Director Total Rewards
Crucial Hire, Northbrook, IL, United States
Director Total Rewards
About the Company
We’re partnered with a globally connected, innovation-driven organization at a stage where compensation, benefits, and HR infrastructure must evolve alongside business growth.
This is an environment where scale, complexity, and expectations are all increasing—and where Total Rewards plays a direct role in how the business performs.
Title
Director, Total Rewards & HR Operations - U.S.
About the Role
You’ll lead Total Rewards and HR Operations for the U.S., owning everything from compensation strategy and benefits design to HR systems, analytics, and operational execution.
You’ll operate at both altitude and ground level:
Shaping philosophy and long-term strategy
Ensuring programs are executed with precision
You’ll also partner closely with global leadership—aligning U.S. practices with broader enterprise direction while navigating local complexity.
This is a role where decisions carry weight—and your work shows up in both cost structure and talent outcomes.
Responsibilities Total Rewards Strategy & Design
Define and evolve compensation and benefits strategy (base, bonus, long-term incentives, health, retirement)
Ensure programs align with business goals, market competitiveness, and internal equity
Lead annual planning cycles, market benchmarking, and program evaluation
HR Operations & Infrastructure
Oversee HR systems, data integrity, analytics, and reporting capabilities
Build dashboards and insights that inform business and talent decisions
Drive process improvement and operational scalability
Executive Partnership & Financial Alignment
Partner with senior leadership and finance to align rewards strategy with budget and business performance
Present recommendations, trade-offs, and investment strategies with clarity and confidence
Translate complex data into clear direction
You’ll be expected to make decisions with incomplete information—and stand behind them.
Global Collaboration & Integration
Align U.S. programs with global strategy while addressing local regulatory and market dynamics
Collaborate across regions and functions to ensure consistency and effectiveness
Support due diligence and integration efforts related to acquisitions
Governance, Compliance & Vendor Strategy
Ensure compliance with federal and state regulations across compensation and benefits
Manage external partners (consultants, brokers, vendors) with a focus on performance and cost discipline
Maintain strong governance and risk management practices
Team Leadership
Lead, coach, and develop a small, high-impact team
Set clear expectations and elevate performance
Build capability that scales with the business
Qualifications
10+ years in Total Rewards, Compensation, and/or Benefits leadership
5+ years leading teams and owning strategy—not just execution
Experience operating in complex, multi-layered organizations
Strong understanding of regulatory environments and compliance frameworks
Ability to balance strategic thinking with hands‑on execution
Required Skills
You understand how total rewards impacts performance, retention, and cost structure
You’re comfortable presenting to and influencing senior leadership
You can connect data, finance, and people strategy into a clear narrative
You’ve led through complexity—growth, change, or integration
This Role Is Not For You If
You’ve only managed programs but haven’t designed them
You prefer narrow scope over enterprise-level impact
You avoid data, analytics, or financial conversations
You’re looking for a steady‑state environment instead of building and evolving
Compensation & Benefits
$200K – $240K base
25% bonus target + long-term incentives
Comprehensive benefits + retirement programs
Equal Opportunity Statement We’re committed to building strong, diverse teams and an environment where people can do their best work.
Let’s Talk If you’ve been operating at the intersection of compensation, strategy, and business performance—and you’re ready to take full ownership of that function—this is a seat worth exploring.
Confidential inquiries welcome.
Screening questions Required qualifications
How many years of work experience do you have with Compensation & Benefits? Ideal Answer: Minimum: 8
How many years of experience do you have leading Total Rewards, Compensation, or Benefits strategy? Ideal Answer: Minimum: 8
How many direct reports have you managed in a Total Rewards or HR function? Ideal Answer: Minimum: 3
Preferred qualifications
How many years of work experience do you have with Employee Benefits Design? Ideal Answer: Minimum: 1
How many years of work experience do you have with Employee Rewards Programs? Ideal Answer: Minimum: 1
Have you owned or led compensation strategy including base pay, incentives, and/or long-term incentive programs? Ideal Answer: Yes
Have you worked in a global or multi-region organization? Ideal Answer: Yes
Have you presented compensation or total rewards strategy to executive leadership (VP/C‑suite)? Ideal Answer: Yes
Click here to apply online
#J-18808-Ljbffr
This is an environment where scale, complexity, and expectations are all increasing—and where Total Rewards plays a direct role in how the business performs.
