Total Rewards Leader

Accountabilities: Compensation Strategy and Market Analysis: Evaluate compensation practices, conduct market benchmarking, analyze salary trends, and develop recommendations that support competitive and equitable compensation programs aligned with organizational objectives. Salary Administration and Pay Structures: Support the development, maintenance, and optimization of salary structures, pay policies, and compensation administration processes to promote consistency and informed decision-making. Total Rewards Program Development: Contribute to the design, evaluation, and improvement of incentive programs, employee rewards initiatives, and compensation strategies that support talent attraction, engagement, performance, and retention. Workforce Analytics and Insights: Analyze workforce and compensation data to identify trends, assess organizational needs, and generate actionable insights that help leaders make informed people-related and business decisions. Reporting and Performance Metrics: Develop and maintain reports, dashboards, and analytical tools to monitor compensation metrics, evaluate program effectiveness, and communicate findings to relevant stakeholders. Stakeholder Consultation: Collaborate with leaders and cross-functional partners to understand business needs, provide compensation guidance, explain analytical findings, and recommend practical solutions to workforce challenges. Process Improvement: Identify opportunities to streamline compensation processes, strengthen reporting practices, improve program administration, and enhance the efficiency and effectiveness of Total Rewards operations. Project and Initiative Management: Support key HR and organizational initiatives by coordinating deliverables, managing timelines, conducting research, and ensuring projects progress effectively from analysis through implementation. Strategic Advisory Support: Translate complex compensation and workforce information into clear, practical recommendations, helping leaders evaluate options and make decisions that balance employee needs with business priorities. Requirements Professional Experience: At least 8 years of relevant experience in compensation, Total Rewards, HR analytics, or a related field, with demonstrated expertise in compensation analysis and program management. Compensation and Benchmarking Expertise: Strong knowledge of market compensation data, salary benchmarking methodologies, pay structures, and compensation practices, with the ability to develop evidence-based recommendations. Analytical and Problem-Solving Skills: Excellent quantitative and critical-thinking abilities, including experience analyzing workforce data, identifying trends, interpreting results, and translating findings into actionable insights. Advanced Spreadsheet and Reporting Skills: Proficiency with advanced spreadsheet tools and reporting techniques, with the ability to manage complex datasets, develop analytical models, and present information accurately and effectively. Business Acumen: Sound judgment and the ability to connect compensation strategies with organizational goals, workforce priorities, talent retention, and employee engagement. Communication and Presentation: Strong written and verbal communication skills, including the ability to explain complex compensation concepts and data clearly to stakeholders with varying levels of technical expertise. Stakeholder Management: Demonstrated ability to build trusted relationships and collaborate effectively with leaders and cross-functional teams while providing thoughtful, practical guidance. Project Management and Organization: Strong organizational skills, attention to detail, and the ability to coordinate multiple initiatives, manage competing priorities, and deliver high-quality work within established timelines. Strategic and Hands-On Approach: Ability to balance long-term program development with day-to-day execution, work independently, and take ownership of projects and deliverables. Continuous Improvement Mindset: A proactive, solutions-oriented approach, with an interest in improving processes, optimizing programs, and adapting compensation practices to evolving business needs. Location and Flexibility: Ability to work remotely or in a hybrid arrangement based on location. Candidates in the Midwest and Northeastern United States, particularly the New York and Illinois regions, are preferred. Limited travel may be required for meetings, collaboration, and organizational events. Benefits Flexible Work Arrangement: Remote or hybrid working options, depending on geographic location. Professional Impact: The opportunity to shape compensation strategies and rewards programs that influence employee engagement, talent attraction, and retention. Strategic Partnership: Direct collaboration with organizational leaders and cross-functional stakeholders on important workforce and business decisions. Career Development: Opportunities to apply and expand expertise across compensation, workforce analytics, incentive programs, and Total Rewards strategy. Analytical and Strategic Ownership: The ability to translate workforce data into actionable recommendations and lead meaningful process and program improvements. Collaborative Environment: An opportunity to work with colleagues across the organization in a role that combines independent ownership with cross-functional partnership. Limited Travel: Occasional travel for support meetings, collaboration opportunities, and organizational events.