Senior Director, Global Total Rewards (Boca Raton)
Senior Director, Global Total Rewards The Senior Director, Global Total Rewards leads the organization’s comprehensive rewards function, designing and executing an integrated framework of financial and non-financial rewards that aligns with business strategy to attract, motivate, and retain team members across all geographies. Primary Responsibilities Design, implement, and continuously optimize the organization’s global compensation philosophy, structure, and programs—including base pay, variable pay, sales compensation, and executive compensation frameworks—to ensure internal equity and external market competitiveness. Lead the research, analysis, and benchmarking of compensation and benefits practices across relevant labor markets and industries, synthesizing market intelligence into actionable recommendations for leadership. Develop and manage short‑term incentive plans, long‑term incentive programs, and equity compensation strategies that align with business performance objectives and shareholder value creation. Partner with Finance, Legal, HR Business Partners, and executive leadership to design total rewards programs that support talent acquisition, retention, and organizational culture goals. Oversee the design, vendor management, and administration of global benefits programs, including health, welfare, retirement, wellness initiatives, and work‑life balance offerings. Establish and maintain rewards governance frameworks, policies, and guidelines that ensure consistency, compliance, and appropriate controls across all compensation and benefits programs. Leverage Workday Compensation and Benefits modules to enable efficient merit cycles, bonus processing, equity administration, benefits enrollment, and rewards analytics. Ensure full compliance with applicable compensation and benefits regulations across all operating jurisdictions, including FLSA, ERISA, tax regulations, securities laws, and local country requirements. Lead the annual compensation planning cycle—including merit increase budgeting, bonus pool allocation, equity grant planning, and benefits renewal processes—with cross‑functional coordination. Provide strategic guidance and thought leadership on emerging trends in total rewards, including pay equity, pay transparency, flexible benefits design, well‑being programs, and future work considerations. Develop comprehensive communication strategies and materials to educate team members and managers on total rewards programs, ensuring clarity and appreciation of the value proposition. Monitor and analyze program effectiveness through key metrics such as cost per hire, retention rates, offer acceptance rates, benefits utilization, and employee satisfaction to drive continuous improvement. Build and lead a high‑performing global total rewards team, providing coaching, development, and strategic direction while fostering a culture of excellence and innovation. Supervisory Responsibilities Recruit, interview, select, hire, and employ a talented and diverse group of high‑performing team members. Provide oversight and direction to team members in accordance with the organization’s policies and procedures. Coach, mentor, and develop team members, including overseeing new team member onboarding and providing career development planning and growth opportunities. Empower team members to take ownership of their job and goals. Delegate responsibilities as needed and provide routine constructive feedback on performance. Create a culture that is consistent with the organization’s focus on team member engagement and aligns with the organization’s mission, vision, and values. Lead team members using a performance management and development-focused approach to assist in goal setting, two‑way feedback, and performance development planning. Lead team members to meet the organization’s expectations for productivity, quality, and goal accomplishment. Qualifications & Requirements Master’s degree in Business Administration, Human Resources Management, or related discipline strongly preferred; bachelor’s degree in Human Resources, Business Administration, Finance, or related field required. Minimum 12‑15 years of progressive experience in total rewards, compensation, and benefits functions with at least 5‑7 years in leadership roles managing teams and enterprise‑wide programs. Demonstrated expertise in global compensation strategy and design, including job architecture, salary structure development, incentive plan design, executive compensation, and equity programs across multiple geographies. Extensive experience with benefits program design and administration, including health and welfare plans, retirement programs, global benefits strategies, vendor management, and regulatory compliance. Hands‑on experience with Workday HCM, specifically Workday Compensation, Workday Benefits, and Workday Advanced Compensation modules, including system configuration, business process design, and reporting capabilities. Professional certifications strongly preferred, such as Certified Compensation Professional (CCP), Certified Benefits Professional (CBP), Global Remuneration Professional (GRP), or SHRM Senior Certified Professional (SHRM‑SCP). Expert knowledge of compensation and benefits regulations, including FLSA, ERISA, SEC rules for equity compensation, IRS regulations, and international labor laws. Advanced analytical skills with proven ability to conduct complex market analyses, perform statistical modeling, interpret compensation survey data, and translate findings into strategic recommendations. Strong business acumen with ability to understand organizational strategy, financial objectives, and talent priorities, translating them into effective total rewards programs that drive business results. Exceptional stakeholder management and executive presence, with experience presenting to C‑suite leadership, Board Compensation Committees, and cross‑functional senior leadership teams. Superior project management capabilities, with a track record of leading large‑scale initiatives such as system implementations, compensation philosophy redesigns, and global benefits harmonization projects. Excellent written and verbal communication skills, with the ability to distill complex compensation and benefits concepts into clear, accessible messages for diverse audiences. High attention to detail, strong organizational skills, and the ability to manage multiple priorities, tight deadlines, and cyclical processes simultaneously. Demonstrated discretion and sound judgment in handling highly confidential information, including executive compensation, individual pay data, and strategic business information. Physical Requirements Ability to stoop, bend, kneel or crouch; stand, walk and sit; reach with hands and arms; visual ability correctable to 20/20; sit up to 90% of the day; respond verbally in an understandable, professional manner in person and over the telephone; manual dexterity to input data into the computer; lift up to 15 pounds. Work Environment Office/ cubicle workspace with moderate noise level. J-18808-Ljbffr
