Director of Total Rewards Jobs
Director of Total Rewards jobs are open across healthcare, financial services, technology, and manufacturing, covering specializations in compensation strategy, benefits design, and executive rewards, from senior manager to chief people officer level. Find a role that fits below and apply directly.
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The Senior Total Rewards Analyst supports the design, administration, and continuous improvement of Resonetics' compensation, US HR compliance, policy administration, and global mobility programs. The role provides advanced analysis, independently manages key Total Rewards processes, and provides practical guidance to help ensure competitive rewards, consistent policies, compliant practices, and accurate employee data. This position partners with HR, Finance, Payroll, business leaders, and external providers.
Responsibilities:Compensation & Total Rewards
- Conduct market pricing using salary surveys and benchmark data to support salary structures, job leveling, offers, promotions, and other compensation decisions.
- Maintain and update pay bands, compensation guidelines, job profiles, and job architecture frameworks.
- Lead annual compensation processes, including merit increases, promotions, incentive calculations, equity awards, and compensation communications.
- Conduct internal equity, pay compression, and compensation trend analyses and identify areas requiring review.
- Partner with HR Business Partners and Talent Acquisition to evaluate new-hire offers, internal transfers, promotions, and other pay-related requests.
- Prepare recurring and ad hoc compensation reports, dashboards, and decision-support materials.
- Participate in compensation surveys and maintain accurate survey-matching and market-pricing documentation.
- Monitor external compensation trends and recommend updates to programs, processes, and guidelines.
- Maintain equity and long-term incentive records, including grant information, vesting schedules, participant data, and reporting.
Compliance & Policy Support
- Monitor federal, state, and local HR requirements and assess impacts on policies and programs.
- Support compliance reviews involving wage and hour, pay transparency, pay equity, worker classification, and required records.
- Maintain compliance calendars, policy inventories, documentation, and corrective-action tracking.
- Research policy questions, provide consistent guidance, and escalate legal or employee-relations matters.
Global Mobility
- Coordinate relocations, international assignments, and cross-border transfers with employees, leaders, vendors, and advisors.
- Track approvals, assignment terms, costs, allowances, documentation, and key immigration, payroll, tax, and benefits milestones.
Reporting & Process Improvement
- Develop dashboards and analyze Total Rewards, compliance, policy, and mobility data.
- Improve workflows, controls, documentation, and data quality; support audits, integrations, and special projects.
- Support mergers, acquisitions, integrations, and other enterprise projects through data collection, program comparisons, compliance reviews, and implementation tracking.
- Use technology, automation, and AI-enabled tools appropriately to improve research, analysis, documentation, and service delivery while protecting confidential information.
- Other duties as assigned
Education
- Bachelor's degree in Human Resources, Business, Finance, Data Analytics, or a related field, or equivalent experience.
- Minimum 5 years of progressive experience in compensation, Total Rewards, HR compliance, HR operations, global mobility, or a related HR discipline, including significant hands-on compensation experience.
- Experience with compensation benchmarking, job evaluation, annual compensation processes, multi-state HR programs, and confidential employee data.
- Skills
- Advanced Excel and data analysis skills; experience with compensation surveys such as Radford, Mercer, or WTW.
- Proficiency with HRIS and reporting tools, including the ability to analyze and reconcile large employee data sets.
- Working knowledge of compensation principles and US employment compliance concepts.
- Strong research, judgment, organization, communication, and stakeholder-management skills.
- Ability to manage competing priorities with accuracy, discretion, and a continuous-improvement mindset.
- Experience in manufacturing, medical devices, life sciences, or a global organization.
- Experience coordinating international assignments, relocations, or cross-border employment matters.
- Experience with Power BI, executive compensation, LTI programs, or AI-enabled tools.
- Hybrid role (3 days in office). Duties are generally performed in a professional office environment. Reasonable accommodations may be made to enable qualified individuals to perform the essential functions.
