Director of Total Rewards

The Director of Total Rewards provides strategic leadership and operational oversight for the university's compensation and benefits programs and functions. This role develops and executes a comprehensive total rewards strategy that supports workforce planning, financial sustainability, and the university's ability to attract and retain top talent. The Director serves as an advisor to executive leadership and ensures programs are competitive, equitable, transparent, and compliant.

Reporting to the Chief Human Resources Officer (CHRO), the Director partners closely with HR Business Partners, Talent Acquisition, Compensation, Benefits, Payroll and other stakeholders to deliver a high-quality, responsive, and efficient HR service delivery model.

Key Responsibilities

• Strategy & Planning: Develop and execute comprehensive total rewards strategies (compensation, benefits, equity).
• Compensation Management: Oversee salary structures, merit planning, and job architecture.
• Benefits Oversight: Manage health, welfare, and retirement programs.
• Market Analysis & Compliance: Monitor market trends to ensure pay competitiveness and ensure compliance with employment laws.
• Vendor Management: Cultivate and manage relationships with vendors and consultants to maximize ROI on total rewards.
• Leadership & Collaboration: Collaborate with senior leadership to align rewards with business objectives.
• Project Management: (Re)design and implement policies, pay structures, procedures for job evaluations and reclassifications, etc.

The ideal candidate will possess:

• Advanced knowledge of compensation strategy, job evaluation methodologies, salary structures, market pricing, and pay equity principles.
• Knowledge of federal and state laws governing compensation and benefits, including FLSA, Equal Pay Act, Title VII, ADA, and related regulations.
• Understanding of integrated total rewards programs, including compensation, benefits, incentives, and recognition. Experience interpreting compensation survey data and labor market trends (e.g., CUPA-HR, Mercer, Salary.com).
• Strong financial acumen to assess program costs, budget impact, and long-term sustainability.
• Advanced analytical skills with the ability to evaluate complex datasets and develop actionable insights.
• Demonstrated leadership skills, including team management, coaching, and development of HR professionals.
• Exceptional communication and influencing skills, with the ability to present complex information to executive audiences.
• Ability to guide organizational change related to pay structures, workforce planning, or program redesign.
• Ability to address sensitive pay issues, resolve disputes, and recommend solutions that balance equity, compliance, and fiscal constraints.
• Strong relationship-building skills and ability to collaborate across diverse stakeholder groups.