Head of Total Rewards

HSO Group B.V.•New York, NY

About The Position

The Head of Total Rewards defines and executes HSO’s multi-year U.S. total rewards strategy across compensation, variable compensation, health and welfare benefits, retirement programs, recognition, and related governance. The role aligns rewards programs with the company’s growth, talent, financial, and employee experience priorities and advises senior leadership on rewards strategy and decisions. The position leads compensation strategy and job architecture, incentive program design and administration, and financial stewardship of self-funded health and welfare programs and retirement-plan governance. It builds total rewards analytics and technology capabilities, establishes effective policies, decision rights, controls, service standards, and compliance processes, and ensures rewards decisions and calculations are transparent, defensible, and audit-ready. The role leads and develops the Total Rewards function and partners across HR, Finance, Payroll, Legal, Talent Acquisition, Sales Operations, IT, and business leadership to clarify accountability, improve service delivery, and drive change.

Requirements

Bachelor’s degree in Human Resources, Finance, Accounting, Business, Economics, or a related field.
12+ years of progressively responsible total rewards experience, including significant leadership of compensation, incentive compensation, and benefits strategy within a complex, multi-state organization.
Experience advising an Executive Leadership Team on material rewards decisions, investments, and trade-offs.
Experience leading cross-functional initiatives across HR, Finance, Payroll, Legal, IT, Sales, and business operations.
Deep expertise in compensation strategy, job architecture, market pricing, pay equity, executive decision support, annual compensation cycles, and incentive plan design and administration.
Strong experience with self-funded health plans, renewal strategy, claims and pharmacy economics, vendor negotiations, benefits compliance, and retirement-plan governance.
Exceptional financial and analytical capabilities, including forecasting, scenario modeling, accruals, reconciliations, cost-benefit analysis, and executive-level presentation of complex data.
Working command of applicable U.S. compensation, benefits, payroll, tax, wage and hour, pay transparency, ERISA, ACA, HIPAA, COBRA, and fiduciary requirements.
Experience building or transforming a total rewards function, operating model, governance framework, or technology-enabled process in an environment with developing systems and significant manual work.
Ability to connect rewards decisions to business strategy, talent priorities, profitable growth, financial sustainability, risk, and employee value.
Ability to advise and influence senior leaders, clearly framing complex choices, trade-offs, and recommendations.
Ability to combine strategic leadership with hands-on operational command of complex data, controls, processes, and high-risk deliverables.
Ability to translate compensation, benefits, workforce, market, and financial data into insights and actionable executive recommendations.
Financial discipline in forecasting, scenario modeling, cost analysis, investment evaluation, reconciliation, and stewardship.
Ability to simplify processes and create scalable governance, technology, operating models, and controls.
Sound judgment and discretion in managing sensitive employee, executive, financial, and organizational information.
Ability to lead cross-functional transformation, build stakeholder alignment, and communicate change effectively.
Ability to build team capability, clarify accountability, and create a high-performing, service-oriented Total Rewards function.

Nice To Haves

Advanced degree preferred.
Advanced credential such as CCP, CBP, CEBS, SHRM-SCP, SPHR, CPA, CMA, or comparable credential preferred.
Experience in professional services, consulting, technology, managed services, or another project-based, incentive-intensive environment preferred.
Experience designing incentives tied to transformation, AI adoption, skills, productivity, innovation, or client outcomes.
Experience selecting and implementing rewards or HR technology platforms.
Experience supporting acquisitive growth, organizational integration, or rewards harmonization.

Responsibilities

Define and execute a multi-year U.S. total rewards strategy integrating compensation, variable compensation, health and welfare benefits, retirement programs, recognition, and governance.
Advise senior leadership on executive and broad-based rewards, translating business growth, workforce priorities, organizational design, retention risk, critical skills, and leadership succession into recommendations.
Lead compensation strategy and job architecture, including salary structures, career levels, pay bands, geographic differentials, market pricing, premium skills, pay equity, annual planning, and governance of offers, promotions, transfers, adjustments, counteroffers, and exceptions.
Own the design and governance of sales, delivery, leadership, and employee incentive programs, including quarterly and annual VCP processes and their controls, documentation, approvals, reconciliation, and audit standards.
Lead strategy and financial stewardship for self-funded health and welfare programs, including renewals, plan design, contribution modeling, cost and utilization analysis, vendor negotiations, open enrollment, retirement-plan governance, and benefits partner oversight.
Build total rewards analytics capability using compensation, benefits, workforce, financial, and market data to inform forecasts, investment decisions, recommendations, pay equity, incentive effectiveness, benefits strategy, and operational risk.
Define the total rewards technology and data roadmap across BambooHR, payroll, compensation planning, market data, benefits administration, financial systems, and incentive compensation tools.
Establish governance, policies, decision rights, controls, service standards, data practices, and compliance processes, ensuring rewards decisions and calculations are transparent, defensible, and audit-ready.
Lead and develop the Total Rewards function and partner across HR, Finance, Payroll, Legal, Talent Acquisition, Sales Operations, IT, and business leadership to clarify accountability, improve service delivery, and drive change.

Benefits

Competitive pay with a performance-based bonus.
Unlimited paid time off.
Flexible and affordable benefits program.
Medical coverage.
Dental coverage.
Vision coverage.
Flexible spending accounts.
Health reimbursement account.
401(k) plan with company match.
Work alongside enthusiastic and energetic teammates in a dynamic and thriving environment.