Total Rewards Policy & Compliance Specialist (Temporary/Contract)

IGT, a Nevada Corporation•Spring Valley, NV

1d•$135,000 - $180,000•Hybrid

About The Position

IGT is seeking an experienced Total Rewards & Compliance Specialist to unify compensation, benefits, and labor/regulatory compliance across legacy IGT and Everi during an exciting time of harmonization. This critical role will help reconcile two sets of pay structures, benefit policies, time away/holiday policies and compliance obligations into a single, equitable, and legally sound Total Rewards framework. The role will measure success by harmonized pay and benefit policies adopted on schedule, a defensible pay-equity and compliance position across jurisdictions, and a smooth transition with minimal disruption to employees. This is an AI-forward role where existing pay, benefits, and compliance documents will be loaded into AI tools to accelerate analysis and modeling, with the specialist applying their expertise to pressure-test every output for accuracy, equity, and legal soundness. Policy harmonization is the focus, but the specialist may also lend their compliance or total rewards expertise to related work across the combined organization as needs arise.

Requirements

7+ years in Total Rewards, compensation, and/or benefits, with hands-on policy design and analysis.
Demonstrated experience developing compliant compensation, benefits, and labor policies at the state, federal, and global level and securing the leadership alignment needed to get them adopted.
Comfortable working hands-on with AI. You're eager to use AI to accelerate analysis and drafting prompting effectively, reviewing outputs critically, and knowing where human judgment must stay in charge, especially on compliance and pay equity. Prior experience using AI for document or data analysis is a plus.
Strong command of relevant compliance: FLSA/wage-and-hour, pay transparency and equity, ACA/ERISA, and multi-state considerations; CBA experience a plus.
A proven ability to influence and align stakeholders across Total Rewards, Finance, Legal, and the business.
Highly organized and self-directed, comfortable owning a large body of work end-to-end on a defined timeline and with accountability to a project plan you manage including building from a blank page where a needed policy doesn't exist yet.

Nice To Haves

M&A or integration experience preferred you've harmonized pay and benefits policies through a merger, acquisition, or major reorganization before.
SAP SuccessFactors (or comparable HRIS) and/or ServiceNow experience and exposure to regulated industries.

Responsibilities

Build the policy inventory. Create and maintain a complete inventory of existing compensation, benefits, and compliance policies across both legacy companies and flag the policies and controls the combined company will need but neither has yet, so no gaps are left open.
Compare and reconcile legacy IGT and Everi compensation structures, salary ranges, incentive and commission plans, time off, holiday and benefit programs surfacing gaps, conflicts, and cost implications.
Put AI to work. Load existing IGT and Everi compensation, benefits, and compliance documents into AI tools to accelerate analysis, modeling, and first-draft recommendations then validate every output for accuracy, pay equity, and legal soundness, keeping human judgment in the loop.
Design the harmonized framework. Shape policies and procedures around job architecture, pay bands, bonus/commission design, and benefits approach, modeling the cost and employee impact of each option.
Map the compliance landscape. Reconcile wage-and-hour, pay transparency and equity, benefits (ACA/ERISA), and applicable collective bargaining obligations across the combined footprint.
Support benefits decisions. Coordinate medical/dental/vision, retirement, and leave-related pay harmonization in partnership with brokers and vendors.
Drive alignment. Partner with HR, Legal, Finance, and business leaders to socialize recommendations, resolve differences, and secure sign-off.
Land the change. Build the manager guidance and employee communications needed to roll policies out, post policies in the right places, and track adoption through to completion.
Make it decision-ready. Build the analysis, documentation, and employee/manager communications needed to implement changes, and track adoption through to completion.
Flex into broader policy and compliance work. As needs arise, lend your expertise to other policy harmonization and compliance efforts across the combined organization including supporting compliance audits by helping collect and organize compensation, benefits, and regulatory data, documentation, and evidence.