Director, Total Reward - Americas

Wella•New York, NY

3d•Hybrid

About The Position

Together, WE enable individuals to look, feel, and be their true selves. Wella Company is one of the world’s leading beauty companies, comprised of a family of iconic brands such as Wella, Clairol, OPI, Nioxin and ghd. With 6,000 employees globally, presence in over 100 countries, Wella Company and its brands enable consumers to look, feel, and be their true selves. As innovators in the hair and nail industry, Wella Company empowers its people to delight consumers, inspire beauty professionals, engage communities, and deliver sustainable growth to its stakeholders. For additional information about the Wella Company please visit www.wellacompany.com. The Director, Total Rewards, Americas role is accountable for shaping, driving, and executing Rewards programs that are smart and sustainable -- crafted to drive culture, attract top talent, strengthen employee engagement, and sustain a compelling people experience across the region. This role reports to the VP, Total Rewards, and owns initiatives across Wella’s Total Rewards pillars: Compensation, Benefits, Wellbeing, and Mobility. The position partners closely with Global Rewards COEs to design and execute Rewards programs that drive Wella’s business forward. This role serves as a key advisor and partner to People Business Partners and business leaders. This leader owns the Regional Total Rewards agenda, ensuring global programs are adapted to regional needs, compliant with legislation and agreements, and effectively implemented. Conversely, they also design and execute regional and market programs that are aligned to global frameworks and bring to life the spirit of Wella Company’s employer value proposition. Responsibilities include regularly auditing and enhancing existing programs, ensuring compliance with changing local laws, tariffs, and shop agreements, and managing day‑to-day compensation and benefits operations. The role also conducts feasibility and budget impact assessments for global initiatives, secures senior leader alignment, and leads C&B projects across assigned markets.

Requirements

Strong communicator with the ability to understand and build positive working relationships within global cultures.
10 years of relevant experience in progressive and global organizations.
A Bachelor’s degree in a related field, particularly with a numerate background. A second degree, particularly an MBA will be a distinct advantage.
Advanced skill level in PowerPoint/Excel, including use of V-Lookups, and pivot tables, is required.
Ability to communicate concisely and persuasively in writing as well as the ability to draft clear and effective reports, policies, etc. Strong ability to communicate complex topics in concise terms.
Sophisticated in managing and balancing multiple priorities, stakeholders, and initiatives.
Project management skills. Ability to follow through and complete tasks on time.
Solution-minded; desire to solve problems. Taking ownership and accountability for outcomes is a required attitude.
Ability to work independently.
Self-motivated and results driven.
Ability to work across cultures with all levels of organization as well as with different functions.
Fluent in English, both written and spoken required.
Willingness to travel within region as needed.

Nice To Haves

A second degree, particularly an MBA will be a distinct advantage.
Experience working in a matrixed organization is a plus.
Additional languages such as Spanish and Portuguese will be an advantage.

Responsibilities

Serve as the regional subject matter expert for all Total Rewards topics (Compensation, Benefits, Wellbeing, Mobility).
Act as the Single Point of Contact (SPOC) for all Total Rewards matters for employees in the region, across all functions and business areas.
Provide advisory support to HRBPs and business leaders on Total Rewards policies, practices, and decisions.
Bring market insights from regional HR and Total Rewards networks to inform program design.
Ensure adherence to the Total Rewards governance framework and drive understanding among key stakeholders.
Represent the region when partnering with Global Rewards COE to align global programs with local business direction.
Direct Total Rewards inputs into the regional AOP process and support HR leaders with planning.
Manage annual survey benchmarking, including data submission and collaboration with the Global Compensation COE to update salary ranges.
Oversee the global grading framework within the region in partnership with the Global Compensation COE. Build local grading matrices within the region where needed.
Manage the AIP program and merit process regionally, aligning bonus plan assignments with People Business Partners and business leaders.
Lead the deployment of global annual compensation programs, including communication, training, support, and issue resolution.
Prepare salary proposals for out‑of-cycle increases and obtain required approvals as needed.
Coordinate compensation reporting and actions related to statutory requirements (e.g., EEO reporting, CBA/Union agreements).
A strong focus on US Benefits, fully lead the design and management of the US benefits plan and environment, including medical, dental, vision, voluntary benefits, 401k and extended perks and programs. Ensure plans are sustainable, market-competitive, aligned to Wella values, and uniquely designed for Wella’s population.
Oversee the design of benefits and LOA policies, plans, and procedures, co-designing alongside HR and Legal.
Partner effectively with HR and leadership to execute benefits, changes, and deployments.
Act as the most senior advisor for escalations for HR and payroll on compensation and benefits questions, ensuring accurate interpretation and execution of policies.
Manage vendor relationships for Rewards & Benefits suppliers, including plan negotiations and issue resolution.
Act as the lead audit owner for Total Rewards-related categories within the region, efficiently partnering with internal and external auditors as required.
Ensure timely and accurate data delivery for pension valuations and audits in partnership with Finance, validating key assumptions.
Conduct feasibility and budget impact assessments for global projects, considering local legislation and co‑determination requirements.
Deliver ongoing Total Rewards training and capability development for line managers and HRBPs across the region.