- The compensation for this role is competitive and will be based on experience and qualifications. The anticipated range is $90,000- $125,000.
- Our company policy is that we are unable to provide visa sponsorship. Candidates must already be legally authorized to work in the United States without the need for sponsorship now or in the future.
The Senior Total Rewards Analyst supports the design, administration, and continuous improvement of Resonetics' compensation, US HR compliance, policy administration, and global mobility programs. The role provides advanced analysis, independently manages key Total Rewards processes, and provides practical guidance to help ensure competitive rewards, consistent policies, compliant practices, and accurate employee data. This position partners with HR, Finance, Payroll, business leaders, and external providers.
Responsibilities:Compensation & Total Rewards
- Conduct market pricing using salary surveys and benchmark data to support salary structures, job leveling, offers, promotions, and other compensation decisions.
- Maintain and update pay bands, compensation guidelines, job profiles, and job architecture frameworks.
- Lead annual compensation processes, including merit increases, promotions, incentive calculations, equity awards, and compensation communications.
- Conduct internal equity, pay compression, and compensation trend analyses and identify areas requiring review.
- Partner with HR Business Partners and Talent Acquisition to evaluate new-hire offers, internal transfers, promotions, and other pay-related requests.
- Prepare recurring and ad hoc compensation reports, dashboards, and decision-support materials.
- Participate in compensation surveys and maintain accurate survey-matching and market-pricing documentation.
- Monitor external compensation trends and recommend updates to programs, processes, and guidelines.
- Maintain equity and long-term incentive records, including grant information, vesting schedules, participant data, and reporting.
Compliance & Policy Support
- Monitor federal, state, and local HR requirements and assess impacts on policies and programs.
- Support compliance reviews involving wage and hour, pay transparency, pay equity, worker classification, and required records.
- Maintain compliance calendars, policy inventories, documentation, and corrective-action tracking.
- Research policy questions, provide consistent guidance, and escalate legal or employee-relations matters.
Global Mobility
- Coordinate relocations, international assignments, and cross-border transfers with employees, leaders, vendors, and advisors.
- Track approvals, assignment terms, costs, allowances, documentation, and key immigration, payroll, tax, and benefits milestones.
Reporting & Process Improvement
- Develop dashboards and analyze Total Rewards, compliance, policy, and mobility data.
- Improve workflows, controls, documentation, and data quality; support audits, integrations, and special projects.
- Support mergers, acquisitions, integrations, and other enterprise projects through data collection, program comparisons, compliance reviews, and implementation tracking.
- Use technology, automation, and AI-enabled tools appropriately to improve research, analysis, documentation, and service delivery while protecting confidential information.
- Other duties as assigned
Education
- Bachelor's degree in Human Resources, Business, Finance, Data Analytics, or a related field, or equivalent experience.
- Minimum 5 years of progressive experience in compensation, Total Rewards, HR compliance, HR operations, global mobility, or a related HR discipline, including significant hands-on compensation experience.
- Experience with compensation benchmarking, job evaluation, annual compensation processes, multi-state HR programs, and confidential employee data.
- Skills
- Advanced Excel and data analysis skills; experience with compensation surveys such as Radford, Mercer, or WTW.
- Proficiency with HRIS and reporting tools, including the ability to analyze and reconcile large employee data sets.
- Working knowledge of compensation principles and US employment compliance concepts.
- Strong research, judgment, organization, communication, and stakeholder-management skills.
- Ability to manage competing priorities with accuracy, discretion, and a continuous-improvement mindset.
- Experience in manufacturing, medical devices, life sciences, or a global organization.
- Experience coordinating international assignments, relocations, or cross-border employment matters.
- Experience with Power BI, executive compensation, LTI programs, or AI-enabled tools.
- Hybrid role (3 days in office). Duties are generally performed in a professional office environment. Reasonable accommodations may be made to enable qualified individuals to perform the essential functions.
- The compensation for this role is competitive and will be based on experience and qualifications. The anticipated range is $90,000- $125,000.
