Director, Total Rewards
Wellington Management, Boston, MA, United States
About Us
Wellington Management offers comprehensive investment management capabilities that span nearly all segments of the global capital markets. Our investment solutions, tailored to the unique return and risk objectives of institutional clients in more than 60 countries, draw on a robust body of proprietary research and a collaborative culture that encourages independent thought and healthy debate. As a private partnership, we believe our ownership structure fosters a long‑term view that aligns our perspectives with those of our clients.
About The Role The Director, Total Rewards will play a critical leadership role in shaping and executing the firm’s global compensation and benefits strategy. This role will oversee the design, governance, and execution of the firm’s total rewards framework, including compensation, incentive programs, and global benefits.
As a private partnership with multiple incentive programs, the firm’s compensation architecture is central to both talent strategy and the economic model of the business. This leader will partner closely with the CFO, Head of HR, compensation committees, senior leadership, and key stakeholders across the firm to ensure the total rewards strategy aligns with business priorities, reinforces the firm’s culture, and supports long‑term growth. The individual will also work closely with our Managing Partners on compensation and benefits matters for our Partners.
The role requires a strategic leader who combines deep expertise in compensation design and incentives with strong analytical capabilities and sound judgment. The Director, Total Rewards will lead a high‑performing team responsible for developing market‑informed reward strategies, maintaining internal equity, and ensuring programs are competitive, scalable, and aligned with the firm’s economic framework.
The role will also focus on strengthening the firm’s reward programs through thoughtful design, disciplined governance, and continuous improvement. Candidates should enjoy being part of a collaborative leadership team and demonstrate the ability to:
Build strong cross‑functional partnerships across Finance and HR
Communicate a clear strategic vision for total rewards
Translate complex compensation structures into clear frameworks and insights
Develop high‑performing teams and future leaders
Challenge the status quo and drive thoughtful evolution of reward programs
Responsibilities Total Rewards Strategy
Lead the development and execution of the firm’s global total rewards strategy, ensuring alignment with business priorities and talent strategy.
Establish frameworks and guiding principles for compensation and benefits programs that reinforce the firm’s culture and long‑term objectives.
Compensation And Incentive Design
Oversee the design and governance of compensation structures and incentive programs.
Partner with Finance leadership on incentive modeling, compensation analytics, and cost management.
Ensure compensation programs maintain internal equity while remaining competitive with relevant market benchmarks.
Benefits Strategy
Lead the strategy and oversight of global benefits programs, including healthcare, retirement, wellness, and other employee programs.
Ensure benefits offerings remain competitive, sustainable, and aligned with workforce needs.
Oversee vendor management and program governance to ensure efficient and effective delivery.
Analytics and Insights
Develop robust analytics and reporting capabilities to provide leadership with insights into compensation trends, workforce costs, and reward program effectiveness.
Partner with Finance and HR leaders to support strategic workforce planning and financial forecasting.
Leadership and Team Development
Lead and develop a high‑performing Total Rewards team, fostering a culture of collaboration, innovation, and continuous improvement.
Lead thoughtful change management efforts to ensure new technologies are adopted effectively, responsibly, and in alignment with the firm’s risk, governance, and confidentiality standards.
Stakeholder Engagement
Partner closely with senior leaders across the firm to ensure reward programs support business strategy.
Provide clear communication and guidance to leaders and employees regarding compensation philosophy and programs.
Qualifications
Demonstrated 15+ years experience in compensation, total rewards, or related leadership roles within complex global organizations.
Deep expertise in compensation design, incentive programs, and executive pay.
Experience applying AI‑enabled tools and advanced analytics to enable translation of complex data into actionable insights.
Experience operating within partnership, investment management, or financial services environments strongly preferred.
Proven ability to lead and develop high‑performing teams.
Experience partnering with senior leadership and influencing decision‑making across functions.
Strategic thinker with the ability to balance long‑term vision with operational execution.
Demonstrated integrity, sound judgment, and alignment with the firm’s cultural values.
