Senior Director, Total Rewards

About Nextdecade Corporation NextDecade is committed to providing the world access to reliable, lower‑carbon energy. We are focused on delivering secure and cost‑effective energy through the safe and efficient development and operation of natural gas liquefaction capacity at Rio Grande LNG. Through our subsidiaries, we are developing and constructing the Rio Grande LNG natural gas liquefaction and export facility near Brownsville, Texas, with approximately 48 MTPA of potential liquefaction capacity currently under construction or in development, sufficient space at the site for up to 10 liquefaction trains, and a potential carbon capture and storage project. NextDecade’s common stock is listed on the Nasdaq Stock Market under the symbol “NEXT.” NextDecade is headquartered in Houston, Texas.

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 functions, 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.
• Own 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

• Own 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, CBP, GRP, or CECP.
• Prior experience in a 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

• Ability to lift up to 20 lbs. as required to lift files, boxes, and office equipment.
• Ability to lift files, open filing cabinets, bend, stand on a stool, or climb as necessary to perform these functions.
• Ability to talk or hear; 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.

Other Duties

• 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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