Total Rewards Leader

DLR Group is an integrated design firm with a promise to elevate the human experience through design. This fuels the work we do around the world and inspires our mission to improve the lives of our clients, our communities, and our planet. If this sparks your interest, you’re in the right place. We have an opening for a Total Rewards Leader. This role can be based in the following cities. Minneapolis, Minnesota Position Summary: We are seeking a visionary Total Rewards Leader to provide enterprise-wide leadership in shaping and advancing a comprehensive rewards strategy aligned with organizational culture, business priorities, market dynamics and the evolving needs of our workforce. At DLR Group, we believe our people are our greatest investment and the way we care for our people is one of the most powerful ways we shape our future. Our approach to total rewards is critical in our ability to attract, retain and empower exceptional talent. In this role you will partner with senior leaders to drive an integrated approach to compensation, benefits, wellbeing and leave while leveraging data, technology and innovation to optimize programs that elevate our employee experience. Our Human Resources team has grown significantly over the past five years and continues to serve as a trusted partner across the firm. You’ll join a collaborative and supportive HR team that values partnership, fun, celebrates wins, and works together to drive meaningful impact. If you are a change leader who can navigate complexity and think boldly to build total rewards strategies that will add meaningful value and have a lasting impact on our firm and people – we can’t wait to hear from you and look forward to talking soon! What you will do: Shape and evolve a competitive total rewards strategy aligned with business objectives and the firm’s employee value proposition. Lead the design, administration, and continuous improvement of comprehensive benefit programs, including health, wellbeing, disability, leave, and retirement plans. Develop and execute a market-competitive compensation strategy informed by external benchmarking, internal equity, business needs, and employee feedback. Champion a culture of wellbeing and recognition by creating, communicating, and enhancing firm-wide programs that support employee health, engagement, morale, and appreciation. Oversee leave program execution and compliance, including FMLA and the integration of federal, state, and company-provided leave policies. Optimize HR systems and processes to provide seamless access to total rewards programs, reduce manual intervention, and enhance employee experience. Educate and engage employees through clear communication and resources that promote informed utilization of benefits, rewards, wellbeing, and recognition programs. Ensure compliance with applicable federal and state employment laws, regulations, and reporting requirements related to compensation, benefits, leave, and wellbeing programs. Required Qualifications: Bachelor’s degree in Human Resources, Business Administration or a related field. 7+ years of progressive experience in benefits, total rewards or a related discipline, with demonstrated expertise in strategy, program design, analysis and administration. Demonstrated experience leading and influencing enterprise-wide total rewards strategies encompassing compensation, benefits, wellbeing and leave, aligning programs with business objectives, organizational culture and talent priorities. Deep knowledge of employee benefits and applicable compliance requirements across multiple U.S. states. Proven ability to leverage data, market intelligence, external benchmarks, technology and systems to inform strategy, drive innovative program design, optimize total rewards programs and enhance the employee experience. Demonstrated ability to develop sustainable, employee-centered rewards strategies that evolve with organizational needs and the changing nature of work. Exceptional communication, relationship-building and influencing skills, with the ability to translate complex total rewards concepts into clear, compelling insights and build alignment across diverse stakeholders, including executive leadership. A service-oriented, forward-thinking mindset with the ability to challenge convention, lead through complexity and change, identify opportunities and drive strategic initiatives from concept through execution. Preferred Qualifications: Professional certification in a relevant discipline, such as Certified Employee Benefit Specialist (CEBS), SHRM-SCP, SPHR or an equivalent credential. Our comprehensive Benefits at DLR Group include medical, dental, vision, disability, wellness programs, flex spending, paid holidays, and paid time off. We also offer a 401(k) plan, employee stock ownership, and bonus opportunities. Compensation considerations are based on location, experience, and skills. The suggested pay range for this position is: Pay Range $133,800 - $214,200 USD DLR Group is an integrated design firm delivering architecture, engineering, interiors, planning, and building optimization for new builds, renovations, and adaptive reuse projects. We are 100% employee-owned: every employee is literally invested in our clients’ success. At the core of our firm are interdisciplinary teams engaged in every step of project lifecycles. Our teams champion true collaboration, open information sharing, shared risk and reward, value-based decision making, and proficient use of technology to deliver exceptional design. We are pursuing the goals of the 2030 Challenge, the ME2040, and the SE2050, and are an initial signatory of the China Accord and the AIA 2030 Commitment. Through our values – commitment, creativity, environmental stewardship, fun, integrity, ownership, sharing, teamwork – we elevate the human experience through design, together. DLR Group follows a four-day in-office work model, with employees having the flexibility to work somewhere other than the office on Fridays. We are proud to be an Equal Opportunity/Affirmative Action/M/F/Veteran/Disabled employer. Why are you being asked to complete this form? We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years. Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at . How do you know if you have a disability? A disability is a condition that substantially limits one or more of your "major life activities." If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to: Alcohol or other substance use disorder (not currently using drugs illegally) Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS Blind or low vision Cancer (past or present) Cardiovascular or heart disease Celiac disease Cerebral palsy Deaf or serious difficulty hearing Diabetes Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders Epilepsy or other seizure disorder Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome Intellectual or developmental disability Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD Missing limbs or partially missing limbs Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports Nervous system condition, for example, migraine headaches, Parkinson's disease, multiple sclerosis (MS) Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities Partial or complete paralysis (any cause) Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema Short stature (dwarfism) Traumatic brain injury Disability Status Select... 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