We are seeking a strategic and hands-on Director of Total Rewards to lead the design, execution, and continuous evolution of our compensation, benefits, and recognition programs as we scale. Reporting to the CHRO, this role will play a key part in shaping a comprehensive Total Rewards strategy that supports our ability to attract, retain, and motivate top talent in a high-growth SaaS environment.
This role is well suited for a collaborative leader who has successfully scaled Total Rewards programs within a 500+ employee organization and thrives in a player-coach capacity. The Director will balance strategic leadership with operational execution, driving program design while also rolling up their sleeves to implement solutions and develop a high-performing team. Success in this role requires strong business acumen and the ability to partner effectively with functional VPs and members of the Executive Leadership Team (ELT) to align rewards programs with business priorities.
All Total Rewards programs and practices must be administered in compliance with applicable laws and regulations, including Equal Employment Opportunity, HIPAA, ERISA, and other relevant requirements
Essential Functions:
- Benefits Strategy & Administration:
Oversee benefits strategy, including health, wellness, retirement, leave, and voluntary programs.
Evaluate and enhance benefit offerings to ensure competitiveness, cost-effectiveness, and alignment with employee needs.
Partner with brokers, vendors, and internal team to manage plan renewals, compliance, and employee communication.
Lead the RFP and renewal process, help negotiate contracts and rates, and ensure strong service delivery.
Lead annual open enrollment planning and execution, including system readiness, employee education, and post-enrollment audits.
Develop clear and engaging employee communication strategies to ensure understanding of benefits offerings and changes.
Develop, implement, and continuously refine a comprehensive compensation philosophy aligned with company values and business goals.
Design and maintain salary structures, pay grades, and incentive plans across all levels and geographies.
Lead the annual compensation cycle (merit, bonus, market adjustments, promotions) in partnership with the VP, People & Culture, Finance and department leaders.
Provide strategic guidance on compensation decisions for new hires, promotions, and internal mobility.
Work with Learning and Development team and VP, People & Culture to align compensation strategy with Career Pathing programs
Equity & Long-Term Incentives:Own end-to-end equity administration, partnering with Finance and Legal as needed to ensure accuracy, compliance, and alignment with overall business objectives.
Manage equity software systems to maintain an accurate and up-to-date cap table; generate reports and analysis as needed.
Process new equity grants, terminate unvested grants for departing employees, and support the repurchase process in collaboration with Legal and our private equity partners.
Communicate approved equity grants to relevant managers for timely and accurate employee distribution.
Develop and recommend new equity grants for presentation and approval by the Compensation Committee.
Compliance & Benchmarking:Ensure all programs comply with federal, state, and international regulations.
Conduct regular market benchmarking and analysis to inform recommendations and maintain competitive positioning.
Administer compensation fairly across different protected classes.
Oversee the administration, optimization, and ongoing maintenance of Nextech’s HRIS and compensation systems to ensure data integrity, usability, and scalability.
Lead system enhancements and process improvements to support Total Rewards programs, including compensation planning, job architecture, and performance management (in partnership with Business Partner team).
Collaborate with IT, HR, and external vendors to evaluate system capabilities and recommend new tools or configurations that support strategic objectives.
Manage all reporting and analytics for the Total Rewards function, including dashboards, compliance reports, and executive-level insights.
Ensure the accuracy and confidentiality of employee compensation and benefits data across all platforms.
Lead, coach, and develop a small Total Rewards team while remaining hands-on in day-to-day execution.
Collaborate cross-functionally with Finance, Legal, Talent Acquisition/HR Business Partners, and Business Leaders to ensure programs are well-understood and effectively executed.
Serve as a strategic thought partner to the SVP, People & Culture and other functional leaders, bringing data-driven recommendations and practical solutions.
Partner closely with senior leaders, including functional VPs and members of the Executive Leadership Team (ELT), providing clear updates and insights on Total Rewards initiatives to drive alignment and informed decision-making.
Minimum Requirements
- Bachelor's degree in Human Resources, Business, or related field
- 8+ years of progressive HR experience, including 3+ years leading Total Rewards programs and/or teams.
- Experience in a high-growth SaaS or technology company with 500+ employees.
- Experience in a company with at least $200m in revenue
- Deep knowledge of compensation design, job leveling, benchmarking, and equity programs.
- Experience running a self-insured medical plan.
- Proven track record of implementing scalable, equitable, and data-driven rewards strategies.
- Excellent communication and collaboration skills, with a strong service orientation.
- Comfortable shifting between strategic thinking and hands-on execution.
- Strong analytical skills with the ability to use Excel to organize information, identify trends, and support decision-making.
Preferred Qualifications
- Experience with ADP
- Implementing or utilizing AI tools
- Experience with compensation planning tools
Working Environment/Physical Demands
- This is a fully remote position based in the United States. The role requires reliable internet access and the ability to maintain a productive, professional home office environment.
- The position may require travel 1–3 times per quarter for team meetings, leadership offsites, or company events. Travel is typically domestic and planned in advance.
- Standard business hours are expected, with some flexibility based on time zone differences and business needs. Occasional extended hours may be required during peak planning or execution periods.
Generous annual bonus opportunity
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