Total Rewards Policy & Compliance Specialist

IGT, where innovation meets entertainment on a global scale! From the casino floor to your mobile screen, we deliver thrilling, responsible, and unforgettable gaming experiences—powered by world-class content, strong technical and commercial capabilities and nurtured by a culture of collaboration, accountability, and ownership. Whether it’s spinning reels, placing bets, or enabling secure payments, we turn innovation into impact through disciplined execution and long‑term value creation. With a team of over 6,000 employees across 30+ countries and products delivered in more than 100 jurisdictions worldwide, we operate at scale while staying closely connected to customers we serve. If you’re ready to bring your talent to a team shaping the future of entertainment, your next big move starts here – Overview We are seeking an experienced Total Rewards & Compliance Specialist to unify compensation, benefits, and labor/regulatory compliance across legacy IGT and Everi during an exciting time of harmonization. This critical role will help reconcile two sets of pay structures, benefit policies, time away/holiday policies and compliance obligations into a single, equitable, and legally sound Total Rewards framework. You'll measure success by harmonized pay and benefit policies adopted on schedule, a defensible pay-equity and compliance position across jurisdictions, and a smooth transition with minimal disruption to employees. This is an AI-forward role: you'll load existing pay, benefits, and compliance documents into AI tools to accelerate analysis and modeling, then apply your expertise to pressure-test every output for accuracy, equity, and legal soundness. Policy harmonization is the focus, but you may also lend your compliance or total rewards expertise to related work across the combined organization as needs arise. Work Location This is a temporary engagement running through December 2026, with the opportunity to extend. This role is a hybrid role based at either our Las Vegas or Reno offices. What You'll Do Build the policy inventory. Create and maintain a complete inventory of existing compensation, benefits, and compliance policies across both legacy companies and flag the policies and controls the combined company will need but neither has yet, so no gaps are left open. Compare and reconcile legacy IGT and Everi compensation structures, salary ranges, incentive and commission plans, time off, holiday and benefit programs surfacing gaps, conflicts, and cost implications. Put AI to work. Load existing IGT and Everi compensation, benefits, and compliance documents into AI tools to accelerate analysis, modeling, and first-draft recommendations then validate every output for accuracy, pay equity, and legal soundness, keeping human judgment in the loop. Design the harmonized framework. Shape policies and procedures around job architecture, pay bands, bonus/commission design, and benefits approach, modeling the cost and employee impact of each option. Map the compliance landscape. Reconcile wage-and-hour, pay transparency and equity, benefits (ACA/ERISA), and applicable collective bargaining obligations across the combined footprint. Support benefits decisions. Coordinate medical/dental/vision, retirement, and leave-related pay harmonization in partnership with brokers and vendors. Drive alignment. Partner with HR, Legal, Finance, and business leaders to socialize recommendations, resolve differences, and secure sign‑off. Land the change. Build the manager guidance and employee communications needed to roll policies out, post policies in the right places, and track adoption through to completion. Make it decision‑ready. Build the analysis, documentation, and employee/manager communications needed to implement changes, and track adoption through to completion. Flex into broader policy and compliance work. As needs arise, lend your expertise to other policy harmonization and compliance efforts across the combined organization including supporting compliance audits by helping collect and organize compensation, benefits, and regulatory data, documentation, and evidence. What You Bring 7+ years in Total Rewards, compensation, and/or benefits, with hands‑on policy design and analysis. Demonstrated experience developing compliant compensation, benefits, and labor policies at the state, federal, and global level and securing the leadership alignment needed to get them adopted. Comfortable working hands‑on with AI. You're eager to use AI to accelerate analysis and drafting prompting effectively, reviewing outputs critically, and knowing where human judgment must stay in charge, especially on compliance and pay equity. Prior experience using AI for document or data analysis is a plus. M&A or integration experience preferred you've harmonized pay and benefits policies through a merger, acquisition, or major reorganization before. Strong command of relevant compliance: FLSA/wage-and-hour, pay transparency and equity, ACA/ERISA, and multi‑state considerations; CBA experience a plus. A proven ability to influence and align stakeholders across Total Rewards, Finance, Legal, and the business. Highly organized and self‑directed, comfortable owning a large body of work end‑to‑end on a defined timeline and with accountability to a project plan you manage including building from a blank page where a needed policy doesn't exist yet. Nice to have: SAP SuccessFactors (or comparable HRIS) and/or ServiceNow experience and exposure to regulated industries. What's in It for You Shape the pay and benefits foundation for 6,000+ employees across the newly combined company. High‑visibility work with senior Total Rewards, Finance, and Legal leaders on a core part of company harmonization. A clearly scoped engagement with real ownership of a framework that endures well beyond the project with potential for extension depending on business needs. IGT is committed to sustaining a workforce that reflects the diversity of the global customers and communities we serve and to fostering an inclusive environment where all employees feel valued, respected, and engaged. IGT is an equal opportunity employer and provides equal employment opportunities without regard to race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, veteran status, genetic information, or any other characteristic protected by applicable law. We thank all applicants for their for applying; however, only those selected to interview will be contacted. At IGT, we consider a wide range of factors in determining compensation, including skills, experience, education, and geographic location. These factors may result in variation in starting pay. The estimated starting compensation range for this role is $135,000- $180,000 annually USD, based on a good‑faith assessment at the time of posting. Actual compensation may vary. IGT complies with all applicable pay transparency and compensation laws and collective bargaining agreements, where applicable. Base pay is one component of IGT’s total rewards program. Depending on the role, employees may be eligible for bonus or commission opportunities. IGT also offers a comprehensive benefits package, which may include a 401(k) savings plan with company contributions, medical, dental, and vision insurance, life and disability coverage, paid time off, tuition reimbursement, and other wellness programs, subject to eligibility requirements. IGT is the global leader in gaming. For more information, please visit #J-18808-Ljbffr IGT