Position Overview
The Global Head of Total Rewards is a strategic role responsible for designing, governing, and delivering a comprehensive, market-competitive, and values-aligned total rewards strategy for a publicly traded, multinational organization. Reporting to the CHRO, this role ensures pay-for-performance alignment, supports talent attraction and retention across geographies, and meets the governance and disclosure requirements of a public company. The role leads global compensation, benefits, executive compensation, equity programs, and rewards governance, partnering closely with the Board Compensation Committee, executive leadership, Finance, Legal, and external advisors.
Key Job Responsibilities Summary
Develop and execute a global total rewards strategy aligned with business priorities, talent strategy, and shareholder expectations.
Lead executive and equity compensation programs and partner with the Board Compensation Committee.
Own public company compensation governance and regulatory disclosures.
Design and manage global compensation programs and annual pay cycles.
Provide strategic oversight of benefits, well-being, and retirement programs.
Partner with VP HR Operations/technology to execute global pay equity and transparency efforts.
Partner with Finance on budgeting, forecasting, and financial controls.
Lead and develop a high-performing global total rewards team.
Benefits Design and Administration
Strong knowledge in design, funding, compliance, administration, and communication of employee benefits programs.
Establish strategy for global benefits and continuously evaluate all benefits plans to ensure they are cost effective, competitive, and meet the needs of the employees and the company.
Propose plan changes for utilization and financial impact.
Provide recommendations to the Benefit Committee for the annual benefits and compensation budget.
Manage execution and administration of company-wide health and welfare programs for all employees including group medical, dental, vision, life, disability, retirement, and voluntary benefit programs.
Work effectively with external vendors and service providers.
Apply comprehensive knowledge of federal and state regulations (FLSA, ADA, FMLA, ACA).
Compensation Design and Administration
Develop, implement, and manage base and variable compensation programs that ensure competitiveness and sound administration policies.
Align pay programs with company vision and core values.
Monitor the effectiveness of existing compensation policies and incentive plans.
Recommend plan revisions as well as new plans that are cost effective and consistent with compensation trends and corporate objectives.
Lead the deployment of a global standardized job leveling structure which supports career development across the entire organization.
Execution of all merit and incentive plans in collaboration with leadership and payroll.
People Development
Lead a team responsible for the day to day employee benefits and compensation administration.
Role model both how to lead/coach/develop talent while concurrently showing willingness and ability to execute staff work in partnership with the team
Create a culture of service and innovation that results in effective delivery of plans to the entire organization.
Manage staff by setting clear goals and delegating tasks within appropriate deadlines.
Develop team to accomplish results through training, development, performance management and recognition.
Provide focused and continued training and coaching.
Monitor team performance, report on metrics, and discover improvement areas.
Encourage creativity, risk taking, and open communication.
Strategic Initiatives
Represents Total Rewards as a critical component to cross-functional projects.
Deliver simplification and continuous improvement of compensation and incentive plans globally.
Participate, lead, and drive HR transformational initiatives and strategic projects.
Assess all existing processes and procedures; develop and implement new processes to improve efficiency and effectiveness of HR/payroll function.
Collaborate with HR, Finance, Operations, and Legal is critical to ensure programs and systems are optimized.
Identify new approaches leveraging AI/Automation for benchmarking compensation relative to jobs, job levelling and incentive performance analysis.
Job Qualifications
Bachelor's degree required; MBA or advanced degree preferred.
12+ years of progressive total rewards experience in a global organization.
Strong public company executive compensation and equity experience.
Proven experience supporting Boards and Compensation Committees.
Strong financial, analytical, and strategic capabilities.
Experience in multinational, matrixed organizations.
Familiarity with global HRIS and equity administration platforms.
Experience managing compensation consultants and benefit brokers
Exceptional leadership, collaboration, influence, and communication skills.
Experience with systems used for compensation planning, modeling and market research.
Excellent management skills, with experience in managing a staff of at least 6 and building a culture of customer service focus.
Excellent verbal and written communications skills
Competencies
Executive presence and Board-level credibility.
Strategic and analytical mindset.
Sound judgment and integrity.
Ability to simplify complex topics.
Global mindset and cultural fluency.
INDCORP
LI-EL
Salary Pay Range: $212,278.00 - $275,961.00
The compensation offered for this role is determined based on the qualifications outlined in the job posting for the specified location. Final compensation is based on a number of factors including location, travel, relevant work experience, or particular skills and expertise. In addition, some positions may be eligible for other compensation such as potential overtime, bonuses or incentives.
Encore is committed to providing the best benefits options for our employees and families. Click here to view the benefits options for our employees worldwide.
We pride ourselves on cultivating a welcoming culture where every individual is celebrated for their unique strengths and differences. Click here to view details on our commitment to inclusivity and belonging.
All qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, age, marital status, pregnancy, genetic information, or other legally protected status.
