across a multi-country workforce.
• Equip leaders and managers with the data, framing, tools and education to make great pay decisions and have direct compensation conversations with their teams.
• Own the multi-year P&C technology roadmap across Workday, Greenhouse, and adjacent tools. Actively deploy AI across people workflows, compensation benchmarking, pay equity monitoring, band placement modeling, and people analytics with human judgment at the center.
• Build the data foundation that enables AI across the People function: clean Workday data, integrated systems, governed access, and full auditability. Develop a real-time, action-oriented people analytics capability for HRBPs, managers, and ELT. Own reporting structure and BOD materials.
• Ensure rewards programs are administered in compliance with applicable regulations across all geographies. Manage filings, audits, and governance practices. Prepare materials for ELT and Board meetings.
• Lead a high-performing team across comp, benefits, and people technology. Build a strong bench. Evolve performance expectations as AI absorbs execution work and the team shifts toward interpretation and advising.

Requirements

• 12+ years in Total Rewards and People Technology, majority in compensation, with growing ownership of people data and HR systems.
• Led a team of 5 or more.
• Designed and managed compensation and equity programs end to end, including executive compensation.
• Deep Workday experience: configuration decisions, data architecture, integrations.
• Multi-geography compensation and benefits experience required. Mexico experience pertaining to IMSS, statutory benefits, labor law strongly preferred.
• Track record presenting at ELT and Board level with the executive presence to take a position and defend it.
• Demonstrated deployment of AI in HR, Compensation, or People Tech workflows — compensation intelligence platforms, Workday AI features, predictive analytics, or AI-powered benefits administration.
• Experience evaluating AI vendors, running pilots, and making build-vs-buy decisions for AI tooling in HR.
• Experience redesigning team roles as AI absorbs execution work, including resetting performance standards.
• PE-backed experience is a plus.

Capabilities

• Systems thinker: manage Compensation, benefits, and HRIS as one system.
• Analytical precision: build models others trust and catch data issues before they reach leaders or the BOD.
• Strong communicator: translate complex compensation and people data decisions into clear, compelling narratives for any audience.
• Change leader: move a team through AI transformation with honesty, pace, and care.
• Operator: set standards, hold them, and build for scale. Sequence redesign before automation.
• Business judgment: listen first and design programs, processes, and tools that meet real needs. Connect Total Rewards decisions to business outcomes.

Benefits

• Medical, dental, vision, life & disability insurance
• 401(k) plan with company match
• Flexible Time Off (FTO), wellbeing days, paid holidays, and summer Fridays
• Mental health resources
• Paid parental leave & Backup Care
• Tuition reimbursement
• Employee Resource Groups (ERGs)