Director of Compensation & Benefits

GA Telesis, LLC•Fort Lauderdale, FL

2d•Onsite

About The Position

GA Telesis is seeking an experienced, strategic Director of Compensation & Benefits to lead the strategy, design, governance, administration, and continuous improvement of global compensation, payroll, and employee benefits programs. The Director will serve as the subject-matter expert for compensation, global benefits, self-insured medical plan management, sales incentive compensation, salary structures, pay banding, and total rewards. The role combines strategic program design with hands-on management to ensure programs are competitive, financially sustainable, compliant, scalable, and aligned with business and talent strategies. A major focus is oversight of the company's self-insured medical plan, including financial performance, claims trends, utilization, stop-loss coverage, vendor performance, plan design, employee cost-sharing, and cost-containment strategies. The Director will establish and maintain a consistent global compensation framework covering job architecture, salary ranges, pay bands, market benchmarking, annual compensation planning, incentive compensation, and sales compensation programs. The Director will lead the U.S. Payroll and Benefits team and the International Payroll Manager. This position is based onsite in Fort Lauderdale, Florida. Only U.S. citizens or permanent residents will be considered.

Requirements

Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, or a related discipline.
At least 10 years of progressive Compensation, Benefits, or Total Rewards experience, with significant responsibility for both compensation and benefits.
At least 5 years of leadership or senior program ownership experience.
Direct experience managing a self-insured/self-funded medical plan.
Strong understanding of medical claims analysis, plan utilization, stop-loss coverage, benefits financial management, and healthcare cost-containment strategies.
Experience developing and managing salary structures, job architecture, pay grades or bands, and market pricing methodologies.
Experience with global compensation programs and compensation practices across multiple countries.
Experience designing or administering global sales incentive or commission plans.
Experience managing annual merit, bonus, and compensation planning processes across a global organization.
Strong knowledge of global employee benefits strategy and administration.
Ability to analyze complex compensation and benefits data and translate findings into executive-level recommendations.
Advanced Excel and financial modeling capabilities.
Strong vendor management and negotiation skills.
Ability to balance strategic program design with hands-on execution.
Eligibility is limited to U.S. citizens or permanent residents.

Nice To Haves

Master’s degree.
Experience in a multinational, multi-location organization.
Experience supporting corporate and sales/business-development populations.
Experience with acquisitions, benefits integration, or rapidly changing organizations.
Experience developing compensation programs across U.S. and international markets.
Experience with compensation survey platforms and benchmarking methodologies.
Familiarity with HRIS or compensation systems such as Workday, UKG, ADP, or comparable platforms.
CCP (Certified Compensation Professional) and/or CEBS (Certified Employee Benefit Specialist) designation.

Responsibilities

Develop and manage the global compensation strategy and philosophy in alignment with business objectives, talent strategy, internal equity, and market competitiveness.
Establish and maintain global job architecture, job levels, salary structures, and pay bands.
Conduct market pricing and compensation benchmarking using appropriate survey and market data.
Recommend hiring ranges, promotions, internal and market adjustments, and retention-related compensation decisions.
Lead annual compensation planning, including merit increases, promotions, market adjustments, bonuses, and other variable compensation programs.
Develop compensation practices across countries while accounting for local labor markets, statutory requirements, currencies, and compensation practices.
Analyze compensation data for pay compression, internal equity concerns, market gaps, and other risks.
Develop compensation dashboards, analytics, and reports for senior leadership.
Partner with Finance and executive leadership on compensation budgets, forecasting, consolidated global payroll reporting, and workforce cost analysis.
Design, evaluate, and administer sales incentive and commission programs aligned with revenue, profitability, margin, growth, and other strategic objectives.
Partner with Sales, Finance, and executive leadership to define sales incentive performance measures, thresholds, targets, accelerators, payout curves, and incentive opportunities.
Model the financial impact of proposed incentive structures before implementation.
Establish governance and documentation for sales compensation plans, including eligibility, calculation methods, payout timing, exceptions, and dispute resolution.
Evaluate sales incentive plan effectiveness and recommend changes based on business results and organizational strategy.
Oversee the financial management and performance of the self-insured/self-funded medical plan.
Monitor claims experience, utilization, large claims, pharmacy spend, enrollment trends, per-employee costs, and other plan performance indicators.
Analyze plan performance against budgets, forecasts, and actuarial projections, and develop healthcare cost-management strategies while maintaining effective employee coverage.
Oversee stop-loss insurance, including deductible levels, premiums, lasers, claims exposure, renewals, and carrier performance.
Manage relationships with benefits consultants and brokers, third-party administrators, pharmacy benefit managers, networks, stop-loss carriers, and other benefits vendors.
Evaluate plan design, network, pharmacy management, wellness, disease management, and other cost-containment opportunities.
Lead annual medical plan renewals and benefit planning; partner with Finance on healthcare budgets, accruals, forecasting, and financial reporting.
Monitor plan compliance and coordinate with internal and external resources on applicable regulatory requirements.
Develop reporting and dashboards to communicate the financial health and risk profile of the self-funded plan to leadership.
Provide strategic oversight of U.S. and global benefits, including medical, dental, vision, prescription drug, life, disability, retirement, FSA/HSA, employee assistance, wellness, leave, voluntary, executive, and country-specific benefits.
Evaluate benefits for competitiveness, employee value, utilization, cost, and organizational effectiveness.
Lead annual benefit renewals and open enrollment strategy.
Negotiate and manage broker, carrier, consultant, and vendor relationships; review contracts, service levels, fees, and performance guarantees.
Identify opportunities to improve benefits while managing company costs, and support benefits due diligence and integration for acquisitions and organizational changes.
Establish governance processes and maintain plan documents, policies, compensation guidelines, incentive plan documentation, and supporting procedures.
Partner with Legal, Finance, Payroll, HRIS, and external advisors on compensation and benefits requirements; support compliance involving ERISA, ACA, HIPAA, COBRA, IRS requirements, Section 125 plans, 401(k) requirements, and applicable state and international requirements.
Support pay transparency and pay equity compliance; coordinate audits, testing, and compliance reviews.
Develop internal controls for incentive calculations, compensation changes, benefits eligibility, vendor administration, and employee data.
Advise the VP of People Operations and senior leadership on total rewards strategy, compensation decisions, benefits costs, market trends, and emerging risks.
Present complex compensation and benefits information clearly to executive leadership and educate managers on compensation philosophy, pay bands, salary decisions, incentive programs, and total rewards practices.
Partner with People Operations, Finance, Payroll, Legal, Sales, HRIS, and business leaders; manage external consultants, brokers, actuaries, carriers, TPAs, and other specialized advisors.