Total Rewards Leader

DLR Group•Minneapolis, MN

8h•$133,800 - $214,200•Hybrid

About The Position

DLR Group is an integrated design firm with a promise to elevate the human experience through design. This fuels the work we do around the world and inspires our mission to improve the lives of our clients, our communities, and our planet. We have an opening for a Total Rewards Leader. This role can be based in Minneapolis, Minnesota. We are seeking a visionary Total Rewards Leader to provide enterprise-wide leadership in shaping and advancing a comprehensive rewards strategy aligned with organizational culture, business priorities, market dynamics and the evolving needs of our workforce. At DLR Group, we believe our people are our greatest investment and the way we care for our people is one of the most powerful ways we shape our future. Our approach to total rewards is critical in our ability to attract, retain and empower exceptional talent. In this role you will partner with senior leaders to drive an integrated approach to compensation, benefits, wellbeing and leave while leveraging data, technology and innovation to optimize programs that elevate our employee experience. Our Human Resources team has grown significantly over the past five years and continues to serve as a trusted partner across the firm. You’ll join a collaborative and supportive HR team that values partnership, fun, celebrates wins, and works together to drive meaningful impact. If you are a change leader who can navigate complexity and think boldly to build total rewards strategies that will add meaningful value and have a lasting impact on our firm and people – we can’t wait to hear from you and look forward to talking soon!

Requirements

Bachelor’s degree in Human Resources, Business Administration or a related field.
7+ years of progressive experience in benefits, total rewards or a related discipline, with demonstrated expertise in strategy, program design, analysis and administration.
Demonstrated experience leading and influencing enterprise-wide total rewards strategies encompassing compensation, benefits, wellbeing and leave, aligning programs with business objectives, organizational culture and talent priorities.
Deep knowledge of employee benefits and applicable compliance requirements across multiple U.S. states.
Proven ability to leverage data, market intelligence, external benchmarks, technology and systems to inform strategy, drive innovative program design, optimize total rewards programs and enhance the employee experience.
Demonstrated ability to develop sustainable, employee-centered rewards strategies that evolve with organizational needs and the changing nature of work.
Exceptional communication, relationship-building and influencing skills, with the ability to translate complex total rewards concepts into clear, compelling insights and build alignment across diverse stakeholders, including executive leadership.
A service-oriented, forward-thinking mindset with the ability to challenge convention, lead through complexity and change, identify opportunities and drive strategic initiatives from concept through execution.

Nice To Haves

Professional certification in a relevant discipline, such as Certified Employee Benefit Specialist (CEBS), SHRM-SCP, SPHR or an equivalent credential.

Responsibilities

Shape and evolve a competitive total rewards strategy aligned with business objectives and the firm’s employee value proposition.
Lead the design, administration, and continuous improvement of comprehensive benefit programs, including health, wellbeing, disability, leave, and retirement plans.
Develop and execute a market-competitive compensation strategy informed by external benchmarking, internal equity, business needs, and employee feedback.
Champion a culture of wellbeing and recognition by creating, communicating, and enhancing firm-wide programs that support employee health, engagement, morale, and appreciation.
Oversee leave program execution and compliance, including FMLA and the integration of federal, state, and company-provided leave policies.
Optimize HR systems and processes to provide seamless access to total rewards programs, reduce manual intervention, and enhance employee experience.
Educate and engage employees through clear communication and resources that promote informed utilization of benefits, rewards, wellbeing, and recognition programs.
Ensure compliance with applicable federal and state employment laws, regulations, and reporting requirements related to compensation, benefits, leave, and wellbeing programs.