Executive Director, Total Rewards

Reporting to the Chief Human Resource Officer, the Executive Director, Total Rewards is a strategic people leader who owns the enterprise-wide total rewards philosophy, strategy, and governance for a complex, global healthcare technology organization. This role sits on the extended HR leadership team and is a primary advisor to the CHRO, executive leadership, and the Compensation Committee on all matters of pay, benefits, and workforce investment.

This role sets the multi-year direction for compensation, benefits, wellbeing, HR systems, and payroll strategy, and builds the organizational capability to execute that direction at scale. The Executive Director translates business strategy including growth, M&A, transformation, and market positioning into total rewards programs that differentiate GHX as an employer, protects the company's financial and regulatory position, and enables a high-performance culture.

The ideal candidate combines executive presence and strategic vision with the analytical depth and hands-on judgment to guide high-stakes decisions from Board compensation materials to plan design trade-offs in a dynamic, data-driven environment.

Key Responsibilities:

Total Rewards Strategy & Enterprise Ownership

Own and evolve the enterprise total rewards philosophy, strategy, and multi-year roadmap in direct partnership with the CHRO and executive leadership team

Ensure programs support retention of critical talent, scalability, and performance differentiation at an enterprise level, including through periods of growth, restructuring, and M&A

Partner with the CEO, CFO, and Finance leadership to align total rewards investment with company financial strategy, workforce planning, and long-range business plans

Serve as the senior-most subject matter expert and escalation point for HR leadership and business executives on compensation, benefits, and total rewards governance

Represent total rewards strategy and recommendations directly to the Board and Compensation Committee, including preparation of executive and Board-level materials

Compensation Strategy & Design

Set enterprise compensation architecture, including job architecture, global salary structures, incentive plan design, and philosophy

Own the design, governance, and Board reporting of executive compensation programs, including equity, in partnership with the CPO and outside compensation counsel/consultants

Direct annual compensation planning cycles enterprise-wide, including merit, bonus, and equity processes, ensuring consistency, compliance, and cost discipline

Direct ongoing market analyses and benchmarking strategy to ensure internal equity and external competitiveness across all geographies

Provide executive counsel on organizational design, workforce planning, and retention strategy at the enterprise level

Benefits & Wellbeing Strategy

Own the enterprise strategy and governance for health, wellness, retirement, and absence programs, balancing employee experience, cost management, and compliance across a growing global footprint

Set benefits governance strategy, including plan design philosophy, vendor strategy, funding approach, and program performance standards

Own the enterprise wellbeing strategy, including mental health and workforce sustainability initiatives, as a driver of engagement and retention

Direct open enrollment strategy and execution, ensuring a seamless, high-quality employee experience at scale

Operational Excellence & Vendor Management

Own end-to-end governance of total rewards operations, including annual cycles, audits, renewals, and open enrollment, with accountability to the CPO and executive leadership for outcomes

Direct strategic relationships with external partners, consultants, and vendors, negotiating enterprise agreements that optimize service delivery, risk, and cost efficiency

Drive enterprise-wide process transformation and scalable infrastructure across total rewards operations

Ensure data integrity and process governance across HRIS platforms and vendor integrations, setting standards for the broader team

Own payroll governance, ensuring accurate, timely, and compliant processing across all jurisdictions and alignment with total rewards strategy

Data, Insights & Technology Enablement

Set the strategic agenda for how HRIS data, analytics, and modern tools are used to drive total rewards decision-making and transparency enterprise-wide

Champion the adoption of automation and AI in compensation benchmarking, pay equity analysis, and workforce insights, evaluating build/buy/partner decisions

Establish enterprise metrics and executive dashboards to evaluate program effectiveness, cost, and engagement, translating insights into executive-ready recommendations

Ensure use of technology aligns with data privacy, regulatory requirements, and ethical standards

Stakeholder Engagement & Communication

Serve as a trusted strategic partner to the CEO, CFO, General Counsel, and business unit leaders on total rewards matters

Own the enterprise communication strategy for total rewards, ensuring employees and managers understand and value the full offering

Build manager and HR Business Partner capability enterprise-wide in understanding and applying compensation and benefits programs

Team Leadership

Build, lead, and develop a global total rewards organization spanning compensation, benefits, systems, and payroll functions

Develop the next generation of total rewards leadership through coaching, succession planning, and structured development

Foster a culture of collaboration, continuous improvement, and data-driven decision-making across the function

Required Qualifications:

15+ years of progressive experience in total rewards, including 8+ years in a senior leadership role directing compensation, benefits, and/or HRIS/payroll functions

Demonstrated experience owning total rewards strategy at an enterprise or executive level, including direct exposure to Board or Compensation Committee reporting

Proven track record designing and governing compensation and benefits programs, including executive compensation, in complex, global organizations

Deep expertise in compensation governance, equity administration, and regulatory compliance across multiple jurisdictions

Experience leading total rewards through high-growth, transformation, or M&A environments, including due diligence and post-merger integration

Strong financial and executive-level analytical acumen, with a track record of connecting rewards strategy to business and shareholder outcomes

Demonstrated ability to leverage data, analytics, and HR technology to drive operational efficiency and strategic insight at scale

Experience working with global teams, including India and/or EU-based talent

Extensive HRIS knowledge; Dayforce experience strongly preferred

Executive-level influencing and communication skills, with credibility at the CEO, CFO, and Board level

Experience preparing compensation materials for a Board, Compensation Committee, or public company disclosure context

This role requires approximately 20–25% annual travel, including collaboration events, HR meetings, and regular engagement with executive leadership.

Preferred Qualifications:

Experience in technology companies, SaaS specifically, private equity ownership exposure highly preferred

Demonstrated experience taking a company self-funded or self-insured

Experience leading enterprise-wide modernization or transformation of total rewards programs or processes

Familiarity with AI, automation, or advanced analytics solutions in HR or business operations

CCP (Certified Compensation Professional) or equivalent certification

MBA preferred

Leadership Profile:

Commercially minded and results-oriented, with enterprise-level program ownership and accountability

Sound