Director, Total Rewards

Company Overview

Omni is a newly independent global company spanning North America, LatAm, Europe and Asia Pacific with operations across commercial print, manufacturing, sales, and corporate functions. As a newly standalone entity, Omni is building its HR infrastructure, systems, and processes, creating an opportunity to help shape talent acquisition capability for the company's future.

Job Description

The Director, Total Rewards is a critical member of Omni's newly formed Human Resources organization, reporting directly to the Chief Human Resources Officer (CHRO). As Omni's sole dedicated Total Rewards professional at launch, this individual will own the design, implementation, and ongoing administration of all compensation and benefits programs globally, spanning the United States, Latin America, the United Kingdom, and Asia-Pacific.

This is a greenfield opportunity for a seasoned Total Rewards professional who thrives in ambiguity, can build programs from the ground up, and is comfortable operating as a strategic partner to senior leadership while also rolling up their sleeves to execute. The Director, Total Rewards will work closely with the CHRO and collaborate across the broader HR team to deliver a cohesive and competitive total rewards experience for all Omni employees.

Key Responsibilities

Compensation

• Own and manage the design, implementation and ongoing evaluation of Omni's global compensation programs, policies, and procedures.
• Lead compensation processes including survey participation, job evaluation, salary structure development, base pay administration, and incentive plan design and analysis.
• Develop and maintain competitive salary structures across all geographies that attract and retain top talent.
• Oversee global compensation benchmarking through outsourced benchmarking partners, ensuring Omni's pay positioning remains competitive and equitable across all markets.
• Manage the annual compensation review and merit increase processes, partnering with HRBPs and people managers to reward performance consistently and fairly.
• Partner with the CHRO and Finance leadership on compensation budgeting and workforce cost modeling.

Executive Compensation

• Lead executive compensation benchmarking against relevant peer and market data, partnering with the CHRO to inform pay positioning for senior leadership roles.
• Support the design and administration of the annual incentive (bonus) plan, including goal-setting frameworks, funding mechanics, and payout calculations.
• Partner with the CHRO and executive leadership on the design and administration of any long-term incentive (LTI) programs, including plan mechanics, vesting, and participant communications, as Omni's structure under its private equity ownership evolves.

Benefits

• Design, implement, and administer Omni's benefits programs across all regions, including health and welfare, wellness, and work-life programs, tailoring plan design to local market norms and statutory requirements in each country.
• Serve as the primary relationship manager for outsourced health, welfare, and benefits administration vendors across all regions, ensuring cost-effective, high-quality delivery and a seamless employee experience.
• Oversee Employer of Record (EOR) provider relationships across Mexico, India, Hong Kong, New Zealand, Singapore, Japan, and China, ensuring compliance with local regulations and a consistent, positive employee experience regardless of geography.
• Lead annual benefits enrollment planning and execution across all regions, including communications, vendor coordination, and employee education, adapting timing and approach to local plan-year and regulatory requirements.
• Continuously evaluate benefits offerings across all geographies for competitiveness, cost-effectiveness, and alignment with employee needs, recognizing that the right mix of programs will vary by market.

Retirement Programs

• Own governance of Omni's U.S. 401(k) plan, including plan document administration, fiduciary and compliance oversight, and coordination with the plan's investment committee.
• Serve as the primary relationship manager for outsourced retirement and pension vendors and recordkeepers, ensuring cost-effective, high-quality delivery and a seamless participant experience.
• Partner with the CHRO on the future direction of Omni's retirement offerings, including any non-U.S. retirement or pension programs; scope of this work may expand materially depending on the direction Omni takes.

HRIS & Systems Administration (ADP)

• Ensure compensation structures, benefits data, and employee records are accurately maintained in ADP system.
• Partner with the HR Analyst, Data Analytics to leverage ADP data and HR analytics to drive strategic Total Rewards decision-making.
• Support the configuration and ongoing optimization of ADP modules relevant to compensation and benefits administration.
• Maintain data integrity across all Total Rewards-related fields within ADP, supporting audit readiness and reporting needs.

Global Compliance & Governance

• Stay current on evolving compensation and benefits legislation across all operating geographies, including the Fair Labor Standards Act, Equal Pay Act, and Affordable Care Act in the U.S., as well as applicable laws in the U.K., Latin America, and Asia-Pacific.
• Partner with Legal, brokers, and third-party vendors to ensure all Total Rewards programs meet legal requirements and support Omni's business objectives, escalating emerging risks proactively.
• Partner with the General Counsel and In-House Counsel on matters requiring legal interpretation, and rely on benefits brokers, EOR partners, and other vendors as subject-matter resources on local regulatory requirements in each market.

Analytics & Reporting

• Partner with the HR Analyst, Data Analytics to analyze and report on Total Rewards metrics, including compensation competitiveness, benefits utilization, turnover trends, and program effectiveness.
• Use data insights to identify gaps, recommend program improvements, and present findings to the CHRO and senior leadership.
• Maintain and update compensation ranges and job architecture as Omni's workforce grows and evolves post-launch.

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, Finance, or a related field.
• 10–15+ years of progressive HR experience, with a minimum of 7 years of dedicated focus in compensation, benefits, or total rewards.
• Demonstrated global Total Rewards experience, including program management across multiple geographies (U.S., U.K., Latin America, and/or Asia-Pacific).
• Experience managing outsourced vendors and Employer of Record (EOR) providers across multiple international markets.
• Strong knowledge of job evaluation principles, salary benchmarking methodologies, and market pricing tools.
• Strong analytical skills with the ability to translate data into actionable recommendations.