Title
Director, Total Rewards & HR Operations - U.S.
About the Role
You’ll lead Total Rewards and HR Operations for the U.S., owning everything from compensation strategy and benefits design to HR systems, analytics, and operational execution.
You’ll operate at both altitude and ground level:
Shaping philosophy and long-term strategy
Ensuring programs are executed with precision
You’ll also partner closely with global leadership—aligning U.S. practices with broader enterprise direction while navigating local complexity.
This is a role where decisions carry weight—and your work shows up in both cost structure and talent outcomes.
Responsibilities Total Rewards Strategy & Design
Define and evolve compensation and benefits strategy (base, bonus, long-term incentives, health, retirement)
Ensure programs align with business goals, market competitiveness, and internal equity
Lead annual planning cycles, market benchmarking, and program evaluation
HR Operations & Infrastructure
Oversee HR systems, data integrity, analytics, and reporting capabilities
Build dashboards and insights that inform business and talent decisions
Drive process improvement and operational scalability
Executive Partnership & Financial Alignment
Partner with senior leadership and finance to align rewards strategy with budget and business performance
Present recommendations, trade-offs, and investment strategies with clarity and confidence
Translate complex data into clear direction
You’ll be expected to make decisions with incomplete information—and stand behind them.
Global Collaboration & Integration
Align U.S. programs with global strategy while addressing local regulatory and market dynamics
Collaborate across regions and functions to ensure consistency and effectiveness
Support due diligence and integration efforts related to acquisitions
Governance, Compliance & Vendor Strategy
Ensure compliance with federal and state regulations across compensation and benefits
Manage external partners (consultants, brokers, vendors) with a focus on performance and cost discipline
Maintain strong governance and risk management practices
Team Leadership
Lead, coach, and develop a small, high-impact team
Set clear expectations and elevate performance
Build capability that scales with the business
Qualifications
10+ years in Total Rewards, Compensation, and/or Benefits leadership
5+ years leading teams and owning strategy—not just execution
Experience operating in complex, multi-layered organizations
Strong understanding of regulatory environments and compliance frameworks
Ability to balance strategic thinking with hands‑on execution
Required Skills
You understand how total rewards impacts performance, retention, and cost structure
You’re comfortable presenting to and influencing senior leadership
You can connect data, finance, and people strategy into a clear narrative
You’ve led through complexity—growth, change, or integration
This Role Is Not For You If
You’ve only managed programs but haven’t designed them
You prefer narrow scope over enterprise-level impact
You avoid data, analytics, or financial conversations
You’re looking for a steady‑state environment instead of building and evolving
Compensation & Benefits
$200K – $240K base
25% bonus target + long-term incentives
Comprehensive benefits + retirement programs
Equal Opportunity Statement We’re committed to building strong, diverse teams and an environment where people can do their best work.
Let’s Talk If you’ve been operating at the intersection of compensation, strategy, and business performance—and you’re ready to take full ownership of that function—this is a seat worth exploring.
Confidential inquiries welcome.
Screening questions Required qualifications
How many years of work experience do you have with Compensation & Benefits? Ideal Answer: Minimum: 8
How many years of experience do you have leading Total Rewards, Compensation, or Benefits strategy? Ideal Answer: Minimum: 8
How many direct reports have you managed in a Total Rewards or HR function? Ideal Answer: Minimum: 3
Preferred qualifications
How many years of work experience do you have with Employee Benefits Design? Ideal Answer: Minimum: 1
How many years of work experience do you have with Employee Rewards Programs? Ideal Answer: Minimum: 1
Have you owned or led compensation strategy including base pay, incentives, and/or long-term incentive programs? Ideal Answer: Yes
Have you worked in a global or multi-region organization? Ideal Answer: Yes
Have you presented compensation or total rewards strategy to executive leadership (VP/C‑suite)? Ideal Answer: Yes
Click here to apply online
#J-18808-Ljbffr