Head of Total Rewards

At Stout, we’re dedicated to exceeding expectations in all we do – we call it Relentless Excellence. Both our client service and culture are second to none, stemming from our firmwide embrace of our core values: Positive and Team-Oriented, Accountable, Committed, Relationship-Focused, Super-Responsive, and being Great communicators. Sound like a place you can grow and succeed? Read on to learn more about an exciting opportunity to join our team. Impact You’ll Make Lead the development and execution of a comprehensive Total Rewards strategy that supports Stout’s growth objectives, financial goals, and talent strategy. Serve as a strategic advisor to executive leadership on compensation, benefits, incentive design, and workforce investment decisions. Build scalable, competitive, and performance-driven rewards programs that attract, retain, and motivate top talent. Drive governance, consistency, and operational excellence across compensation, benefits, and rewards programs in a multi-entity and evolving business environment. Partner closely with People Operations and HRIS teams to ensure effective implementation, system enablement, and program administration. What You’ll Do Define, evolve, and communicate the firm’s Total Rewards philosophy and strategy. Lead compensation strategy, including job architecture, leveling frameworks, salary structures, market benchmarking, and annual compensation planning processes. Design and oversee incentive and bonus programs aligned with business objectives and performance outcomes. Partner with executive leadership on compensation cost modeling, workforce planning, budgeting, and investment decisions. Serve as a trusted advisor to senior leaders on rewards strategy and organizational growth initiatives. Define and oversee benefits strategy, ensuring programs remain competitive, cost-effective, compliant, and scalable. Manage benefits vendors and evaluate program effectiveness through ongoing performance monitoring. Support M&A activity, organizational growth initiatives, and integration efforts through scalable rewards strategies. Establish key metrics and reporting frameworks to evaluate the effectiveness of Total Rewards programs and provide actionable insights to leadership. Develop and execute communication strategies related to compensation, benefits, and rewards programs. Lead and develop the Total Rewards function, including defining operating models, governance structures, and decision rights across Total Rewards, People Operations, and HRIS. Partner with HRIS teams to support system enablement and optimization of rewards-related processes and reporting. What You Bring 15+ years of progressive leadership experience in Total Rewards, Compensation, Benefits, or Human Resources. Demonstrated success leading Total Rewards programs within high-growth professional services, consulting, or similarly complex organizations. Deep expertise in compensation strategy, job architecture, market benchmarking, and incentive plan design. Experience partnering with HRIS teams on HR technology strategy and implementation, including Workday optimization and governance. Proven success scaling compensation, job architecture, and rewards processes in complex or rapidly growing organizations. Strong financial acumen, including workforce planning, budgeting, forecasting, and compensation cost modeling. Experience advising executive leadership teams and influencing organizational decision-making. Ability to translate strategic Total Rewards initiatives into scalable systems, workflows, reporting, and operational processes. Strong communication skills with the ability to explain complex compensation and HR technology concepts to executive and non-technical stakeholders. Preferred Qualifications Global Total Rewards experience. Experience operating within multi-entity or highly complex organizational structures. M&A, integration, or transformation experience. How You’ll Thrive Think strategically while maintaining a strong operational focus on execution and scalability. Build trusted partnerships with executive leadership, People Operations, HRIS, and business leaders across the firm. Leverage data and analytics to drive informed decision-making and continuous program improvement. Balance employee experience, market competitiveness, and financial stewardship when designing rewards programs. Demonstrate adaptability and leadership in a dynamic, high-growth environment. Foster collaboration, accountability, and innovation while embodying Stout’s core values and commitment to Relentless Excellence. Deliver scalable, competitive, and financially aligned rewards programs that support talent attraction, retention, and long-term growth. Why Stout? We offer a comprehensive Total Rewards program with competitive compensation, benefits, and wellness options tailored to support employees at every stage of life. We foster a culture of inclusion and respect, embracing diverse perspectives and experiences to drive innovation and success. Our leadership is committed to inclusion and belonging across the organization and in the communities we serve. We invest in professional growth through ongoing training, mentorship, employee resource groups, and clear performance feedback, ensuring our employees are supported in achieving their career goals. Stout provides flexible work schedules and a discretionary time off policy to promote work-life balance and help employees lead fulfilling lives. Learn more about our benefits and commitment to your success. Stout is an Equal Employment Opportunity. All qualified applicants will receive consideration for employment on the basis of valid job requirements, qualifications and merit without regard to race, color, religion, sex, national origin, disability, age, protected veteran status or any other characteristic protected by applicable local, state or federal law. The specific statements shown in each section of this description are not intended to be all-inclusive. They represent typical elements and criteria necessary to successfully perform the job. #J-18808-Ljbffr