Preferred Qualifications

• Experience working within a carve-out, divestiture, or newly standalone company environment.
• Experience presenting Total Rewards strategies and data to senior HR, executive leadership, and Board or Compensation Committee stakeholders.
• Experience with external survey data sources such as Radford (Aon), Mercer, or Willis Towers Watson.
• Relevant professional certifications such as CCP (Certified Compensation Professional), CEBS (Certified Employee Benefits Specialist), or SHRM-SCP.

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What’s in it For You?

• Hybrid Work Model: We’ve adopted a flexible hybrid working environment for our office-based roles while delivering a seamless experience that is digitally and physically connected.
• Flexibility & Work-Life Balance: Flex My Way is a set of supportive workplace policies designed to help manage personal and professional responsibilities, whether caring for family, giving back to the community, or finding time to refresh and reset. This builds upon our flexible work arrangements, including work from anywhere for up to 8 weeks per year, empowering employees to achieve a better work-life balance.
• Career Development and Growth: By fostering a culture of continuous learning and skill development, we prepare our talent to tackle tomorrow’s challenges and deliver real-world solutions. Our Grow My Way programming and skills-first approach ensures you have the tools and knowledge to grow, lead, and thrive in an AI-enabled future.
• Industry Competitive Benefits: We offer comprehensive benefit plans to include flexible vacation, two company-wide Mental Health Days off, access to the Headspace app, retirement savings, tuition reimbursement, employee incentive programs, and resources for mental, physical, and financial wellbeing.
• Culture: Globally recognized, award-winning reputation for inclusion and belonging, flexibility, work-life balance, and more. We live by our values: Obsess over our Customers, Compete to Win, Challenge (Y)our Thinking, Act Fast / Learn Fast, and Stronger Together.
• Social Impact: Make an impact in your community with our Social Impact Institute. We offer employees two paid volunteer days off annually and opportunities to get involved with pro-bono consulting projects and Environmental, Social, and Governance (ESG) initiatives.
• Making a Real-World Impact:  We are one of the few companies globally that helps its customers pursue justice, truth, and transparency. Together, with the professionals and institutions we serve, we help uphold the rule of law, turn the wheels of commerce, catch bad actors, report the facts, and provide trusted, unbiased information to people all over the world.

 

 

In the United States, Thomson Reuters offers a comprehensive benefits package to our employees. Our benefit package includes market competitive health, dental, vision, disability, and life insurance programs, as well as a competitive 401k plan with company match. In addition, Thomson Reuters offers market leading work life benefits with competitive vacation, sick and safe paid time off, paid holidays (including two company mental health days off), parental leave, sabbatical leave. These benefits meet or exceeds the requirements of paid time off in accordance with any applicable state or municipal laws. Finally, Thomson Reuters offers the following additional benefits: optional hospital, accident and sickness insurance paid 100% by the employee; optional life and AD&D insurance paid 100% by the employee; Flexible Spending and Health Savings Accounts; fitness reimbursement; access to Employee Assistance Program; Group Legal Identity Theft Protection benefit paid 100% by employee; access to 529 Plan; commuter benefits; Adoption & Surrogacy Assistance; Tuition Reimbursement; and access to Employee Stock Purchase Plan.

Thomson Reuters complies with local laws that require upfront disclosure of the expected pay range for a position. The base compensation range varies across locations. For any eligible US locations, unless otherwise noted, the base compensation range for this role is $137,200 USD - $254,800 USD. Base pay is positioned within the range based on several factors including an individual’s knowledge, skills and experience with consideration given to internal equity. Base pay is one part of a comprehensive Total Reward program which also includes flexible and supportive benefits and other wellbeing programs. This role may also be eligible for an Annual Bonus based on a combination of enterprise and individual performance.

About Us

Thomson Reuters informs the way forward by bringing together the trusted content and technology that people and organizations need to make the right decisions. We serve professionals across legal, tax, accounting, compliance, government, and media. Our products combine highly specialized software and insights to empower professionals with the data, intelligence, and solutions needed to make informed decisions, and to help institutions in their pursuit of justice, truth, and transparency. Reuters, part of Thomson Reuters, is a world leading provider of trusted journalism and news.

We are powered by the talents of 26,000 employees across more than 70 countries, where everyone has a chance to contribute and grow professionally in flexible work environments. At a time when objectivity, accuracy, fairness, and transparency are under attack, we consider it our duty to pursue them. Sound exciting? Join us and help shape the industries that move society forward.

As a global business, we rely on the unique backgrounds, perspectives, and experiences of all employees to deliver on our business goals. To ensure we can do that, we seek talented, qualified employees in all our operations around the world regardless of race, color, sex/gender, including pregnancy, gender identity and expression, national origin, religion, sexual orientation, disability, age, marital status, citizen status, veteran status, or any other protected classification under applicable law. Thomson Reuters is proud to be an Equal Employment Opportunity Employer providing a drug-free workplace.

Thomson Reuters makes reasonable accommodations for applicants with disabilities, including veterans with disabilities, and for sincerely held religious beliefs in accordance with applicable law. If you reside in the United States and require an accommodation in the recruiting process, you may contact our Human Resources Department at  View email address on powertofly.com . Disability accommodations in the recruiting process may include things like a sign language interpreter, making interview rooms accessible, providing assistive technology, or other relevant accommodations. Please note this email is not intended for general recruitment questions and we will promptly respond to inquiries regarding accommodations. More information on requesting an accommodation here.

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