Senior Director, Compensation & Benefits

Teladoc Health•Uniondale, NY

3d•$215,000 - $275,000

About The Position

The Senior Director, Compensation & Benefits, will serve as a key member of the Human Resources Leadership Team and report directly to the Head of HR, Strategy & Governance. This role will lead the strategy, design, governance, and execution of Teladoc Health’s compensation and benefits programs, with a near-term emphasis on strengthening broad-based compensation, executive compensation, incentive design, equity administration partnership, and employee benefits programs. This leader will play a critical role in building the foundation for a more mature, scalable Total Rewards framework over time. The immediate focus will be on ensuring Teladoc Health has competitive, disciplined, compliant, and well-governed compensation and benefits programs that support business priorities, attract and retain top talent, and align rewards with performance and shareholder value. The Senior Director will partner closely with the Chief Legal Officer, Controller, CFO, executive leadership team, Board of Directors, and Compensation Committee. This individual must bring strong compensation expertise, public company experience, executive presence, analytical rigor, and the ability to translate complex compensation and benefits matters into clear recommendations for senior leaders and governance bodies. The ideal candidate will have deep experience in broad-based and executive compensation, incentive plan design, benefits strategy, market benchmarking, compensation governance, and public company Compensation Committee preparation. Experience helping an organization evolve from discrete compensation and benefits programs toward an integrated Total Rewards strategy is highly preferred.

Requirements

Bachelor’s degree required; advanced degree or relevant certification preferred.
At least 10 years of progressive compensation and benefits experience, with deep expertise in broad-based compensation, executive compensation, incentive plan design, equity compensation, market benchmarking, and benefits strategy.
Public company experience required, including experience supporting or preparing materials for the Compensation Committee of the Board of Directors.
Demonstrated experience partnering with senior executives, Legal, Finance, Accounting, external advisors, and Board-level stakeholders on complex compensation and governance matters.
Strong understanding of executive compensation, short-term and long-term incentive plans, equity programs, pay-for-performance principles, and compensation governance.
Experience with benefits program strategy, design, administration, compliance, vendor management, cost analysis, and employee experience.
Experience developing or maturing compensation infrastructure, including compensation philosophy, job architecture, salary structures, pay ranges, market pricing, merit planning, and pay governance.
Ability to assess current-state programs and build practical, phased roadmaps toward a more integrated and mature Total Rewards framework.
Strong analytical and financial acumen, with the ability to model compensation scenarios, assess cost implications, evaluate market data, and translate analysis into clear recommendations.
Excellent executive communication skills, including the ability to create Board-ready materials and present complex topics with clarity, confidence, and sound judgment.
High attention to detail, strong project management skills, and the ability to operate effectively in a fast-paced, dynamic, and evolving business environment.
Collaborative, hands-on, and action-oriented leader who can operate strategically while also engaging directly in the details required to execute well.
Strong leadership capability with experience managing, coaching, and developing compensation and benefits professionals.

Nice To Haves

Global compensation and benefits experience preferred.

Responsibilities

Lead the design, administration, and ongoing refinement of global compensation and benefits programs, ensuring alignment with Teladoc Health’s business strategy, talent priorities, financial objectives, and governance requirements.
Develop and strengthen the company’s compensation philosophy, pay practices, job architecture, market pricing approach, incentive plan governance, and benefits strategy as foundational components of a future Total Rewards framework.
Lead broad-based compensation programs, including salary structures, market benchmarking, merit planning, promotional guidelines, pay equity analysis, and compensation decision support for Talent and business leaders.
Partner with the Head of HR, Strategy & Governance, CFO, Controller, Chief Legal Officer, CEO, Board of Directors, and Compensation Committee on executive compensation matters, including short-term incentive plans, long-term incentive plans, equity programs, executive pay decisions, and related governance processes.
Design, model, and manage short-term and long-term incentive programs that align performance outcomes with business objectives, shareholder value creation, and market competitiveness.
Serve as a key partner in the preparation of Compensation Committee materials, including executive compensation analysis, incentive plan design recommendations, market data, peer benchmarking, governance updates, and decision-support materials.
Partner closely with Legal, Finance, Accounting, and external advisors to ensure compensation and benefits programs are compliant, financially sound, properly governed, and aligned with public company disclosure and reporting requirements.
Oversee employee benefits strategy and program administration, ensuring offerings are competitive, cost-effective, compliant, and aligned with the needs of a global and evolving workforce.
Evaluate current compensation and benefits programs to identify gaps, risks, inconsistencies, and opportunities to improve competitiveness, governance, employee experience, and operational efficiency.
Build and lead a high-performing compensation and benefits team, developing technical expertise, service orientation, business partnership, and scalable operating processes.
Partner with Talent, HR Business Partners, Finance, Legal, and business leaders to provide compensation guidance and recommendations that support hiring, retention, promotion, organizational design, and workforce planning decisions.
Establish reporting, analytics, and dashboards to measure compensation and benefits effectiveness, cost, utilization, competitiveness, equity, and alignment with business outcomes.
Remain current on public company compensation practices, SEC disclosure considerations, regulatory developments, benefits trends, market competitiveness, and governance best practices.
Drive operational excellence across compensation and benefits processes, with a focus on accuracy, consistency, compliance, stakeholder experience, and continuous improvement.
Over time, lead the development of an integrated Total Rewards framework that connects compensation, benefits, incentives, recognition, wellbeing, career development, and employee value proposition into a cohesive strategy.