Total Rewards Director, Sr

Old National Bank•Evansville, IN

About The Position

Old National Bank has been serving clients and communities since 1834. With over $70 billion in total assets, we are a regional powerhouse deeply rooted in the communities we serve. As a trusted partner, we thrive on helping our clients achieve their goals and dreams, and we are committed to social responsibility and investing in our communities through volunteering and charitable giving. We continually seek highly motivated and talented individuals as our people are critical to our success. In return, we offer competitive compensation with our salary and incentive program, in addition to medical, dental, and vision insurance. 401K, continuing education opportunities and an employee assistance program are also included in our benefit suite. Old National also offers a variety of Impact Network Groups led by team members who are passionate about driving engagement, creating awareness of diverse backgrounds and experiences, and building inclusion across the organization. We offer a unique opportunity to join a growing, community and client-focused company that is firmly rooted in its core values. Old National Bank is currently seeking to fill the position of Head of Total Rewards. The Head of Total Rewards is a strategic leader reporting directly to the Chief People Officer. As a key member of the HR Leadership Team, this role partners across the organization to shape and execute a forward-thinking total rewards strategy that supports approximately 6,000 team members. With oversight of executive and broad-based compensation, equity, benefits, health and well-being, and HR technology systems, the Senior Director drives innovation and alignment with organizational goals. Leveraging data-driven insights and a deep understanding of workforce needs, this leader ensures programs are competitive, inclusive, and responsive—advancing Old National’s human capital vision and enhancing the overall team member experience.

Requirements

10+ years of progressive leadership in total rewards, including executive compensation in public companies.
Bachelor’s degree in a business-related field required; Master’s degree preferred.
Strong knowledge of compensation design, equity programs, benefits strategy, and regulatory frameworks.
Experience preparing and presenting materials to the Board of Directors and Board Committees, translating complex data into strategic insights.
Experience working with Board of Directors’ Compensation Committee on all matters related to BOD and Executive Compensation in a public company, including overall competitive compensation positioning, short and long-term incentive design, equity management, tax compliance, SEC regulations, executive agreement design and compliance
Exceptional analytical, communication, and interpersonal skills with a proven ability to influence and collaborate across all levels.
Strategic thinker with a hands-on, innovative approach to problem-solving and execution.
Experience leading projects, including defining scope, managing budgets, driving deliverables, meeting deadlines, and handling competing priorities.

Responsibilities

Drive Strategic Total Rewards Initiatives
Define and drive the vision for Total Rewards, working in partnership with other members of the business and HR leadership teams.
Help revise, reshape, and drive and elevate the total rewards delivery model.
Oversee all compensation and benefits programs to attract, retain and motivate a high-performing workforce, and continuously improve incentive and bonus plan designs that support our culture, priorities, and business model.
Partner with executive leadership to ensure that all programs support the organization’s strategic objectives and are competitive, cost effective and in compliance with legal requirements.
Design and execute forward-thinking, data-driven compensation, benefits, health care and equity programs that align with business goals, drive employee engagement, and drive the wellness of our population.
Prepare and present Rewards and Performance Reports to the Board of Directors Talent Development and Compensation Committee and the Human Capital Executive Committee.
Ensure alignment of compensation programs with enterprise risk management and regulatory expectations for large financial institutions.
Ensure adherence to regulatory and compliance requirements, including SEC, tax, and labor laws, heightened standards, while maintaining strong governance across multi-state and complex operational environments.
Work closely with Talent functions and IT to drive the systems strategy and priorities; continue to evolve the use of HR Analytics.
Build, mentor, and inspire a high-performing total rewards team, fostering a culture of collaboration, accountability, and continuous improvement.
Support project management of HR initiatives including project plan development, financial, technical and resource requirements.
Support M&A and reorganization activities as required.
Ensure compliance and harmonization of programs across multi-state operations.
Exemplify Leadership Across People, Culture, and Execution
People Leadership: Coach and empower others by providing timely feedback, support, and guidance to encourage team members to accomplish tasks, solve problems, and enhance their professional development.
Lead change efforts, build and cultivate trusted relationships between one’s own area and other lines of business to achieve business goals.
Influence and challenge thinking through expertise, data, and persuasion.
Culture Leadership: Demonstrate Old National’s culture in daily interactions and encourage team members to live by our culture and values.
Share information by maintaining emotional intelligence, tailoring the delivery and method to the audience.
Proactively foster an inclusive environment, valuing and leveraging individual differences and perspectives to achieve department and corporate objectives.
Execution Leadership: Committed to achieving established goals, overcoming obstacles, and continuously learning to improve performance.
Seeks to understand root cause of issues, consults with lines of business and subject matter experts, as appropriate, to determine the best solution and acts within approved policies, procedures, and established guidelines.