Director of Total Rewards

Job Description

Job Description

Position Title: Director of Total Rewards

Safety Sensitive: No

Supervisor’s Title: Chief People Officer

FLSA Status: Exempt

Department: People and Culture

Division: Human Resources

This is an onsite position. This role will not be remote.

ABOUT US

We are IndyGo, a Municipal Corporation of Indianapolis–Marion County, and we’re proud to be the largest public transportation provider in the state of Indiana. We operate 30 transit routes throughout the county, providing nearly 10 million passenger trips a year to the citizens of our region. IndyGo is committed to expanding mobility options to improve connectivity in alignment with the company’s mission, vision, and goals.

WHO WE ARE

A key measure of any great city is the ease of getting from one place to another. We call it “mobility.” It’s as essential as access to electricity and clean water. It’s what moves a city forward to become a better place of opportunity and community. Mobility reflects a city’s vitality, potential, and civic priorities. It makes a city a better home and a better place to visit. At IndyGo, getting people from one place to another is about more than just moving riders. It’s about helping our riders reach their hopes and dreams, their education and careers, their families and friends, their health and well-being, and another day of life in Indianapolis and the surrounding areas. We’re here because you’ve got somewhere to be—and you need an easy, reliable way to get there. So come on; get on and get going to wherever you want to go with IndyGo.

INDYGO MISSION

As the region's largest transit authority, we are duty-bound to set the bar for transparency, trust, and overall professionalism.  

Accountability: We are legally, ethically, and morally committed to utilizing all resources responsibly with integrity and transparency.   

Adaptability: We adapt to disruptions through technology, workforce and ridership innovations, so we can meet the evolving needs of our community. 

Workplace Culture: We offer an empowering workplace to meet the needs of our teammates and riders.

Compassion: We promote, embrace and value all individuals, treating each other with dignity and respect.

Communication: We value open and honest conversations with each other, our riders and the community.       

Excellence: We are proud of who we are and the work we do and will continue to exceed customer expectations.

Responsibility: We will be good stewards of our resources.

Results: We make things better today than they were yesterday.

Safety: We ensure safe and secure environments.

BENEFITS WE OFFER

• Full-time positions with guaranteed 40 hours per week

• Medical, dental, and vision coverage (effective on the first of the month following 30 days of employment)

• Free on-site wellness clinic for employees and their families

• Retirement plans (401A and 457B)

• Tuition reimbursement

• Free IndyGo transportation for employees and their families

• Eligibility for the Federal Loan Forgiveness Program

POSITION SUMMARY

The Director of Total Rewards provides strategic leadership for IndyGo’s compensation, benefits, retirement, and rewards programs to ensure the organization attracts, retains, and motivates a high-performing workforce.

This role develops and implements a comprehensive Total Rewards strategy that aligns with IndyGo’s mission, workforce needs, and fiscal stewardship. The Director ensures that compensation and benefits programs are competitive in the labor market, internally equitable, and compliant with applicable regulations.

The Director partners closely with executive leadership and business leaders, Finance, HR colleagues, and external advisors to design reward programs that support organizational performance, employee wellbeing, and long-term workforce sustainability.

ESSENTIAL FUNCTIONS

Total Rewards Strategy

• Develop and lead IndyGo’s Total Rewards philosophy and strategy, aligning compensation, benefits, retirement, and reward programs with organizational priorities.
• Ensure reward programs support workforce attraction, retention, engagement, and performance.
• Advise executive leadership on labor market trends, compensation competitiveness, and workforce reward strategies.
• Partner with the Chief People Officer and Finance to ensure reward strategies align with organizational goals and fiscal responsibility.

Compensation Strategy & Governance

• Design and oversee IndyGo’s compensation architecture, including pay grades, salary structures, and compensation policies.
• Lead market benchmarking and compensation analysis to maintain competitive and equitable pay practices.
• Provide strategic guidance on executive compensation and compensation governance when needed.
• Partner with HR Business Partners and leadership on compensation decisions related to hiring, promotions, and organizational design.
• Ensure compliance with pay transparency, wage and hour laws, and public sector compensation requirements.

Benefits & Retirement Strategy

• Oversee the design and strategic direction of IndyGo’s health, retirement, and wellness programs.
• Manage relationships with benefits vendors and consultants, including contract negotiation and service oversight.
• Ensure benefits programs remain competitive, cost-effective, and supportive of employee wellbeing.
• Serve as chair or executive liaison for the 401a retirement investment committee.
• Partner with Finance to monitor benefits cost trends and develop sustainable funding strategies.

Leave & Benefits Program Strategy, Administration, and Compliance

• Establish and oversee organizational policy, program design, and administration for all leave programs, including FMLA, ADA, USERRA, workers’ compensation coordination, disability, and employer-provided leave benefits.
• Ensure consistent, compliant, and employee-centered administration of leave programs, including oversight of case management, documentation, and decision-making practices.
• Provide leadership and guidance on complex and high-risk leave and accommodation cases, including ADA interactive process, intermittent leave, and return-to-work scenarios.
• Partner across HR and business functions to ensure alignment on employee cases, attendance management, and workplace accommodations.
• Ensure compliance with all federal, state, and local leave laws and regulations, and maintain audit-ready documentation and practices.
• Monitor leave utilization trends, identify risks or patterns, and recommend program or policy improvements.

Compliance & Risk Management

• Ensure all Total Rewards programs and their administration comply with applicable federal, state, and local regulations including ERISA, ACA, COBRA, and wage and hour laws.
• Maintain policies and governance practices related to compensation, benefits, and retirement programs.
• Partner with Legal, Finance, and internal stakeholders to mitigate compliance and financial risks related to leave administration, accommodations, and benefits programs, ensuring consistent application and mitigation of legal and employee relations risk.

Rewards Communication & Employee Understanding

• Develop communication strategies that help employees understand the full value of their Total Rewards package.
• Partner with HR and Communications teams to improve transparency and understanding of compensation and benefits programs.
• Support employee engagement and trust through clear and accessible rewards communication.

Financial Stewardship & Program Effectiveness

• Monitor utilization, performance, and cost effectiveness of Total Rewards programs.
• Partner with Finance to manage benefits budgets and long-term financial forecasting.
• Continuously evaluate reward programs to ensure competitiveness, efficiency, and sustainability.

Leadership & Collaboration

• Lead and develop the Total Rewards team responsible for benefits strategy and program oversight.
• Partner with HR Business Partners, Talent, Employee Experience, and Finance to ensure alignment across the employee lifecycle.
• Build strong relationships with vendors, consultants, and external partners supporting rewards programs.

QUALIFICATIONS

Education

• Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field required.
• Master’s degree or professional certification (CCP, CEBS, SHRM-SCP, or SPHR) preferred.

Experience

• 8+ years of progressive experience in compensation, benefits, or Total Rewards leadership.
• 3+ years managing Total Rewards programs or teams.
• Experience designing compensation structures and conducting labor market benchmarking.
• Experience managing benefits strategy and vendor relationships.
• Experience advising senior leaders on compensation and workforce reward strategies.

Key Competencies

• Strategic thinking and business acumen
• Compensation design and pay governance
• Benefits and retirement plan strategy
• Financial and cost management
• Regulatory compliance
• Data-informed decision making
• Executive communication and influence
• Change leadership and program implementation

Working Conditions

• Office-based work environment. Regular on-site presence is considered an essential function of this senior leadership role due to the need for in-person collaboration and operational leadership
• Ability to remain stationary for extended periods
• Occasional local travel may be required

Equal Opportunity Employer

IndyGo is an Equal Opportunity Employer and values diversity, equity, and inclusion in our workforce.