Reporting to the Chief People Officer, the Director, Total Rewards is an experienced people leader and hands‑on practitioner responsible for designing, managing, and continuously improving total rewards programs that support business growth, talent retention, and a high‑performance culture.

This role leads the day‑to‑day strategy and execution of HR systems, compensation, benefits, and wellbeing programs across a complex healthcare technology organization. The Director will serve as a key advisor to cross functional leadership and the PX team, ensuring programs are competitive, compliant, and aligned with the company’s financial objectives.

This role requires approximately 20% annual travel to support business needs, stakeholder engagement, and team leadership.

The ideal candidate brings a balance of strategic thinking, analytical rigor, operational execution, and comfort with modern HR technology, with the ability to drive total rewards programs in a dynamic, data‑driven environment.

Key Responsibilities:

Lead the development and execution of total rewards strategies aligned to company growth, talent priorities, and financial objectives
Ensure programs support retention of critical talent, scalability, and performance differentiation
Partner with HR leadership and Finance to align rewards programs with business plans and workforce needs
Serve as a subject matter expert and trusted advisor to HR Business Partners and business leaders on compensation and benefits questions

Compensation Strategy & Design

Manage compensation frameworks, including job architecture, salary structures, incentive plans, and pay‑for‑performance philosophy
Lead annual compensation planning cycles, including merit, bonus, and equity processes
Conduct ongoing market analyses and benchmarking to ensure internal equity and external competitiveness
Provide counsel on organizational design, workforce planning, and retention strategies
Support executive compensation analysis and materials as directed by senior leadership

Benefits & Wellbeing Strategy

Lead the design and ongoing management of health, wellness, retirement, and absence programs to balance employee experience, cost management, and compliance
Manage benefits governance, including oversight of plan design, vendor strategy, and program performance
Drive a holistic wellbeing strategy, including mental health and workforce sustainability initiatives
Lead open enrollment planning and execution, ensuring a seamless employee experience

Operational Excellence & Vendor Management

Oversee end‑to‑end delivery of total rewards programs, including annual cycles, audits, renewals, and open enrollment
Build and manage relationships with external partners, consultants, and vendors to optimize service delivery and cost efficiency
Drive process improvement and scalable infrastructure across total rewards operations
Ensure data accuracy and process integrity across HRIS platforms and vendor integrations
Oversee payroll operations, ensuring accurate and timely processing, compliance with applicable regulations, and alignment with total rewards strategy

Data, Insights & Technology Enablement

Leverage HRIS data, analytics, and modern tools to enhance decision‑making and increase transparency across total rewards programs
Identify opportunities to apply automation and AI to areas such as compensation benchmarking, pay equity analysis, and workforce insights
Establish metrics and dashboards to evaluate program effectiveness, cost, and engagement, translating insights into actionable recommendations
Ensure use of technology aligns with data privacy, regulatory requirements, and ethical standards, particularly within a healthcare environment

Stakeholder Engagement & Communication

Partner with HR, Finance, Legal, and business leaders to ensure alignment and execution of total rewards programs
Develop and execute communication strategies to help employees understand and value total rewards offerings
Build manager capability in understanding and applying compensation and benefits programs

Team Leadership

Lead, develop, and mentor a global team of total rewards professionals across compensation, benefits, and/or systems functions
Foster a culture of collaboration, continuous improvement, and data‑driven decision making within the team

Required Qualifications:

8–12+ years of progressive experience in total rewards, with demonstrated leadership of teams and programs
Proven experience designing and managing compensation and benefits programs in complex organizations
Strong understanding of compensation governance, equity plan administration, and regulatory compliance
Experience operating in a high‑growth, transformation, or M&A environment
Deep expertise in compensation strategy, benefits design, and program governance
Strong financial and analytical acumen, with the ability to connect rewards strategy to business outcomes
Demonstrated ability to leverage data, analytics, and HR technology to drive operational efficiency and insights
Experience collaborating with global teams; India and/or EU preferred
Extensive HRIS knowledge; Dayforce experience preferred
Excellent influencing and communication skills, with credibility across HR and business stakeholders

Preferred Qualifications:

Experience in technology companies, SaaS specifically
Experience leading modernization or transformation of total rewards programs or processes
Familiarity with AI, automation, or advanced analytics solutions in HR or business operations
CCP (Certified Compensation Professional) or equivalent certification
MBA preferred

Leadership Profile:

Commercially minded and results‑oriented, with strong program ownership
Sound judgment with governance and risk awareness
Comfortable operating in a technology‑enabled, rapidly evolving environment
Able to translate data and emerging capabilities into practical, business‑relevant applications
Builds trust and collaboration across HR and business stakeholders
Balances strategic thinking with hands‑on execution

Why This Role:

This is a high‑impact leadership role with the opportunity to shape how total rewards drives performance, engagement, and value creation in a growing healthcare technology organization—while modernizing how work gets done through responsible use of data and emerging technologies.

The compensation for this role is: $143,000 - $191,000 plus bonus

The base salary range represents the anticipated low and high end of the GHX’s salary range for this position. Actual salaries will vary based on various factors, such as the candidate’s qualifications, skills, competencies and proficiency for the role. The base salary is one component of GHX’s total compensation package for employees. Other rewards and benefits include health, vision, and dental insurance, accident and life insurance, 401k matching, paid‑time off, and education reimbursement. Additional benefits details are available in the company’s benefits portal.

Disclaimer Global Healthcare Exchange, LLC and its North American subsidiaries (collectively, “GHX”) provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, national origin, sex, sexual orientation, gender identity, religion, age, genetic information, disability, veteran status or any other status protected by applicable law. All qualified applicants will receive consideration for employment without regard to any status protected by applicable law. This EEO policy applies to all terms, conditions, and privileges of employment, including hiring, training and development, promotion, transfer, compensation, benefits, educational assistance, termination, layoffs, social and recreational programs, and retirement. GHX believes that employees should be provided with a working environment which enables each employee to be productive and to work to the best of his or her ability. We do not condone or tolerate an atmosphere of intimidation or harassment based on race, color, national origin, sex, sexual orientation, gender identity, religion, age, genetic information, disability, veteran status or any other status protected by applicable law. GHX expects and requires the cooperation of all employees in maintaining a discrimination and harassment‑free atmosphere. Improper interference with the ability of GHX’s employees to perform their expected job duties is absolutely not tolerated.

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