Director of Benefits and Compensation

Job Description

Job Description

Overview

 

Signature HealthCARE is looking for a Director of Total Rewards working onsite at our Corporate Office in Louisville, KY

Healthcare preferred!

 

 

As a member of a small leadership team, this role requires a working executive who can seamlessly balance strategic vision with day-to-day execution. This is not a purely advisory position; the ideal candidate thrives in a hands-on environment and leads by example.

Our Total Rewards position is a senior Human Resources executive responsible for the strategic leadership, design, implementation, governance, and continuous improvement of all compensation, benefits, and total rewards programs across the organization. In a skilled nursing and post-acute care environment, this role ensures Total Rewards programs support workforce stability, regulatory compliance, fiscal stewardship, and the attraction and retention of clinical and non-clinical talent essential to delivering high-quality resident care.

The role partners closely with executive leadership, operations, finance, legal, and external vendors to align Total Rewards strategy with organizational goals, labor market dynamics, and the complex regulatory landscape of healthcare.

Responsibilities

Total Rewards Stratecy & Leadership

• Provides leadership and drives the strategic implementation, planning, design, regulatory compliance, and risk mitigation of all compensation and benefits programs.
• Develops and maintains a comprehensive Total Rewards philosophy aligned with organizational values, workforce needs, and best practices.
• Establishes Total Rewards goals and implements specific programs to accomplish the organization’s compensation and benefits objectives while ensuring cost-effective implementation.
• Partners with Executive Leadership and Human Resources leaders to develop workforce strategies that support attraction, retention, engagement, succession planning, and long-term organizational growth.
• Advises executive leadership on Total Rewards strategy, workforce trends, labor market pressures, and financial impact in a skilled nursing and healthcare labor environment.

Compensation Programs

• Oversees the design and administration of base pay structures, incentive programs, shift differentials, premium pay, and retention programs.
• Ensures internal equity, pay transparency, and external competitiveness through job architecture, market benchmarking, and pay equity analysis.
• Partners with Finance to manage Total Rewards budgets, forecasting, and labor cost controls critical to SNF operations.

Benefits & Well-Being

• Provides executive leadership and strategic oversight for all health and welfare benefits, retirement programs, leave administration, and employee well-being initiatives, with a strong focus on affordability, cost containment, and long-term sustainability.
• Leads the development and execution of benefits strategies designed to manage trend, mitigate premium increases, and balance competitive offerings with fiscal responsibility in a highly regulated healthcare environment.
• Oversees relationships with health and welfare and retirement brokers, consultants, and third-party administrators, holding partners accountable for cost management strategies, market intelligence, plan performance, and regulatory compliance.
• Directs the governance and performance management of benefits vendors, including benefits administration platforms and call center partners, ensuring service excellence, efficient operations, strong data integrity, and cost-effective delivery models.
• Provides executive oversight of open enrollment and year-end benefits processes, ensuring accurate cost modeling, effective employee communications, operational readiness, and risk mitigation.
• Serves as executive sponsor for the evaluation, selection, and implementation of new benefits vendors and partners, with accountability for financial outcomes, integration effectiveness, and return on investment.
• Partners closely with Finance, HRIS, Payroll, and IT teams to align benefits strategy with budgeting, forecasting, and system capabilities, ensuring reliable data, seamless integrations, and informed decision-making.
• Continuously evaluates benefits utilization, vendor performance, and financial results to identify opportunities to reduce cost, improve plan efficiency, and support premium stability while maintaining a positive employee experience.

Compliance, Risk & Governance

• Ensures compliance with all applicable federal, state, and local laws and regulations related to compensation and benefits.
• Establishes governance frameworks, policies, and controls to mitigate financial, regulatory, and reputational risk.
• Works in close alignment with Legal, Compliance and external advisors to evaluate regulatory developments impacting the organization.

Board, Committee & Fiduciary Governance

• Serves as a key advisor to the Board of Directors on benefits strategy providing data-driven insights and recommendations.
• Leads the Benefits Committee and the 401(k) Governance Committee, ensuring strong fiduciary oversight, regulatory compliance, prudent financial stewardship, and alignment with organizational objectives.
• Participates as a management representative on the Compensation Committee and Compensation subcommittees, supporting compensation design, incentive structures, benchmarking, and governance processes.
• Partners with Legal, Finance, and external advisors to support committee charters, governance frameworks, documentation, and decision-making in accordance with fiduciary and regulatory standards.

Collaboration & Stakeholder Partnership

• Collaborates with internal functions and external partners to deliver market-sensitive Total Rewards strategies.
• Serves as a subject matter expert for HR Business Partners and operational leaders on compensation and benefits.
• Builds strong relationships with brokers, consultants, and vendors to ensure high-quality service delivery and competitive pricing.

Communication & Change Management

• Manages communication strategies to educate employees about Total Rewards offerings and programs.
• Ensures clear, consistent, and accessible communication to support understanding, engagement, and trust across clinical and non-clinical populations.
• Leads change management efforts related to new or revised compensation and benefits programs.

Analytics & Continuous Improvement

• Provides strategic direction for Total Rewards technology, including HRIS, benefits administration platforms, compensation systems, analytics tools, and vendor integrations
• Leverages data and analytics to measure Total Rewards effectiveness, employee engagement, turnover, and return on investment.
• Uses insights to drive continuous improvement and inform strategic decision-making.

Leadership & Team Development

• Leads, mentors, and develops the Total Rewards team, fostering a culture of accountability, service excellence, and collaboration.
• Ensures team capabilities align with the evolving needs of a complex healthcare organization.

 

• Meet physical and sensory requirements stated below and be able to work in the described environment.
• Identify and participate in process improvement initiatives that improve the customer experience, enhance workflow, and/or improve the work environment.
• Other special projects and duties, as assigned.

Qualifications

Education

• Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field required.
• Master’s degree preferred.

Experience

• Ten (10) or more years of progressive Human Resources experience, including significant leadership responsibility for compensation, benefits, and enterprise Total Rewards strategy.
• Senior leadership experience in healthcare, skilled nursing, post-acute care, or similarly regulated labor-intensive environments strongly preferred.
• Demonstrated experience partnering with executive leadership on enterprise-level Total Rewards strategy.

Skills & Competencies

• Strong strategic, financial, and analytical acumen.
• Deep knowledge of healthcare labor markets and regulatory requirements.
• Excellent communication and influencing skills.
• Ability to balance employee needs, regulatory compliance, and fiscal responsibility.
• High level of professionalism and confidentiality.