Director, Total Rewards

High Tide

4d•Hybrid

About The Position

Build the Future of Rewards at High Tide Inc. Director, Total Rewards Calgary, AB (Corporate Office) | Hybrid Opportunity Reporting to Vice President, Human Resources, the Director, Total Rewards leads the design, governance, and execution of a globally aligned yet locally responsive total rewards strategy that supports a large, frontline‑heavy retail workforce across multiple locations in Canada, US, and Europe. The role balances market competitiveness, internal equity, compliance, affordability, and employee experience, while enabling operational leaders to attract and retain talent in diverse labor markets. This role ensures total rewards programs are scalable, compliant with regional regulations, and clearly understood by leaders and employees at all levels, including corporate, distribution, and store-based teams that includes. High‑volume, hourly and salaried workforce. Multiple pay practices across geographies and labor markets. Union and non‑union environments (where applicable). Visibility and scrutiny from employees, leadership, government bodies, and regulators. Requirement for strong governance, consistency, and defensibility, paired with local flexibility. Why Join High Tide? At High Tide Inc., growth is not just a goal, it is our reality. We are one of the fastest growing and most innovative retail organizations in North America and beyond, we are looking for an exceptional Director, Total Rewards to lead the strategy, design, and evolution of our global rewards programs. You will join a publicly traded, growth-focused organization where your work directly influences business success, culture, and employee engagement. This role offers the rare opportunity to build and modernize Total Rewards on a global scale. If you are energized by transformation, analytics, executive influence, and creating programs that make a meaningful difference, this is your role!

Requirements

Degree in Human Resources, Business, or related field.
10 to 15 years progressive experience in total rewards leadership, preferably in a public company; retail, hospitality, logistics or other high‑volume sectors.
Demonstrated experience operating across multiple countries and regulatory environments in compensations governance and strategy.
Strong excel and data analytics and presentation skills and enhanced use of AI tools as approved by the company.
Strong expertise in compensation governance, benefits strategy, pay equity, and incentive design.

Nice To Haves

Professional designations (CPM, CCP, CBP, CEBS, and executive compensation management courses) preferred.

Responsibilities

Steward a total rewards strategy that supports retail operations across multiple locations, brands, and countries, while respecting local labor laws and customs.
Establish enterprise‑wide rewards principles, frameworks, and governance standards to ensure fairness, compliance, and consistency.
Balance centralized strategy with localized execution, enabling regional HR teams to operate effectively within defined guardrails. This includes job architectures, job leveling, and market pricing.
Partner with senior leadership to ensure rewards programs support workforce stability, productivity, and engagement in frontline environments.
Lead the design and governance of retail compensation models, including: Hourly wage structures and step progressions. Geographic and market differentials. Incentives tied to store, regional, and enterprise performance. Premiums for hard‑to‑fill roles, skills, or locations.
Oversee job evaluation and leveling frameworks across corporate, field, and store roles.
Ensure pay equity and transparency, particularly in jurisdictions with pay disclosure and equity legislation.
Provide strategic guidance for large‑scale workforce changes, including store openings/closures, restructures, and acquisitions.
Oversee annual compensation reviews, merit, bonus and equity programs and implementation of any relevant resources.
Design and govern performance-based incentive programs appropriate for retail operations (e.g., store-level metrics, sales performance, operational KPIs).
Ensure incentives are simple, achievable, cost-effective, and clearly understood by frontline leaders and employees.
Lead recognition strategies that reinforce organizational values and improve engagement across geographically dispersed teams.
Oversee the design and sustainability of regionally compliant benefits programs, including health, retirement, leaves, and insured programs.
Champion existing success share or profit share plans, 401k, RRSP/DPSP plans for High Tide Inc.
Ensure benefits offerings reflect local market norms while aligning to a consistent global employee value proposition.
Drive a holistic well-being strategy responsive to the physical, mental, and financial needs of a retail workforce.
Manage vendor relationships, brokers, and third‑party administrators across jurisdictions.
Lead governance of work-life programs, including flexible scheduling, leaves, and time-off policies that reflect retail operating models.
Ensure equitable application of programs across frontline and corporate employees.
Monitor usage, employee feedback, and operational impact to continuously refine offerings.
Ensure compliance with employment, compensation, tax, and benefits legislation across all operating jurisdictions.
Partner with Legal, Finance, and Payroll to manage risk and ensure defensible rewards practices.
Prepare for quarterly and annual SOX and any other regional or national audits, public scrutiny, and regulatory reporting requirements where applicable.
Use workforce and rewards analytics to inform: Wage budgeting and forecasting. Labor cost management. Turnover, retention, and attraction strategies.
Oversee total rewards enablement through HRIS and compensation planning systems suitable for large retail populations.
Propose any improvements and implementation of controls and measure to ensure sounds decision making by the business.
Provide monthly reporting on analytics for VP HR for review of controls.
Lead and develop a Total Rewards team and provide functional direction to regional HR partners.
Build strong partnerships with Finance, Operations, Payroll, and regional leadership teams.
Translate complex rewards concepts into practical guidance for store and field leaders.