Not sure you meet 100% of our qualifications? That’s ok. If you believe that you could excel in this role, we encourage you to apply and welcome a chance to review your background. We are dedicated to building and maintaining a diversified workforce and considering a broad array of candidates with a variety of skill, workplace experiences, and backgrounds.
As an equal opportunity employer, Wellington Management ensures that all qualified applicants will receive equal consideration for employment without regard to race, color, sex, sexual orientation, gender identity, gender expression, religion, creed, national origin, age, ancestry, disability (physical or mental), medical condition, citizenship, marital status, pregnancy, veteran or military status, genetic information or any other characteristic protected by applicable law. If you are a candidate with a disability, or are assisting a candidate with a disability, and require an accommodation to apply for one of our jobs, please email us at GMWTalentOperations@wellington.com.
Benefits At Wellington Management, our approach to compensation is designed to help us attract, inspire and retain the best talent in our industry. We strive to pay employees fairly and competitively across all levels and roles. Our approach to compensation considers all aspects of total compensation; all employees are eligible to receive salary, variable compensation, and benefits.
Base salary range for this position: USD 120,000 – 225,000. This range takes into account the wide range of factors that are considered when making compensation decisions, including but not limited to skill sets, role, skills and experience, certifications, and education. This is an estimate, and further details on salary and total compensation aspects will be shared with candidates during the recruitment process.
Base salary is only one component of Wellington’s total compensation approach. Other rewards may include a discretionary Corporate Bonus and/or Incentives, if eligible. In addition, we offer a comprehensive and high‑value benefit package to meet the unique needs of our employees and their families, and we are committed to fostering a flexible work environment that enables employees to thrive personally and professionally. Examples of our benefits include retirement plan, health and wellbeing, dental, vision, and pharmacy coverage, health savings account, flexible spending accounts and commuter program, employee assistance program, life and disability insurance, adoption assistance, back‑up childcare, tuition/CFA reimbursement and paid time off (leave of absence, paid holidays, volunteer, sick and vacation time).
We believe that in‑person interactions inspire and energize our community and are essential to our culture. In support of this commitment, our employees work from our offices 4 days a week with flexibility to work remotely 1 day a week. We believe that this approach ultimately supports our mission to deliver investment excellence to our clients and their beneficiaries over the long term.
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About The Role The Director, Total Rewards will play a critical leadership role in shaping and executing the firm’s global compensation and benefits strategy. This role will oversee the design, governance, and execution of the firm’s total rewards framework, including compensation, incentive programs, and global benefits.
As a private partnership with multiple incentive programs, the firm’s compensation architecture is central to both talent strategy and the economic model of the business. This leader will partner closely with the CFO, Head of HR, compensation committees, senior leadership, and key stakeholders across the firm to ensure the total rewards strategy aligns with business priorities, reinforces the firm’s culture, and supports long‑term growth. The individual will also work closely with our Managing Partners on compensation and benefits matters for our Partners.
The role requires a strategic leader who combines deep expertise in compensation design and incentives with strong analytical capabilities and sound judgment. The Director, Total Rewards will lead a high‑performing team responsible for developing market‑informed reward strategies, maintaining internal equity, and ensuring programs are competitive, scalable, and aligned with the firm’s economic framework.
The role will also focus on strengthening the firm’s reward programs through thoughtful design, disciplined governance, and continuous improvement. Candidates should enjoy being part of a collaborative leadership team and demonstrate the ability to:
Build strong cross‑functional partnerships across Finance and HR
Communicate a clear strategic vision for total rewards
Translate complex compensation structures into clear frameworks and insights
Develop high‑performing teams and future leaders
Challenge the status quo and drive thoughtful evolution of reward programs
Responsibilities Total Rewards Strategy
Lead the development and execution of the firm’s global total rewards strategy, ensuring alignment with business priorities and talent strategy.
Establish frameworks and guiding principles for compensation and benefits programs that reinforce the firm’s culture and long‑term objectives.
Compensation And Incentive Design
Oversee the design and governance of compensation structures and incentive programs.
Partner with Finance leadership on incentive modeling, compensation analytics, and cost management.
