"Director of Total Rewards"

Job Details

Director of Total Rewards

Primary Purpose:
The Director of Total Rewards provides strategic leadership and oversight of the University's total rewards programs, with 75% responsibility for benefits strategy, design and administration and 25% responsibility for compensation planning and compliance. This role ensures programs are equitable, competitive, compliant, and aligned with institutional goals. The Director of Total Rewards partners with senior leadership, Human Resource colleagues, and campus stakeholders to design and implement strategies that attract, retain, and engage employees while maintaining fiscal responsibility and compliance with laws and collective bargaining agreements.

Essential Functions:

Strategic Leadership

• Develop and execute total benefits and compensation strategies that support recruitment, retention, and engagement.
• Provide analysis and recommendations to senior leadership to inform benefits and pay decisions.
• Align programs with institutional priorities, market conditions, and budget constraints.
• Represent the organization in benefits and compensation-related committees and governance bodies.

Benefits Administration

• Lead the design, implementation, and evaluation of employee benefit programs, including health, retirement, wellness, and leave programs.
• Oversee benefits vendor management, contract renewals, plan design, and performance metrics to ensure cost effectiveness and high service quality.
• Partner with external vendors and brokers to analyze trends, benchmark data, manage plan performance to align with organizational goals.
• Oversee open enrollment, benefits communications, and employee education initiatives.
• Lead benefit program audits, manage plan filings (Form 5500s, SPD updates).
• Collaborate with Payroll, Finance, and Legal to ensure proper benefits accounting, funding, and risk management.
• Develop and execute a comprehensive benefits communication and engagement strategy to improve understanding and utilization of benefits.
• Monitor regulatory changes and ensure compliance with ACA, ERISA, COBRA, HIPAA, and other applicable laws.

Compensation Management

• Provide strategic direction for compensation philosophy, structure, and policies to ensure market competitiveness and internal equity.
• Lead annual salary planning and merit review processes, collaborating with HR and department leaders.
• Conduct market benchmarking, salary surveys (e.g., CUPA-HR), and pay equity analyses.
• Maintain consistency in job architecture, title structures, and career pathways.
• Ensure compliance with federal and state wage and hour laws, including the FLSA and Equal Pay Act.
• Support labor relations by providing compensation data and guidance during negotiations.

Other duties as assigned.

University of the Pacific recognizes that diversity, equity, and inclusion is foundational to the success of our valued students and employees. We prioritizes policy and decision-making that demonstrates awareness of, and responsiveness to, the ways socio-cultural forces related to race, gender, ability, sexuality, socio-economic status, etc. impede or propel students, faculty and staff.

This position serves as Campus Security Authority (CSA) as outlined by the Clery Act. CSAs have federally mandated responsibilities to report crimes that are reported them.

Minimum Qualifications:

• Bachelor's Degree.
• Five (5) years of human resources experience with at least three (3) years in a total rewards or benefits leadership position.

Preferred Qualifications:

• Master's Degree.
• Strong knowledge of benefits administration, compensation principles, and employment laws.
• CCP (Certified Compensation Professional) or CEBS (Certified Employee Benefits Specialist) preferred.
• Excellent analytical, communication, and leadership skills.
• Strong ability to consult stakeholders regarding equity, salary setting, and position description development.
• Strong project management skills.
• Excellent innovative, analytical, and diagnostic skills and practical thinkers.
• Strong ability to establish and maintain effective working relationships.
• Exceptional attention to detail.
• Ability to partner with internal constituents to ensure proper buy-in for changes and enhancements.
• Positive attitude, proven ability to work successfully with diverse populations, and demonstrated commitment to promote and enhance diversity and inclusion.
• Experience and sensitivity in working with people of diverse backgrounds and cultures.
• Demonstrated experience in advancing social justice, equity, and inclusion in a university setting.
• Ability to engage and integrate culturally responsive practices and knowledge in their work.

Physical Requirements:
The physical demands described here are representative but not definitive of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Duties require extended periods of sitting, keying on a computer with repetitive hand/wrist motion. Occasional to frequent standing, walking. Infrequent climbing of stairs. Ability to lift up to twenty five (25) pounds.

Work Environment/Work Week/Travel:
Work performed during standard business hours. Occasional evenings and weekends may be required.

Valid driver's license required. Incumbent must also be able to meet the University's fleet rules and be eligible to drive for University business. The University and its insurance carrier reserves the right to exclude applicants based on their driving record.

Hiring Range: $101,779 - $139,955 per year. We consider factors such as, but not limited to, scope and responsibilities of the position, candidate's qualifications, internal equity, as well as market and organizational considerations when extending an offer.

Background Check Statement:
All applicants who receive a conditional offer of employment are required to execute a release and authorization for a background screening.

AB 810 Misconduct Disclosure Requirement:
University of the Pacific complies with California Assembly Bill 810, requiring candidates accepting conditional job offers to disclose any final administrative or judicial findings, ongoing proceedings, allegations, resignations under investigation, or appeals related to sexual harassment or misconduct within the past seven years.

To apply, visit https://pacific.peopleadmin.com/postings/31613