Director, Total Rewards

Unison Risk Advisors•Cleveland, OH

About The Position

The Director, Total Rewards owns compensation, benefits, and recognition for Unison Risk Advisors (URA). Two priorities define the role. First, assume full ownership of Oswald producer compensation, currently administered in Finance through manual spreadsheets, and rebuild it as an automated, controlled, and auditable program. Second, build the compensation governance framework for URA that makes pay decisions consistent and defensible. The role also owns the benefits portfolio end to end and leads the Total Rewards Partner. It reports to the Chief People Officer and partners closely with Platform Presidents, Finance, HR Operations, Talent Business Partners, and Legal.

Requirements

Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related field, or equivalent experience.
Eight or more years of total rewards experience with depth in both compensation and benefits.
Direct experience designing and administering sales or producer compensation for client facing teams, including commission structures, splits, and production credit.
Demonstrated success automating a manual compensation process, including tool selection, implementation, and controls.
Experience building compensation structure and governance where little existed.
Hands on benefits ownership, including renewals, open enrollment, broker management, and compliance.
People leadership experience.
Advanced Excel and strong modeling skills; experience with HRIS and compensation or commission platforms.
Credibility with Finance and the ability to present clearly to executives.

Nice To Haves

Insurance brokerage, risk advisory, or professional services experience.
Familiarity with book of business economics, new business versus renewal treatment, and validation of production credit.
Experience in a multi entity or acquisitive organization, including harmonizing pay programs after acquisition.
CCP, CBP, SHRM-SCP, or SPHR certification.

Responsibilities

Assume ownership of producer and sales compensation for Oswald from Finance, including a full transfer of knowledge, plan logic, and calculation history from the current owner.
Document existing plans, commission structures, splits, production credit rules, and exceptions, then rationalize and simplify where the business allows.
Own accurate, on time producer commission and incentive calculations and payouts.
Serve as the point of contact for producers on plan mechanics, statements, and disputes.
Partner with Finance on funding, accruals, forecasting, and reconciliation, maintaining the transparency and controls Finance requires.
Build the enterprise compensation governance framework: pay philosophy, job architecture, leveling methodology, salary structures, and pay decision guardrails.
Document policies, approval thresholds, and exception handling so decisions are consistent and defensible.
Own the annual merit, promotion, and incentive cycle, including budget modeling and manager tools.
Advise leaders on offers, retention, internal equity, and organizational changes.
Ensure compliance with FLSA, pay transparency laws, and pay equity obligations.
Own the benefits portfolio: health and welfare, retirement, leave, and wellbeing programs.
Lead annual renewals and open enrollment, including plan design modeling, cost sharing recommendations, and employee communication.
Manage broker, carrier, and administrator relationships and hold them to service standards.
Analyze cost, claims, and utilization trends to identify design and cost containment opportunities.
Own benefits compliance and governance, including ACA and ERISA requirements.
Lead, coach, and develop the Total Rewards Partner, setting priorities and quality standards.
Review analytical work before it reaches leadership and ensure every analysis carries a clear recommendation.
Deliver executive ready reporting on pay competitiveness, incentive performance, and benefits cost.
Own the design and effectiveness of recognition programs.
Producer compensation is accurate, on time, automated, and auditable.
Compensation governance is documented, consistently applied, and defensible.
Benefits programs perform on cost, compliance, and employee understanding.
The Total Rewards Partner develops and delivers quality work.
Sensitive pay data is handled with strict confidentiality and sound judgment.