As a Head of Total Rewards you can expect to...

• Define and execute a multi-year U.S. total rewards strategy integrating compensation, variable compensation, health and welfare benefits, retirement programs, recognition, and related governance in support of HSO’s growth, talent, financial, and employee experience priorities.
• Serve as a strategic advisor to senior leadership on executive and broad-based rewards, translating business growth, workforce priorities, organizational design, retention risk, critical skills, and leadership succession into clear rewards strategies and recommendations.
• Lead HSO’s compensation strategy and job architecture, including salary structures, career levels, pay bands, geographic differentials, market pricing, premium skills, pay equity, annual compensation planning, and governance for offers, promotions, transfers, adjustments, counteroffers, and pay exceptions.
• Own the design and governance of sales, delivery, leadership, and employee incentive programs, including the end-to-end quarterly and annual VCP process, and establish the controls, documentation, approvals, reconciliation, and audit standards needed for accurate and reliable administration.
• Lead strategy and financial stewardship for HSO’s self-funded health and welfare programs, including renewal strategy, plan design, contribution modeling, cost and utilization analysis, vendor negotiations, open enrollment, retirement-plan governance, and executive oversight of benefits partners.
• Build a strong total rewards analytics capability, using compensation, benefits, workforce, financial, and market data to inform forecasts, investment decisions, executive recommendations, pay equity, incentive effectiveness, benefits strategy, and operational risk.
• Define the total rewards technology and data roadmap across BambooHR, payroll, compensation planning, market data, benefits administration, financial systems, and incentive compensation tools, moving the function toward more controlled, scalable, technology-enabled operations.
• Establish effective governance, policies, decision rights, controls, service standards, data practices, and compliance processes while ensuring rewards decisions and calculations are transparent, defensible, and audit-ready.
• Lead and develop the Total Rewards function and partner closely across HR, Finance, Payroll, Legal, Talent Acquisition, Sales Operations, IT, and business leadership to create clear accountability, improve service delivery, and drive successful change.

You’re great at...

• Connecting total rewards decisions to business strategy, talent priorities, profitable growth, financial sustainability, risk, and employee value.
• Advising and influencing senior leaders by framing complex choices, trade-offs, and recommendations clearly and credibly.
• Combining strategic leadership with hands-on operational command of complex data, controls, processes, and high-risk deliverables.
• Translating complex compensation, benefits, workforce, market, and financial data into meaningful insights and actionable executive recommendations.
• Applying strong financial discipline through forecasting, scenario modeling, cost analysis, investment evaluation, reconciliation, and disciplined stewardship.
• Simplifying complex or manual processes and creating scalable governance, technology, operating models, and controls.
• Exercising sound judgment and discretion when managing sensitive employee, executive, financial, and organizational information.
• Leading cross-functional transformation, building stakeholder alignment, and communicating change in ways that help leaders and employees understand both the business rationale and individual impact.
• Building team capability, clarifying accountability, and creating a high-performing, service-oriented Total Rewards function.

Sound interesting? If so, you’ll have...

• A bachelor’s degree in Human Resources, Finance, Accounting, Business, Economics, or a related field; an advanced degree is preferred.
• 12+ years of progressively responsible total rewards experience, including significant leadership of compensation, incentive compensation, and benefits strategy within a complex, multi-state organization.
• Demonstrated experience advising an Executive Leadership Team on material rewards decisions, investments, and trade-offs, along with experience leading cross-functional initiatives across HR, Finance, Payroll, Legal, IT, Sales, and business operations.
• Deep expertise in compensation strategy, job architecture, market pricing, pay equity, executive decision support, annual compensation cycles, and incentive plan design and administration.
• Strong experience with self-funded health plans, renewal strategy, claims and pharmacy economics, vendor negotiations, benefits compliance, and retirement-plan governance.
• Exceptional financial and analytical capabilities, including forecasting, scenario modeling, accruals, reconciliations, cost-benefit analysis, and executive-level presentation of complex data.
• A working command of applicable U.S. compensation, benefits, payroll, tax, wage and hour, pay transparency, ERISA, ACA, HIPAA, COBRA, and fiduciary requirements.
• Proven experience building or transforming a total rewards function, operating model, governance framework, or technology-enabled process in an environment with developing systems and significant manual work.
• An advanced credential such as CCP, CBP, CEBS, SHRM-SCP, SPHR, CPA, CMA, or a comparable credential is preferred. Experience in professional services, consulting, technology, managed services, or another project-based, incentive-intensive environment is also preferred.
• Experience designing incentives tied to transformation, AI adoption, skills, productivity, innovation, or client outcomes; selecting and implementing rewards or HR technology platforms; or supporting acquisitive growth, organizational integration, or rewards harmonization is a plus.

The Perks