Director of Total Rewards

The Director, Total Rewards is responsible for the strategic and operational leadership of the organization's compensation and benefits programs. Reporting to the Associate Vice President, Total Rewards, this role oversees the day-to-day administration, design, implementation, and continuous improvement of compensation, benefits, retirement, recognition and well-being programs as well as the HR Solution Center. The Director ensures programs remain competitive, equitable, compliant, and aligned with organizational goals while supporting talent attraction, retention, and employee engagement.

The Director serves as a key advisor to HR and business leaders on compensation and benefits matters, leveraging market data, workforce analytics, and industry best practices to inform recommendations and program decisions. This role leads a team of compensation and benefits professionals and collaborates closely with Finance, Legal, Payroll, HRIS, and external vendors to ensure effective program delivery, regulatory compliance, and exceptional employee experience.

Located in Boston and the surrounding communities, Dana-Farber Cancer Institute is a leader in life changing breakthroughs in cancer research and patient care. We are united in our mission of conquering cancer, HIV/AIDS, and related diseases. We strive to create an inclusive, diverse, and equitable environment where we provide compassionate and comprehensive care to patients of all backgrounds, and design programs to promote public health particularly among high-risk and underserved populations. We conduct groundbreaking research that advances treatment, we educate tomorrow's physician/researchers, and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.

Primary Duties and Responsibilities

• Lead the day-to-day administration, design, and delivery of compensation, benefits, retirement, and well-being programs.
• Oversee the HR Solution Center (HRSC) strategy and operations. Ensure high quality delivery standards are met and performance metrics are tracked and reported.
• Oversee compensation programs, including job evaluations, salary structures, market pricing, annual compensation planning, and pay practices.
• Direct benefits and retirement plan administration, including vendor management, plan operations, employee communications, and open enrollment activities.
• Analyze market trends, workforce data, and program metrics to develop recommendations that support organizational and talent strategies.
• Partner with HR and business leaders to provide guidance on compensation, benefits, organizational changes, and workforce planning initiatives.
• Ensure compliance with applicable compensation, benefits, retirement, and leave regulations while maintaining effective program governance.
• Lead process improvement, technology enhancement, and operational efficiency initiatives to improve service delivery and employee experience.
• Develop and lead a high-performing Total Rewards team while supporting the execution of departmental goals, budgets, and strategic priorities. Hire, develop, and manage staff to achieve organizational goals. Set clear expectations, deliver feedback, and monitor performance for quality, efficiency, and compliance with policies and procedures. Mentor staff, foster career growth, and cultivate a positive and productive work environment.

Knowledge, Skills and Abilities

• Comprehensive knowledge of compensation, benefits, retirement, and well-being programs, including program design, administration, and compliance.
• Strong understanding of compensation strategy, job evaluation, salary administration, market pricing, and pay equity principles.
• Knowledge of federal and state regulations governing compensation, benefits, retirement, and leave programs.
• Demonstrated ability to analyze workforce, market, and program data to support decision-making and program effectiveness.
• Proven leadership experience managing compensation and benefits functions and developing high-performing teams.
• Strong communication, consulting, and relationship-building skills, with the ability to influence stakeholders at all levels.
• Experience leading cross-functional initiatives and partnering effectively with HR, Finance, Legal, Payroll, HRIS, and operational leaders.
• Demonstrated success driving process improvements, technology enhancements, and operational efficiencies within a complex organization.

Minimum Job Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Finance, or related field required. Master’s degree (MBA, MHA, or related discipline) preferred.
• 8-12 years of progressive HR experience, with a strong focus in compensation, benefits, or total rewards required.
• 3–6 years of leadership experience, including managing professionals, programs, and/or functional areas required.
• Demonstrated experience with complex total rewards programs in large, matrixed organizations required.
• Healthcare or highly regulated industry experience preferred.
• Deep experience in compensation and/or benefits design and administration preferred.
• Experience leading annual compensation cycles, benefits renewals, or enterprise-wide programs preferred.
• Professional certifications such as CCP (Certified Compensation Professional), CEBS (Certified Employee Benefit Specialist), SHRM-SCP, or SPHR preferred.

License/Certification/Registration Required: None

Supervisory Responsibilities: Yes

• Directly oversees total rewards teams.

Patient Contact: No

At Dana-Farber Cancer Institute, we work every day to create an innovative, caring, and inclusiveenvironment where every patient, family, and staff member feels they belong. As relentless as we are in our mission to reduce the burden of cancer for all, we are committed to having faculty and staff who offer multifaceted experiences. Cancer knows no boundaries and when it comes to hiring the most dedicated and compassionateprofessionals, neither do we.

Dana-Farber Cancer Institute is an equal opportunity employer and affirms the right of every qualified applicant to receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, national origin, sexual orientation, genetic information, disability, age, ancestry, military service, protected veteran status, or other characteristics protected by law.

EEO Poster

Pay Transparency Statement

The hiring range is based on market pay structures, with individual salaries determined by factors such as business needs, market conditions, internal equity, and based on the candidate’s relevant experience, skills and qualifications.

For union positions, the pay range is determined by the Collective Bargaining Agreement (CBA).

$192,400.00 - $229,600.00