Head of Regional Total Rewards Americas

SAP IT Business Systeme•Newtown Square, PA

14h•$224,700 - $525,600

About The Position

The Head of Regional Total Rewards Americas is the single accountable leader and escalation point for Total Rewards partnering across SAP’s Americas organization. The role connects regional teams with global frameworks, business priorities, and governance standards, and leads and develops a high-performing regional Total Rewards Partner team. The position ensures global reward frameworks are consistently deployed across Americas markets while accounting for local market, statutory, and cultural contexts. It owns governance and execution of the Annual Compensation Review and advises regional executives, P&C, and social partners on compensation, retention, executive remuneration, and workforce investments. The role also advances pay transparency and equity, serves as a regional benefits ambassador, partners with Finance during planning cycles, and leads reward aspects of workforce transformation and M&A initiatives. The role drives market intelligence and workforce analytics, translating competitor data, labor-market trends, and internal insights into executive reporting and reward recommendations. It also leverages AI-powered analytics and agentic tools to accelerate reward modelling, automate routine workflows, and provide timely insights. The position spans all Americas markets and workforce segments, shaping the team’s capability, culture, and standards while delivering competitive, compliant, and human-centered reward programs.

Requirements

Extensive progressive Total Rewards experience in the Americas, with a demonstrated record of leading regional Total Rewards functions in a large, complex, global organization.
Experience delivering competitive, equitable, and business-aligned reward outcomes at scale.
Deep expertise in compensation, benefits, executive remuneration, and reward governance across the diverse regulatory and cultural environments of the Americas.
Strong understanding of regional labor markets, pay transparency legislation, and emerging reward trends across multiple jurisdictions.
Proven ability to build, lead, and develop a high-performing regional Total Rewards Partner team.
Credibility, presence, and authority to act as the single face of Total Rewards across the Americas.
Ability to influence executive leaders and navigate complex stakeholder environments across the region.
Data-driven advisory mindset, translating market intelligence and workforce analytics into locally compliant, globally consistent reward solutions.

Responsibilities

Serve as the single accountable leader and definitive escalation point for Total Rewards partnering across the Americas.
Connect the regional Total Rewards team to global frameworks, business priorities, and governance standards.
Lead, coach, and develop the regional Total Rewards Partner team.
Ensure global reward frameworks are deployed consistently across Americas markets, calibrated to local market, statutory, and cultural contexts.
Own governance and execution of the Annual Compensation Review across the region, ensuring fairness, legal compliance, and alignment with performance and talent outcomes.
Advise regional executive, P&C, and social partner stakeholders on compensation positioning, talent retention, executive remuneration, and workforce investments.
Advance pay transparency and pay equity across Americas jurisdictions.
Act as the regional benefits ambassador and partner with Finance during planning cycles.
Lead reward aspects of workforce transformation and M&A initiatives across the Americas.
Drive market intelligence and workforce analytics, translating competitor data, labor-market trends, and internal insights into executive reporting and data-driven reward recommendations.
Use AI-powered analytics and agentic tools to accelerate reward modelling, automate routine workflows, and surface insights for business stakeholders.
Shape the capability, culture, and standards of the Americas Total Rewards Partner team, mentoring practitioners and maintaining executive stakeholder trust.