Ensure compensation programs maintain internal equity while remaining competitive with relevant market benchmarks.
Benefits Strategy
Lead the strategy and oversight of global benefits programs, including healthcare, retirement, wellness, and other employee programs.
Ensure benefits offerings remain competitive, sustainable, and aligned with workforce needs.
Oversee vendor management and program governance to ensure efficient and effective delivery.
Analytics and Insights
Develop robust analytics and reporting capabilities to provide leadership with insights into compensation trends, workforce costs, and reward program effectiveness.
Partner with Finance and HR leaders to support strategic workforce planning and financial forecasting.
Leadership and Team Development
Lead and develop a high‑performing Total Rewards team, fostering a culture of collaboration, innovation, and continuous improvement.
Lead thoughtful change management efforts to ensure new technologies are adopted effectively, responsibly, and in alignment with the firm’s risk, governance, and confidentiality standards.
Stakeholder Engagement
Partner closely with senior leaders across the firm to ensure reward programs support business strategy.
Provide clear communication and guidance to leaders and employees regarding compensation philosophy and programs.
Qualifications
Demonstrated 15+ years experience in compensation, total rewards, or related leadership roles within complex global organizations.
Deep expertise in compensation design, incentive programs, and executive pay.
Experience applying AI‑enabled tools and advanced analytics to enable translation of complex data into actionable insights.
Experience operating within partnership, investment management, or financial services environments strongly preferred.
Proven ability to lead and develop high‑performing teams.
Experience partnering with senior leadership and influencing decision‑making across functions.
Strategic thinker with the ability to balance long‑term vision with operational execution.
Demonstrated integrity, sound judgment, and alignment with the firm’s cultural values.
Not sure you meet 100% of our qualifications? That’s ok. If you believe that you could excel in this role, we encourage you to apply and welcome a chance to review your background. We are dedicated to building and maintaining a diversified workforce and considering a broad array of candidates with a variety of skill, workplace experiences, and backgrounds.
As an equal opportunity employer, Wellington Management ensures that all qualified applicants will receive equal consideration for employment without regard to race, color, sex, sexual orientation, gender identity, gender expression, religion, creed, national origin, age, ancestry, disability (physical or mental), medical condition, citizenship, marital status, pregnancy, veteran or military status, genetic information or any other characteristic protected by applicable law. If you are a candidate with a disability, or are assisting a candidate with a disability, and require an accommodation to apply for one of our jobs, please email us at GMWTalentOperations@wellington.com.
Benefits At Wellington Management, our approach to compensation is designed to help us attract, inspire and retain the best talent in our industry. We strive to pay employees fairly and competitively across all levels and roles. Our approach to compensation considers all aspects of total compensation; all employees are eligible to receive salary, variable compensation, and benefits.
Base salary range for this position: USD 120,000 – 225,000. This range takes into account the wide range of factors that are considered when making compensation decisions, including but not limited to skill sets, role, skills and experience, certifications, and education. This is an estimate, and further details on salary and total compensation aspects will be shared with candidates during the recruitment process.
Base salary is only one component of Wellington’s total compensation approach. Other rewards may include a discretionary Corporate Bonus and/or Incentives, if eligible. In addition, we offer a comprehensive and high‑value benefit package to meet the unique needs of our employees and their families, and we are committed to fostering a flexible work environment that enables employees to thrive personally and professionally. Examples of our benefits include retirement plan, health and wellbeing, dental, vision, and pharmacy coverage, health savings account, flexible spending accounts and commuter program, employee assistance program, life and disability insurance, adoption assistance, back‑up childcare, tuition/CFA reimbursement and paid time off (leave of absence, paid holidays, volunteer, sick and vacation time).
We believe that in‑person interactions inspire and energize our community and are essential to our culture. In support of this commitment, our employees work from our offices 4 days a week with flexibility to work remotely 1 day a week. We believe that this approach ultimately supports our mission to deliver investment excellence to our clients and their beneficiaries over the long term.
#J-18808-Ljbffr