Head of Total Rewards

The Gap•Folsom, CA

14d•$330,000 - $380,000

About The Position

We’re looking for a strategic and hands-on Head of Total Rewards to join the HR leadership team and shape the future of how we reward and support our people. Based in San Francisco, this role will lead the design, execution, and continuous evolution of our global compensation, executive compensation, benefits, and mobility programs. As a key member of the HR leadership team, you’ll play a critical role in ensuring our rewards philosophy attracts top retail and corporate talent, supports our diverse workforce, and scales with our growing business — in stores, our distribution centers and at headquarters. Salary Range: $330,000 - $380,000 Employee pay will vary based on factors such as qualifications, experience, skill level, competencies and work location. We will meet minimum wage or minimum of the pay range (whichever is higher) based on city, county and state requirements.

Requirements

10+ years of progressive experience in total rewards, with deep expertise across compensation, executive pay, benefits, and mobility.
Strong knowledge of compensation structures for both hourly retail and salaried corporate populations.
Experience designing and administering executive compensation in alignment with governance best p ractices.
Track record of leading rewards programs in fast-paced, scaling organizations with global operations.
Strong business acumen with the ability to influence senior stakeholders and translate data into strategic insights.
Experience managing vendors, partners, and benefits platforms.
Proven ability to lead and inspire a team while fostering collaboration across departments.

Nice To Haves

Prior experience in a multi-unit retail or consumer-facing organization highly preferred.

Responsibilities

Lead the strategy, design, and implementation of total rewards programs including compensation, benefits, executive compensation, and global mobility.
Oversee company-wide compensation frameworks, including job architecture, salary bands, merit cycles, and incentive programs.
Establishes globally consistent and locally relevant rewards programs that drive employee engagement.
Develop and manage competitive and compliant executive compensation plans aligned with governance and performance metrics.
Supports CHRO with Compensation and Management Development Committee meetings, materials and approvals.
Oversees Executive Compensation, including incentive and equity plan design and management of the Long-Term Incentive plan and share pool, including shareholder engagement activities related to Say on Pay and Equity Plan shareholder approvals.
Oversees the creation of policies and procedures to ensure the achievement of equitable and competitive employee compensation.
Has primary responsibility for designing, developing, and implementing the organization's benefit and compensation programs (executive compensation, salary, hourly, field incentives) including directing job evaluation and salary surveys, salary structures, and developing salary budgets.
Drive benefits strategy to support the needs of a diverse, multi-generational workforce, across both retail and corporate functions, including negotiating coverage and costs with carriers
Manage global mobility policies, including relocation, immigration, and cross-border compensation practices.
Provide insights and recommendations to senior leadership on market trends, pay equity, and retention strategies.
Provide regular updates to Company Leaders on short-term and long-term incentive plan mechanics, metrics and quarterly progress.
Strategically partner with client groups to address changes in workforce / competitive landscape.
Ensure compliance with all relevant U.S. federal, state, and international regulations affecting compensation and benefits.
Build, mentor, and lead a high-performing Total Rewards team.
Partner closely with HR, Finance, and Legal teams to align rewards programs with business goals and budget.
Manage and optimize relationships with external compensation, benefits, and mobility vendors to ensure scalable, compliant, and competitive programs