Remote Total Rewards Architect

Reports to: VP of Talent Status: Full-Time, Exempt Location: Remote Who We Are: We are a private-equity-backed, multi-brand operating platform in the vacation rental and hospitality services space. We partner with founder-led and operator-driven businesses across the U.S. to help them scale while preserving what makes them great locally. The Opportunity: We are seeking a Total Rewards Leader to design and lead our compensation, benefits, and rewards strategy. This is a foundational role reporting to the VP of Talent and working closely with the executive team to build the programs that enable our people strategy and support long-term value creation. Approximately 50% of this role is focused on compensation design and administration — establishing market-aligned pay bands, supporting our Management Incentive Plan (MIP), and building the analytical foundation for enterprise-wide pay decisions. The balance of the role spans benefits strategy and administration, bonus program oversight, and talent analytics that inform people planning and investment decisions. This is not a maintenance role. You will build programs from the ground up, introduce structure where there is ambiguity, and operate as a true strategic partner to HR and the business. If you thrive on building in a high-growth, PE-backed environment and are energized by using data to drive decisions, this is your opportunity. What You'll Do Compensation Design & Administration Design and implement a comprehensive compensation architecture, including market-aligned salary bands across all job families and levels Lead and manage annual compensation review cycles, including merit increases, market adjustments, and off-cycle equity or pay actions Conduct ongoing benchmarking using external surveys (Radford, Mercer, Willis Towers Watson) to ensure competitiveness across roles in distributed operations and field-based environments Partner with the VP of Talent and executive leadership to develop compensation strategy that supports talent attraction, retention, and internal equity Build and maintain job architecture frameworks, leveling guides, and FLSA classification standards across the organization Advise hiring managers and HR business partners on offer construction, internal equity considerations, and pay positioning Incentive Programs & Total Compensation Oversee strategy and administration for the Management Incentive Plan (MIP), including plan design, eligibility, communication, and payout processing in coordination with Finance Design and administer short-term incentive (STI) programs, including quarterly and annual bonus structures tied to individual and company performance metrics Support development and communication of long-term incentive (LTI) programs in partnership with PE sponsors and executive leadership Ensure total compensation packages are competitive, internally equitable, and aligned with our performance culture and ownership mentality Build total compensation statements and tools that help employees and leaders understand the full value of their rewards Benefits Strategy & Administration Lead benefits strategy, vendor selection, and program design, including medical, dental, vision, life and disability insurance, and 401(k), with a focus on value, cost efficiency, and employee experience Manage the annual open enrollment process end-to-end, including communication planning, carrier coordination, and system configuration Evaluate and optimize leave programs (FMLA, parental leave, PTO) to ensure compliance and market alignment Oversee benefits administration systems and partner with HR Operations to ensure accurate, timely processing Monitor benefits spend and utilization trends; develop recommendations for plan changes during renewal cycles Ensure compliance with federal, state, and local benefits regulations (ACA, ERISA, COBRA, HIPAA) across a multi-state workforce Talent Analytics & People Insights Build and maintain people analytics capabilities that provide the organization with actionable insights on compensation equity, retention risk, workforce planning, and talent ROI Develop executive and board-ready reporting on total rewards spend, compensation competitiveness, benefits utilization, and headcount trends Partner with Finance and FP&A on headcount planning, labor cost modeling, and compensation forecasting Design and analyze employee surveys, pay equity audits, and workforce segmentation to surface insights that inform strategy Support M&A diligence and integration by assessing acquired company compensation structures, benefits plans, and total rewards gaps What You'll Bring Education & Experience 8+ years of progressive total rewards experience, with demonstrated depth in both compensation design and benefits program management Experience building or significantly redesigning compensation structures, including job architecture, pay band development, and incentive plan design Background in distributed services, multi-site operations, field-based business models, or PE-backed environments strongly preferred (hospitality, property management, facilities services, retail operations) Track record of owning total rewards outcomes end-to-end in a lean or high-growth environment, rather than as part of a large, siloed HR function Experience supporting executive compensation, MIP, or LTI programs in partnership with Finance and PE sponsors is a significant plus CCP (Certified Compensation Professional) or CBP (Certified Benefits Professional) designation preferred; equivalent experience considered Bachelor's degree required; advanced degree in HR, Business, Finance, or a related field preferred Functional Skills Expert-level proficiency in compensation benchmarking methodologies and survey platforms (Radford, Mercer, WTW, or equivalent) Strong command of HRIS and compensation management systems (Workday, ADP, Paycom, UKG); experience with talent management platforms (CultureAmp, Leapsome, 15Five) is a plus Advanced analytical skills with high proficiency in Excel for modeling, scenario planning, and compensation analysis; experience with BI tools (Tableau, Power BI, Domo) preferred Demonstrated ability to design and administer incentive programs, including STI, LTI, and management incentive plans tied to business performance Deep working knowledge of benefits compliance requirements across a multi-state workforce (ACA, ERISA, COBRA, HIPAA, state-specific mandates) Ability to translate complex compensation and benefits data into clear, concise narratives for executive and board-level audiences Soft Skills & Attributes Builder mentality — energized by creating structure and systems where none exist, not by maintaining the status quo Ownership mentality — you take accountability for outcomes, anticipate problems before they surface, and drive decisions with confidence Exceptional analytical rigor balanced with business judgment — you let data lead without losing sight of the human and business context Strong executive presence and communication skills — able to partner credibly with senior leaders and PE sponsors on sensitive compensation matters Collaborative and cross-functional — comfortable operating at the intersection of Talent, Finance, Legal, and Operations Discretion and integrity — total rewards involves highly sensitive information; candidates must demonstrate exemplary judgment and confidentiality Alignment with our core values: Servant Leadership, Ownership Mentality, Local, and Excellence Comprehensive benefits package including medical, dental, vision, and 401(k) Remote-flexible work arrangement with travel as needed #J-18808-Ljbffr The RDI Group