Head of Total Rewards & People Operations

Fluence•Alpharetta, GA

About The Position

As the Vice President, Head of Total Rewards and People operations, you will be responsible for the strategy, governance, and execution of the company’s global Total Rewards, HR Operations, Payroll, and HRIS functions. This role ensures the company maintains competitive, compliant, and scalable rewards and people operations practices that support business performance, talent strategy, and shareholder expectations. Reporting to the Chief Human Resources Officer, this leader serves as a key advisor to executive leadership and the Board of Directors, with direct accountability for executive compensation, compensation committee support, regulatory compliance, and public company disclosures related to compensation and human capital.

Requirements

15+ years of progressive leadership experience across Total Rewards, HR Operations, Payroll, and/or HRIS in a global, complex organization.
Demonstrated experience supporting public company Boards and Compensation Committees.
Deep expertise in executive compensation, incentive design, equity programs, and governance.
Proven experience with proxy disclosure, regulatory compliance, and public company reporting requirements.
Strong financial, analytical, and business acumen; ability to partner effectively with Finance, Legal, and external advisors.
Experience leading large‑scale HR technology platforms and operational transformations.
Bachelor’s degree required

Nice To Haves

Advanced degree and/or relevant certifications (e.g., CCP, CEBS) preferred.

Responsibilities

Serve as a primary HR and Total Rewards advisor to the CHRO and Board of Directors and Compensation Committee.
Lead preparation of all materials for Compensation Committee meetings, including executive compensation programs, incentive plan design, equity awards, performance outcomes, and market benchmarking.
Partner with Legal, Finance, and external advisors to ensure executive compensation programs align with governance best practices, shareholder expectations, and regulatory requirements.
Oversee executive compensation strategy, including base pay, annual incentives, long‑term incentives, equity programs, retention arrangements, and severance frameworks.
Lead the development, review, and governance of proxy disclosures related to executive compensation, pay‑for‑performance, and human capital reporting.
Ensure compliance with all applicable public company regulations, including SEC disclosure requirements, say‑on‑pay considerations, and global compensation compliance standards.
Support internal and external audits related to compensation, payroll, benefits, and HR operations.
Monitor evolving governance, regulatory, and shareholder advisory trends and proactively advise leadership on implications and risk mitigation.
Design and oversee global compensation, benefits, equity, and rewards strategies aligned to business objectives and talent needs.
Establish and govern progressive compensation philosophy, job architecture, leveling, and pay frameworks across the organization.
Ensure rewards programs are competitive, performance‑based, equitable, and aligned with market practices.
Provide strategic guidance on workforce cost management, incentive effectiveness, and rewards investments.
Drive transparency, education, and manager capability around rewards programs and decision‑making.
Lead global benefits strategy, including health and welfare, retirement, time off, and well‑being programs.
Ensure benefits offerings are competitive, compliant, cost‑effective, and responsive to regional needs.
Manage vendor relationships, renewals, and benefits governance with a focus on employee experience and fiscal discipline.
Oversee global HR operations and payroll to ensure accurate, timely, and compliant delivery of services.
Establish scalable operating models, service standards, and clear ownership across regions.
Drive operational excellence through process simplification, automation, and continuous improvement.
Partner with Finance, Legal, and Compliance to maintain strong internal controls and audit readiness.
Own the HR technology ecosystem, including HRIS and related platforms, ensuring stability, adoption, and scalability.
Define and execute the HRIS roadmap aligned with business and HR priorities.
Partner with Technology function and CIO to develop technology roadmap and execution
Strengthen data integrity, reporting, and analytics to support decision‑making and workforce insights.
Enable self‑service, standardized global processes, and technology‑enabled efficiencies, to include HR 2.0
Build, lead, and develop high‑performing teams across Total Rewards, HR Operations, Payroll, and HRIS.
Act as a trusted partner to senior leaders on rewards, workforce costs, people infrastructure, and operational risk.
Collaborate closely with HR Business Partners and Centers of Excellence to support the full employee lifecycle.
Lead change management for rewards, systems, and operational transformations.