Senior Director, Total Rewards
NextDecade Corporation, Houston, TX, United States
SUMMARY OF THE ROLE
The Senior Director, Total Rewards leads enterprise Total Rewards, including short and long-terms incentive programs, job architecture, Executive compensation, payroll and benefits management, HR systems and workforce planning strategy. This position serves as a strategic advisor to executive leadership and a leader over core HR function, balancing employee experience, financial discipline, internal equity, and governance. CORE FUNCTIONAL RESPONSIBILITIES
Compensation & Total Rewards
Develop and lead enterprise compensation strategies, including base pay, annual short and long-term incentives, and recognition. Owns job architecture, market pricing, leveling, and internal equity frameworks across corporate, commercial, and operational populations. Lead annual compensation cycles (merit, bonus, incentives), including modeling, governance, leader guidance, and executive recommendations. Partner with Finance and Legal to ensure compensation programs align with financial targets, governance standards, pay transparency, and regulatory requirements. Benefits Strategy & Administration
Owns benefits strategy, design, and administration across health, welfare, retirement, and wellness programs. Manage broker and vendor relationships, renewals, negotiations, and cost containment strategies. Ensure benefit plans are competitive, compliant, and aligned with workforce demographics and market practices. Oversee employee communications and education related to benefits and total rewards. Payroll & Pay Governance
Provide executive oversight of payroll operations to ensure accurate, timely, and compliant payroll execution. Establish payroll controls, audits, escalation processes, and compliance monitoring. Partner closely with Finance, HR, and Payroll vendors to resolve exceptions, support audits, and maintain SOX-aligned controls where applicable. Workforce Planning
Lead enterprise workforce planning to align headcount and labor costs with business priorities and growth milestones. Partner with Finance and business leaders to translate business plans into forward-looking workforce demand across employees, contractors, and temporary labor. Drive annual and multi-year workforce planning, including scenario modeling and labor cost forecasting. Provide clear workforce insights—headcount trends, labor cost drivers, and contractor mix—to support executive planning and decision making. Ensure workforce planning aligns with compensation, benefits, and payroll programs to anticipate the cost impact of organizational change and growth. HRIS & Data Governance
Own HRIS strategy and governance, including system configuration, data integrity, security controls, document retention compliance, and process optimization. Ensure seamless integration between compensation, benefits, payroll, and core HR data. Lead HRIS enhancements, upgrades, testing cycles, and cross-functional implementations. Deliver executive-ready analytics, dashboards, and workforce insights to support decision making. Compliance, Controls & Risk Management
Ensure compliance with federal, state, and international laws related to compensation, benefits, payroll, and employee data. Serve as escalation point for risk-sensitive decisions related to pay, benefits, systems, and data accuracy. Leadership & Stakeholder Partnership
Lead and develop high-performing teams across Compensation, Benefits, Payroll, and HRIS. Act as a strategic partner to HR Business Partners, HR Talent, Finance, Legal, executive leadership, compensation committee and executive compensation independent consultants. Translate complex technical topics into clear, practical recommendations for senior leaders. REQUIRED QUALIFICATIONS
Bachelor’s degree in Human Resources, Business, Finance, or related discipline. 15+ years of progressive experience spanning Compensation, Benefits, Payroll, and/or HRIS at increasing levels of responsibility or relevant experience. Demonstrated success leading Total Rewards in complex, regulated, public trading organizations and high growth environments. Deep expertise in executive compensation, short and long-term incentive (plans management). Strong knowledge of compensation governance, benefits design, payroll controls, and HRIS data architecture. Advanced analytical, financial modeling, and executive communication skills. PREFERRED QUALIFICATIONS
Master’s degree in related field or MBA. Professional certifications such as CCP (Certified Compensation Professional), CBP, GRP, or CECP. Prior experience in public company. Experience supporting rapid workforce ramp-ups. Good Workday or comparable enterprise HRIS expertise. Experience supporting executive leadership and Board level compensation topics. This role is located in Houston, relocation will not be provided. WORK ENVIRONMENT
This position operates in a professional office environment with occasional work within or outside of a complex construction environment. This role routinely uses standard office equipment such as computers, phones, photocopiers/fax, filing cabinets, etc. This is primarily a sedentary role; however, the incumbent must be able to stand and/or sit continuously to perform all essential job functions for a full shift. PHYSICAL DEMANDS AND ACCOMMODATIONS
·Ability to lift up to 20 lbs. as required in order to lift files, boxes and office equipment as necessary. ·Ability to lift files, open filing cabinets and bending, standing on a stool, or climbing as necessary to perform these functions. ·While performing the duties of this role, the incumbent may be required to talk or hear. ·The incumbent is required to stand, walk, use hands to handle or feel; and reach with hands and arms. ·Ability to move throughout all areas of each office/site location and facilities. ·Able to wear all necessary PPE equipment to perform job functions. Reasonable accommodations may be made to support individuals with ADA-recognized disabilities to perform the essential functions for the job. OTHER DUTIES
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification document form upon hire. EEO STATEMENT
NextDecade provides equal employment opportunities (EEO) to all applicants without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. NextDecade complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities.
