Executive Director, Total Rewards

Reporting to the Chief Human Resource Officer, the Executive Director, Total Rewards is a strategic people leader who owns the enterprise-wide total rewards philosophy, strategy, and governance for a complex, global healthcare technology organization. This role sits on the extended HR leadership team and is a primary advisor to the CHRO, executive leadership, and the Compensation Committee on all matters of pay, benefits, and workforce investment.

This role sets the multi-year direction for compensation, benefits, wellbeing, HR systems, and payroll strategy, and builds the organizational capability to execute that direction at scale. The Executive Director translates business strategy including growth, M&A, transformation, and market positioning into total rewards programs that differentiate the company as an employer, protects the company's financial and regulatory position, and enables a high-performance culture.

The ideal candidate combines executive presence and strategic vision with the analytical depth and hands-on judgment to guide high-stakes decisions from Board compensation materials to plan design trade-offs in a dynamic, data-driven environment.

Key Responsibilities

Total Rewards Strategy & Enterprise Ownership

• Own and evolve the enterprise total rewards philosophy, strategy, and multi-year roadmap in direct partnership with the CHRO and executive leadership team

• Ensure programs support retention of critical talent, scalability, and performance differentiation at an enterprise level, including through periods of growth, restructuring, and M&A

• Partner with the CEO, CFO, and Finance leadership to align total rewards investment with company financial strategy, workforce planning, and long-range business plans

• Serve as the senior-most subject matter expert and escalation point for HR leadership and business executives on compensation, benefits, and total rewards governance

• Represent total rewards strategy and recommendations directly to the Board and Compensation Committee, including preparation of executive and Board-level materials

Compensation Strategy & Design

• Set enterprise compensation architecture, including job architecture, global salary structures, incentive plan design, and philosophy

• Own the design, governance, and Board reporting of executive compensation programs, including equity, in partnership with the CPO and outside compensation counsel/consultants

• Direct annual compensation planning cycles enterprise-wide, including merit, bonus, and equity processes, ensuring consistency, compliance, and cost discipline

• Direct ongoing market analyses and benchmarking strategy to ensure internal equity and external competitiveness across all geographies

• Provide executive counsel on organizational design, workforce planning, and retention strategy at the enterprise level

Benefits & Wellbeing Strategy

• Own the enterprise strategy and governance for health, wellness, retirement, and absence programs, balancing employee experience, cost management, and compliance across a growing global footprint

• Set benefits governance strategy, including plan design philosophy, vendor strategy, funding approach, and program performance standards

• Own the enterprise wellbeing strategy, including mental health and workforce sustainability initiatives, as a driver of engagement and retention

• Direct open enrollment strategy and execution, ensuring a seamless, high-quality employee experience at scale

Operational Excellence & Vendor Management

• Own end-to-end governance of total rewards operations, including annual cycles, audits, renewals, and open enrollment, with accountability to the CPO and executive leadership for outcomes

• Direct strategic relationships with external partners, consultants, and vendors, negotiating enterprise agreements that optimize service delivery, risk, and cost efficiency

• Drive enterprise-wide process transformation and scalable infrastructure across total rewards operations

• Ensure data integrity and process governance across HRIS platforms and vendor integrations, setting standards for the broader team

• Own payroll governance, ensuring accurate, timely, and compliant processing across all jurisdictions and alignment with total rewards strategy

Data, Insights & Technology Enablement

• Set the strategic agenda for how HRIS data, analytics, and modern tools are used to drive total rewards decision-making and transparency enterprise-wide

• Champion the adoption of automation and AI in compensation benchmarking, pay equity analysis, and workforce insights, evaluating build/buy/partner decisions

• Establish enterprise metrics and executive dashboards to evaluate program effectiveness, cost, and engagement, translating insights into executive-ready recommendations

• Ensure use of technology aligns with data privacy, regulatory requirements, and ethical standards

Stakeholder Engagement & Communication

• Serve as a trusted strategic partner to the CEO, CFO, General Counsel, and business unit leaders on total rewards matters

• Own the enterprise communication strategy for total rewards, ensuring employees and managers understand and value the full offering

• Build manager and HR Business Partner capability enterprise-wide in understanding and applying compensation and benefits programs

Team Leadership

• Build, lead, and develop a global total rewards organization spanning compensation, benefits, systems, and payroll functions

• Develop the next generation of total rewards leadership through coaching, succession planning, and structured development

• Foster a culture of collaboration, continuous improvement, and data-driven decision-making across the function

Required Qualifications

• 15+ years of progressive experience in total rewards, including 8+ years in a senior leadership role directing compensation, benefits, and/or HRIS/payroll functions

• Demonstrated experience owning total rewards strategy at an enterprise or executive level, including direct exposure to Board or Compensation Committee reporting

• Proven track record designing and governing compensation and benefits programs, including executive compensation, in complex, global organizations

• Deep expertise in compensation governance, equity administration, and regulatory compliance across multiple jurisdictions

• Experience leading total rewards through high-growth, transformation, or M&A environments, including due diligence and post-merger integration

• Strong financial and executive-level analytical acumen, with a track record of connecting rewards strategy to business and shareholder outcomes

• Demonstrated ability to leverage data, analytics, and HR technology to drive operational efficiency and strategic insight at scale

• Experience working with global teams, including India and/or EU-based talent

• Extensive HRIS knowledge; Dayforce experience strongly preferred

• Executive-level influencing and communication skills, with credibility at the CEO, CFO, and Board level

• Experience preparing compensation materials for a Board, Compensation Committee, or public company disclosure context

• This role requires approximately 20–25% annual travel, including collaboration events, HR meetings, and regular engagement with executive leadership.

Preferred Qualifications

• Experience in technology companies, SaaS specifically, private equity ownership exposure highly preferred

• Demonstrated experience taking a company self-funded or self-insured

• Experience leading enterprise-wide 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 enterprise-level program ownership and accountability

• Sound judgment with strong governance and risk awareness, including executive presence

• 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 the executive team, cross functionally, and with business stakeholders

• Balances strategic, enterprise-level thinking with hands-on execution when needed

The compensation for this role is: $168,000- $240,000 plus bonus

The base salary range represents the anticipated low and high end of the the company’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 the company’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, to name a few. To view more details of our benefits, visit us here: [link for members]

#LI-Remote #LI-KL

The company: It's the way you do business in healthcare

Global Healthcare Exchange (the company) enables better patient care and billions in savings for the healthcare community by maximizing automation, efficiency and accuracy of business processes.

The company is a healthcare business and data automation company, empowering healthcare organizations to enable better patient care and maximize industry savings using our world class cloud-based supply chain technology exchange platform, solutions, analytics and services. We bring together healthcare providers and manufacturers and distributors in North America and Europe - who rely on smart, secure healthcare-focused technology and comprehensive data to automate their business processes and make more informed decisions.

It is our passion and vision for a more operationally efficient healthcare supply chain, helping organizations reduce - not shift - the cost of doing business, paving the way to delivering patient care more effectively. Together we take more than a billion dollars out of the cost of delivering healthcare every year. The company is privately owned, operates in the United States, Canada and Europe, and employs more than 1000 people worldwide. Our corporate headquarters is in Colorado, with additional offices in Europe.

Disclaimer

Global Healthcare Exchange, LLC and its North American subsidiaries (collectively, “the company”) 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. The company 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. The company expects and requires the cooperation of all employees in maintaining a discrimination and harassment-free atmosphere. Improper interference with the ability of the company’s employees to perform their expected job duties is absolutely not tolerated.

Read our the company Privacy Policy