Director, Total Rewards

Own producer and sales compensation for Oswald, transferring knowledge, plan logic, and calculation history from Finance Document, rationalize, and simplify plans, commission structures, splits, production credit rules, and exceptions Own accurate, timely producer commission and incentive calculations and payouts Serve as the point of contact for producers regarding plan mechanics, statements, and disputes Partner with Finance on funding, accruals, forecasting, and reconciliation Build the enterprise compensation governance framework, including pay philosophy, job architecture, leveling methodology, salary structures, and pay decision guardrails Document policies, approval thresholds, and exception handling Own annual merit, promotion, and incentive cycles, including budget modeling and manager tools Advise leaders on offers, retention, internal equity, and organizational changes Ensure compliance with FLSA, pay transparency laws, and pay equity obligations Own the benefits portfolio, including health and welfare, retirement, leave, and wellbeing programs Lead annual renewals and open enrollment, including plan design modeling, cost-sharing recommendations, and employee communications Manage broker, carrier, and administrator relationships Analyze cost, claims, and utilization trends for design and cost-containment opportunities Own benefits compliance and governance, including ACA and ERISA requirements Lead, coach, and develop the Total Rewards Partner Review analytical work and ensure analyses include clear recommendations Deliver executive-ready reporting on pay competitiveness, incentive performance, and benefits cost Own the design and effectiveness of recognition programs Report to the Chief People Officer and partner with Platform Presidents, Finance, HR Operations, Talent Business Partners, and Legal Handle sensitive pay data with strict confidentiality and sound judgment Requirements Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related field, or equivalent experience Eight or more years of total rewards experience with depth in both compensation and benefits Direct experience designing and administering sales or producer compensation for client-facing teams, including commission structures, splits, and production credit Demonstrated success automating a manual compensation process, including tool selection, implementation, and controls Experience building compensation structure and governance where little existed Hands-on benefits ownership, including renewals, open enrollment, broker management, and compliance People leadership experience Advanced Excel and strong modeling skills Experience with HRIS and compensation or commission platforms Credibility with Finance and ability to present clearly to executives Preferred: Insurance brokerage, risk advisory, or professional services experience Preferred: Familiarity with book of business economics, new business versus renewal treatment, and validation of production credit Preferred: Experience in a multi-entity or acquisitive organization, including harmonizing pay programs after acquisition Preferred: CCP, CBP, SHRM-SCP, or SPHR certification Core Competencies Demonstrates expertise in total rewards management, including compensation and benefits design, governance, and compliance. Proficient in advanced Excel modeling, HRIS systems, and effective communication with finance and executive leadership. Highest-signal resume keywords Total Rewards Management Compensation Structure Design Benefits Compliance Advanced Excel Modeling People Leadership Experience ATS Optimization Keywords Hard Skills Compensation Design Benefits Administration Commission Structures Data Analysis Budget Modeling Automation of Compensation Processes Governance Framework Development Cost-Containment Analysis HRIS Proficiency Pay Equity Compliance Soft Skills Effective Communication Leadership Collaboration Problem-Solving Judgment Certifications & Qualifications CCP CBP SHRM-SCP SPHR Industry Keywords Total Rewards FLSA Compliance Pay Transparency Laws ACA Requirements ERISA Requirements Insurance Brokerage Risk Advisory Professional Services Client-Facing Teams Multi-Entity Organizations Tools & Technologies HRIS Compensation Platforms Modeling Tools Reporting Tools Broker Management Systems #J-18808-Ljbffr