Director, Total Rewards

Quva • Sugar Land, TX

4d • Hybrid

About The Position

The Director, Total Rewards is a strategic HR leader responsible for developing, implementing, governing, and communicating Quva’s Total Rewards strategy. The role provides enterprise leadership across compensation, benefits, retirement programs, incentive compensation, and related programs, and serves as the subject-matter expert on compensation and benefits. The Director translates market, financial, regulatory, and workforce information into clear recommendations for executive leadership and other decision makers.

This role leads enterprise compensation programs and annual compensation processes, designs and governs sales incentive compensation plans, and provides strategic oversight of employee health and welfare benefits and retirement programs, including 401(k) compliance and fiduciary processes. The Director manages vendor, broker, consultant, and advisor relationships and presents analyses, recommendations, business cases, financial implications, employee impacts, and risks to senior leaders. Success requires strong business and financial acumen, executive presence, analytical skills, sound judgment, and the ability to influence stakeholders while balancing strategic leadership with hands-on oversight.

The position is hybrid and located in Sugar Land, Texas. Local candidates only. Quva is a mission-driven organization focused on expanding access to quality, affordable medication and data insights while promoting innovation, collaboration, and continuous improvement.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field.
• At least 10 years of progressive Total Rewards experience, including significant responsibility for compensation and benefits strategy and prior leadership experience.
• Demonstrated experience developing, implementing, and overseeing enterprise compensation programs.
• Experience designing and managing sales incentive compensation plans, including performance measures, incentive structures, modeling, administration, and governance.
• Strong knowledge of 401(k) plan administration, governance, compliance, and applicable regulatory requirements.
• Comprehensive knowledge of employee health and welfare benefits.
• Experience managing brokers, consultants, recordkeepers, and other external partners.
• Experience leading annual compensation processes, including market pricing, salary planning, merit programs, incentive compensation, and compensation analysis.
• Experience evaluating compensation competitiveness and internal equity using market data and compensation survey resources.
• Advanced analytical capabilities and ability to translate complex compensation, benefits, and financial information into actionable recommendations.
• Strong executive presence and demonstrated experience presenting Total Rewards strategies, recommendations, and business cases to senior executives and key decision makers.
• Excellent influencing, communication, presentation, negotiation, and stakeholder-management skills.
• Ability to balance strategic leadership with hands-on oversight of critical Total Rewards processes.
• At least 18 years of age.
• Able to successfully complete a drug and background check.
• Currently authorized to work in the United States on a full-time basis; Quva is unable to sponsor applicants for work visas.

Responsibilities

• Develop and execute a comprehensive Total Rewards strategy aligned with Quva’s business objectives and talent strategy.
• Provide strategic leadership and oversight across compensation, benefits, retirement programs, and sales incentive compensation.
• Evaluate market data, industry trends, and emerging practices to maintain competitive, financially responsible, and scalable programs.
• Advise executive leadership and HR leaders with data-driven recommendations for business and workforce decisions.
• Lead the design, governance, administration, and continuous improvement of enterprise compensation programs, including base pay, salary structures, job evaluation, market pricing, merit programs, variable compensation, and incentive plans.
• Oversee annual compensation processes, including salary planning, market adjustments, promotional increases, merit cycles, and incentive administration.
• Conduct and oversee competitive market analyses and recommend strategies based on external benchmarking, internal equity, business requirements, and cost considerations.
• Establish compensation governance, guidelines, and processes that promote consistency and effective decision-making.
• Provide strategic guidance on executive compensation and specialized compensation arrangements.
• Develop, design, implement, and govern sales incentive compensation plans aligned with commercial and business objectives.
• Partner with Sales leadership, Finance, HR, and other stakeholders to develop incentive structures, performance measures, payout methodologies, and governance processes.
• Evaluate sales incentive plans and recommend changes based on business strategy, market practices, financial impact, and performance.
• Establish approaches for incentive eligibility, goal setting, administration, approvals, communications, and evaluation.
• Translate sales compensation concepts and financial models into clear recommendations for executive decision makers.
• Provide strategic oversight of employee health and welfare benefits and retirement programs.
• Oversee 401(k) plan compliance, administration, governance, required testing, reporting, and fiduciary processes with internal stakeholders and external partners.
• Ensure benefit and retirement programs comply with applicable regulatory and plan requirements.
• Monitor regulatory developments and work with legal, financial, benefits, and retirement-plan advisors to assess impacts and required actions.
• Evaluate benefit programs for competitiveness, employee value, financial sustainability, utilization, and organizational impact.
• Manage vendor, broker, consultant, and advisor relationships, including performance evaluation, contract negotiations, and service expectations.
• Present Total Rewards strategies and recommendations to executive leadership and other key decision makers.
• Develop executive-ready analyses, presentations, recommendations, and business cases that communicate financial implications, employee impact, market competitiveness, compliance considerations, and organizational risk.
• Influence senior stakeholders and facilitate informed decisions on complex or sensitive Total Rewards matters.
• Challenge assumptions and provide recommendations grounded in data, market intelligence, financial considerations, and business needs.

What This Job Offers

• Job Type: Full-time
• Career Level: Director