Sr. Director, Total Rewards

Renuity•Charlotte, NC

About The Position

The Senior Director, Total Rewards is a strategic leader responsible for designing, optimizing, and governing the company’s compensation, benefits, and rewards programs. This role leads the development of frameworks that attract, retain, and motivate talent while ensuring internal equity, market competitiveness, and regulatory compliance. The Senior Director partners closely with senior executives, HRBPs, Finance, and business leaders to create a cohesive, data‑driven rewards strategy that supports organizational growth, integration, and evolving workforce needs.

Requirements

Minimum of 10 years of progressive experience in compensation, benefits, or total rewards.
5+ years leading teams and advising executives.
Deep expertise in incentive design, job architecture, and compensation governance.
Experience guiding reward programs across complex, multi-site or multi-entity organizations.
Strong understanding of compliance requirements (FLSA, pay transparency, ACA, ERISA, etc.).
Advanced analytical, modeling, and problem‑solving skills.

Nice To Haves

Prefer experience in high-growth, manufacturing, operations, sales‑driven, or private-equity influenced environments.

Responsibilities

Develop and maintain a comprehensive compensation philosophy aligned with business strategy and organizational values.
Lead the design, modeling, and administration of the company’s full total rewards architecture, including base pay structures, job architecture, salary bands, and career frameworks, as well as variable and performance‑based compensation programs.
Develop and govern commission plans, bonus programs, equity or long‑term incentive plans, and other cash or non‑cash rewards.
Evaluate incentive plan effectiveness and alignment with company objectives, recommending enhancements and simplifications as needed.
Implement governance standards for incentive eligibility, calculations, documentation, and dispute resolution.
Ensure all elements of total compensation are market‑competitive, internally equitable, financially sustainable, and aligned with organizational strategy and performance outcomes.
Oversee annual compensation cycles, including merit, bonus, and equity planning, ensuring accuracy, fairness, and budget alignment.
Guide compensation design for complex multi-entity environments, including acquired businesses, legacy systems, and harmonization initiatives.
Advise executives and HRBPs on offers, promotions, retention strategies, and compensation-related risk mitigation.
Ensure compliance with federal, state, and local wage and hour regulations; oversee pay transparency requirements.
Lead the strategy, planning, and administration of all employee benefits programs, including health and welfare, retirement, leave, and voluntary offerings. Oversee the full annual benefits planning cycle, including plan design, cost modeling, budgeting, forecasting, and partnership with Finance to ensure alignment with organizational goals.
Manage annual benefits renewals, including RFP processes, vendor evaluations, negotiations, and the development of recommendations that balance competitiveness, cost efficiency, employee experience, and long‑term sustainability.
Oversee 401(k) and retirement program governance, including plan design strategy, contribution structures, plan document compliance, annual audits, nondiscrimination testing, Form 5500 submissions, and partnership with recordkeepers, investment advisors, and fiduciary committees.
Develop and optimize the company’s benefits portfolio, ensuring offerings are market‑competitive, inclusive, compliant with federal and state regulations, and reflective of a diverse workforce’s needs.
Own vendor and partner management for all benefits programs, including medical, dental, vision, disability, life insurance, EAP, wellness partners, retirement providers, COBRA administrators, and other third‑party vendors. Establish service standards, monitor performance, and drive continuous improvement.
Lead benefits communication and education strategies, ensuring employees understand the value of their benefits, how to access resources, and how to maximize participation in well‑being programs.
Oversee compliance with all applicable laws, including ERISA, ACA, HIPAA, COBRA, FMLA (benefits-related), Section 125, and relevant state mandates. Partner with Legal and brokers/consultants to mitigate risk and maintain audit‑ready processes.
Analyze utilization trends, cost drivers, and plan performance, making data‑driven recommendations for program improvements, cost containment, and enhanced employee experience.
Oversee leave of absence programs (where applicable), ensuring integrated, compliant, and employee‑friendly processes across STD, LTD, FMLA, state leave programs, and company leaves.