- Our company policy is that we are unable to provide visa sponsorship. Candidates must already be legally authorized to work in the United States without the need for sponsorship now or in the future.
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Find JobsDirector of Total Rewards Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software
- Manufacturing
- Food & Beverage
- Medical Devices
- Science & Research
What Employers Look For
The qualifications that appear most often in director of total rewards jobs.
- 8 or more years of progressive compensation and benefits experience
- Demonstrated experience designing and administering executive compensation programs
- Proficiency with HRIS platforms and compensation benchmarking survey tools
- CCP, CEBS, or equivalent professional certification strongly preferred
- Bachelor's degree in human resources, business, or a related field required
- Experience partnering with compensation committees and presenting to boards
Tips for Your Director of Total Rewards Job Search
Quantify your compensation program impact
Hiring managers for this role want numbers, not responsibilities. Show the headcount your programs covered, the cost savings from benefits renegotiations, or the percentage reduction in voluntary turnover tied to a retention program you redesigned.
Align your resume to pay philosophy
Many job descriptions signal whether a company uses broad bands, geographic differentials, or market-based pay structures. Mirror their language exactly on your resume so it clears the screening stage and lands in front of the hiring decision-maker.
Apply early to roles that fit
Migrate Mate lists director of total rewards openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target companies mid-compensation-cycle
Companies restructuring their pay programs after a merger, IPO, or workforce expansion hire fastest. Look for roles posted alongside large-scale headcount growth announcements, because those employers need a director who can build or rebuild, not just maintain.
Prepare a case study for your interview
Expect at least one scenario question about designing or repricing a job architecture. Walk in with a real example that shows your process from job leveling through market pricing, vendor selection, and executive sign-off, and be ready to defend every decision.
Negotiate by anchoring to market data sources
When the offer conversation starts, cite specific survey sources you use professionally, such as Mercer, Willis Towers Watson, or Radford, to frame your counter. It signals you price talent for a living, which shifts the dynamic in your favor.
Director of Total Rewards Jobs: Frequently Asked Questions
Which companies are hiring the most director of total rewardss?
The most active employers for director of total rewardss right now are Mastercard, XiFin, and Arvato, and the most openings are in Texas, California, and New York, based on current listings on Migrate Mate as of November 2026. Healthcare systems, large financial institutions, and high-growth technology companies tend to post the highest volume of these roles.
How many director of total rewards jobs are remote?
About 85% of director of total rewards openings are fully remote or hybrid as of November 2026, reflecting strong demand for experienced candidates regardless of location. Compensation strategy and benefits design work is most likely to be offered remotely, while roles that require close collaboration with a compensation committee or on-site executive team tend to stay in-person or hybrid.
How do you become a director of total rewards?
Most directors of total rewards move up through compensation analyst and manager roles, building hands-on experience with job architecture, salary banding, and benefits plan design along the way. Earning a CCP or CEBS credential accelerates promotion into director-level work. Exposure to executive compensation, equity plan administration, and board-level reporting is what separates candidates who reach this level from those who plateau at manager.
Can you get hired as a director of total rewards without direct director-level experience?
Yes, but you need to close the gap strategically. Compensation managers who have led a full program cycle, managed a team, and presented recommendations to senior leadership are the most competitive candidates without the exact title. Framing your resume around program ownership, budget authority, and cross-functional influence rather than task execution is what gets you past the initial screen.
What does the director of total rewards interview process look like?
The process typically starts with an HR phone screen, followed by a competency-based interview with the CHRO or VP of People. Final rounds usually include a technical case study on job architecture or benefits cost modeling and a panel with finance or operations stakeholders. Some employers ask candidates to review a sample compensation structure and present recommendations, so prepare a clear, data-grounded point of view before you go in.
Where can I find and apply to director of total rewards jobs?
You can find and apply to director of total rewards jobs on Migrate Mate, which lists current openings from across the United States. Search the listings to find roles that match your experience and apply directly to each one that fits.
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