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The Senior Director, Total Rewards leads enterprise Total Rewards, including short and long-terms incentive programs, job architecture, Executive compensation, payroll and benefits management, HR systems and workforce planning strategy. This position serves as a strategic advisor to executive leadership and a leader over core HR function, balancing employee experience, financial discipline, internal equity, and governance. CORE FUNCTIONAL RESPONSIBILITIES
Compensation & Total Rewards
Develop and lead enterprise compensation strategies, including base pay, annual short and long-term incentives, and recognition. Owns job architecture, market pricing, leveling, and internal equity frameworks across corporate, commercial, and operational populations. Lead annual compensation cycles (merit, bonus, incentives), including modeling, governance, leader guidance, and executive recommendations. Partner with Finance and Legal to ensure compensation programs align with financial targets, governance standards, pay transparency, and regulatory requirements. Benefits Strategy & Administration
Owns benefits strategy, design, and administration across health, welfare, retirement, and wellness programs. Manage broker and vendor relationships, renewals, negotiations, and cost containment strategies. Ensure benefit plans are competitive, compliant, and aligned with workforce demographics and market practices. Oversee employee communications and education related to benefits and total rewards. Payroll & Pay Governance
Provide executive oversight of payroll operations to ensure accurate, timely, and compliant payroll execution. Establish payroll controls, audits, escalation processes, and compliance monitoring. Partner closely with Finance, HR, and Payroll vendors to resolve exceptions, support audits, and maintain SOX-aligned controls where applicable. Workforce Planning
Lead enterprise workforce planning to align headcount and labor costs with business priorities and growth milestones. Partner with Finance and business leaders to translate business plans into forward-looking workforce demand across employees, contractors, and temporary labor. Drive annual and multi-year workforce planning, including scenario modeling and labor cost forecasting. Provide clear workforce insights—headcount trends, labor cost drivers, and contractor mix—to support executive planning and decision making. Ensure workforce planning aligns with compensation, benefits, and payroll programs to anticipate the cost impact of organizational change and growth. HRIS & Data Governance
Own HRIS strategy and governance, including system configuration, data integrity, security controls, document retention compliance, and process optimization. Ensure seamless integration between compensation, benefits, payroll, and core HR data. Lead HRIS enhancements, upgrades, testing cycles, and cross-functional implementations. Deliver executive-ready analytics, dashboards, and workforce insights to support decision making. Compliance, Controls & Risk Management
Ensure compliance with federal, state, and international laws related to compensation, benefits, payroll, and employee data. Serve as escalation point for risk-sensitive decisions related to pay, benefits, systems, and data accuracy. Leadership & Stakeholder Partnership
Lead and develop high-performing teams across Compensation, Benefits, Payroll, and HRIS. Act as a strategic partner to HR Business Partners, HR Talent, Finance, Legal, executive leadership, compensation committee and executive compensation independent consultants. Translate complex technical topics into clear, practical recommendations for senior leaders. REQUIRED QUALIFICATIONS
Bachelor’s degree in Human Resources, Business, Finance, or related discipline. 15+ years of progressive experience spanning Compensation, Benefits, Payroll, and/or HRIS at increasing levels of responsibility or relevant experience. Demonstrated success leading Total Rewards in complex, regulated, public trading organizations and high growth environments. Deep expertise in executive compensation, short and long-term incentive (plans management). Strong knowledge of compensation governance, benefits design, payroll controls, and HRIS data architecture. Advanced analytical, financial modeling, and executive communication skills. PREFERRED QUALIFICATIONS
Master’s degree in related field or MBA. Professional certifications such as CCP (Certified Compensation Professional), CBP, GRP, or CECP. Prior experience in public company. Experience supporting rapid workforce ramp-ups. Good Workday or comparable enterprise HRIS expertise. Experience supporting executive leadership and Board level compensation topics. This role is located in Houston, relocation will not be provided. WORK ENVIRONMENT
This position operates in a professional office environment with occasional work within or outside of a complex construction environment. This role routinely uses standard office equipment such as computers, phones, photocopiers/fax, filing cabinets, etc. This is primarily a sedentary role; however, the incumbent must be able to stand and/or sit continuously to perform all essential job functions for a full shift. PHYSICAL DEMANDS AND ACCOMMODATIONS
·Ability to lift up to 20 lbs. as required in order to lift files, boxes and office equipment as necessary. ·Ability to lift files, open filing cabinets and bending, standing on a stool, or climbing as necessary to perform these functions. ·While performing the duties of this role, the incumbent may be required to talk or hear. ·The incumbent is required to stand, walk, use hands to handle or feel; and reach with hands and arms. ·Ability to move throughout all areas of each office/site location and facilities. ·Able to wear all necessary PPE equipment to perform job functions. Reasonable accommodations may be made to support individuals with ADA-recognized disabilities to perform the essential functions for the job. OTHER DUTIES
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification document form upon hire. EEO STATEMENT
NextDecade provides equal employment opportunities (EEO) to all applicants without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. NextDecade complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities.
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