Director of Total Rewards

Dattco•New Britain, CT

7d•Onsite

About The Position

DATTCO and DeVivo Companies are seeking a Director of Total Rewards for their New Britain, Connecticut headquarters. Reporting to the VP of Human Resources, this leader shapes how the organizations recognize, reward, and support employees across multiple divisions. The role designs and delivers compensation, incentives, benefits, and wellbeing programs intended to be clear, fair, compliant, and meaningful, while helping attract and retain talent, support workforce health, and strengthen company culture. The Director will build and own the total rewards strategy and function, establish governance and success measures, and assess programs using outcomes such as retention, engagement, participation, cost, and return on investment. The role will modernize compensation structures and pay practices; design bonus, incentive, and commission plans; manage benefits programs and vendor performance; and develop perks, recognition, and wellbeing offerings. The Director will also communicate programs to employees, equip managers to explain decisions, and partner with Finance, Payroll, HR, and division leaders.

Requirements

10+ years of progressive total rewards experience across compensation, benefits, and wellbeing.
At least 3 years leading the full rewards function.
Deep experience owning end-to-end benefits programs, including plan design, fully insured and self-funded funding strategies, renewals, open enrollment, and compliance.
Demonstrated success building workforce health and wellbeing strategies that measurably improved participation, health outcomes, and cost trends.
Experience designing perks and recognition programs that employees value and that strengthen engagement and retention.
Proven track record designing and implementing bonus, incentive, or commission plans that delivered measurable business results.
Hands-on experience using technology to automate and personalize the employee experience, such as nudge platforms, benefits navigation tools, and decision support.
Strong command of rewards and benefits data, including claims and utilization reporting, and experience using it to guide decisions and demonstrate return on investment.
Experience in a multi-site, multi-division, or frontline workforce environment, with a track record of reaching employees who do not work at a desk.
Strong analytical and financial modeling skills, including the ability to build the business case behind recommendations.
Ability to set and track clear measures and adjust course based on results.
Ability to build structure and policy where little exists while balancing consistency with practical flexibility.
Excellent communication skills and ability to explain complex programs simply to employees, managers, and executives.
Working knowledge of federal and state compensation and benefits laws and regulations.
Strong technology skills, advanced Excel proficiency, and experience with HRIS, payroll, and benefits administration systems.
Ability to lift, carry, push, or pull up to 10 pounds occasionally.
Ability to travel occasionally between company locations, training events, or meetings, if required.

Nice To Haves

Transportation, logistics, or other hourly workforce experience preferred.
Master's degree in a related field or MBA preferred.
Advanced certification such as CEBS, CBP, or CCP preferred.

Responsibilities

Build and own a total rewards strategy aligned with business results and workforce goals.
Define success measures for rewards programs and report results regularly to senior leadership.
Establish guiding principles, policies, and governance for consistent, fair, and explainable rewards decisions across divisions.
Redesign, reinvest in, or retire programs based on measurable results.
Design and maintain salary structures, pay ranges, and job levels across divisions and locations.
Lead market benchmarking and pay equity reviews and recommend adjustments with a clear business rationale.
Create guidelines for merit increases, promotions, offers, and pay exceptions.
Ensure compliance with FLSA, state wage and hour laws, and pay transparency requirements.
Design bonus, incentive, and commission plans with measurable targets and clear payout mechanics.
Model plan costs, test payout scenarios, and partner with Finance on budgeting and accruals.
Evaluate incentive plan effectiveness and refine plans to support business needs.
Build and oversee perks and recognition programs that reflect employee priorities and reinforce company priorities.
Develop and manage employee wellbeing initiatives covering physical, financial, and emotional health, with participation and impact measures.
Ensure rewards and wellbeing offerings reach drivers, technicians, and frontline employees at every location.
Communicate rewards programs in clear, plain language so employees understand their value.
Equip managers with tools, training, and guidelines to make and explain pay and incentive decisions.
Partner with Finance, Payroll, HR, and division leaders to align rewards with budgets, systems, and operational realities.
Build and lead the total rewards function, including future team members, analysts, and outside partners.
Partner to determine the end-to-end benefits program.
Partner to manage benefits cost trends and make data-driven recommendations balancing employee value with financial sustainability.