Head of Total Rewards

TransMedics, Inc.•Andover, MA

5d•$198,100 - $282,100•Hybrid

About The Position

The Head of Total Rewards reports to the SVP, Head of Global HR and will build and lead the Total Rewards function during a period of rapid growth and operational scale. This is an opportunity to modernize TransMedics’ total rewards programs across compensation, executive compensation, and benefits, while partnering closely with the other parts of HR and the business to ensure scalable processes and strong Workday enablement. This leader will serve as a critical advisor to the head of HR and executive leadership, owning enterprise-wide rewards strategy and governance and acting as a behind-the-scenes partner on compensation committee preparation, including executive compensation, equity guidelines, and proxy-related considerations. The role requires strong compensation fundamentals, comfort operating in ambiguity, and the ability to design fit-for-purpose solutions for a complex, fast-moving, and highly operational organization.

Requirements

12+ years of progressive experience in Total Rewards, Compensation, or related leadership roles, with a track record of operating at enterprise scale in high-growth, founder-led, or operationally complex organizations
Deep expertise in compensation design, including job leveling, salary structures, market benchmarking, equity frameworks, and offer governance, with the ability to design systems from first principles rather than replicate prior-company models
Hands-on experience supporting executive compensation in public or pre-public environments, including equity planning, burn-rate modeling, benchmarking, proxy-related processes, and preparation of compensation committee materials
Proven ability to establish and enforce compensation governance, approval frameworks, and decision rights, particularly in environments where business leaders have historically driven pay decisions without centralized oversight
Working knowledge of benefits strategy and administration, with experience setting direction, managing brokers and vendors, and ensuring programs are competitive, compliant, and scalable
Strong analytical capability and executive presence, with the ability to influence senior leaders, challenge assumptions, and clearly articulate tradeoffs and risk
Experience working with HRIS platforms, with the ability to partner with HR Operations to ensure clean enablement and data integrity

Nice To Haves

Ideally, has experience designing rewards for diverse populations such as field-based teams, hub-and-spoke models, 24/7 operations, regulated roles, or highly specialized workforces

Responsibilities

Design and implement clear, enterprise-wide total rewards programs aligned to TransMedics’ mission, growth trajectory, and operating model, balancing market competitiveness with strong cost and governance discipline
Build and modernize foundational compensation architecture, including job leveling, salary structures, compensation grades, and market benchmarking, simplifying legacy complexity and creating scalable frameworks
Establish clear compensation governance, decision rights, and approval processes for offers, promotions, equity grants, and adjustments across the organization
Partner with the SVP, HR on executive compensation strategy and execution, including equity programs, executive pay design, benchmarking, burn-rate awareness, and preparation of compensation committee and proxy-related materials.
Serve as a trusted behind-the-scenes advisor to the head of HR on board- and committee-facing compensation topics, ensuring accuracy, rigor, and readiness while operating with discretion
Assess, design, and evolve incentive compensation programs, including sales incentives and role-specific plans, ensuring alignment with business outcomes and operational realities
Develop fit-for-purpose compensation solutions for a highly complex workforce, including clinical teams, 24/7 operations and command center roles, pilots, and other specialized or regulated populations
Provide oversight of benefits programs, ensuring competitiveness, compliance, scalability, and a strong employee experience, while managing vendor and broker relationships
Partner closely with HR Operations and HRIS to ensure total rewards programs are effectively enabled in Workday, including clean job architecture, pay structures, and data integrity
Build reporting and analytics capabilities to support compensation decisions, budgeting, workforce planning, and leadership transparency
Evaluate existing total rewards talent, operating model, and vendors, upgrading capability as needed and building a high-performing team over time
Support U.S.-centric programs while ensuring readiness for international expansion by rapidly adapting compensation and benefits practices to new geographies as the business evolves
Operate with high ownership and pace in an ambiguous environment, anticipating issues, solving problems proactively, and delivering practical solutions that do not slow the business