The Senior Director of Benefits will design and oversee the company's multi-year benefits and wellness strategy while managing financial risks and compliance. They will lead a team to build scalable infrastructure and act as a strategic advisor to senior leadership regarding total rewards and company planning.
About the Role:
We're hiring a Senior Director, Benefits to help shape a benefits strategy that influences company performance and how Fetch takes care of its people. Fetch is building a strong Total Rewards program and we need someone who can connect the dots into a system that reflects one philosophy rather than a collection of separate decisions.
This is a builder's job with a leader's scope. You'll sit at the table with Finance and Legal on structural cost and risk trade-offs, and act as a trusted advisor to Fetch's senior leaders during company planning. You'll be measured less on whether open enrollment went smoothly and more on whether the infrastructure you build improves the employee experience, while moving the business forward, as Fetch grows and changes.
This is a full-time role that can be held from one of our US offices or remotely in the United States.
Role Responsibilities:
Build the strategy, design, and financial oversight for Fetch’s multi-year benefits and wellness roadmap and the infrastructure behind it so the benefits experience supports growth in headcount and complexity.
Lead Fetch's retirement program and fiduciary governance including plan design, plan sponsor obligations, and committee strategy with the requisite testing, filings, and annual audit.
Provide strategic oversight of leave, disability, and accommodation programs including the escalation model for complex or high-risk cases
Own the compliance control environment (ERISA, ACA, COBRA, HIPAA, Section 125, MHPAEA, state law) and stay ahead of the multi-state landscape a remote employer creates, leading the workstreams new-state expansion requires.
Own vendor, broker, and carrier strategy: service model, build-versus-buy, concentration risk, and the standards your team holds partners to.
Lead and develop a team and hold a high bar for work quality and ethics, not just output.
Use workforce analytics like enrollment, utilization, claims, leave, and sentiment to direct investment and to catch early signals of cultural erosion.
Protect Fetch’s credibility by building systems of transparency including clear documentation, accurate communication, and honest explanations when costs or plans change
Build executive consensus on trade-offs cost versus coverage, speed versus governance, standardization versus local relevance with a defensible recommendation, not just options.
Act as a thought partner to the VP, Total Rewards on compensation pressure-testing philosophy, structure, and cycle decisions and provide coverage on comp questions and escalations during planned absences
Keep Total Rewards in lockstep with People Partners, Payroll, Finance, and Legal
Minimum Requirements:
12+ years of progressive benefits and total rewards experience, including meaningful ownership of program strategy and design, not solely administration.
5+ years of people leadership, including experience managing managers
Deep U.S. expertise across healthcare and wellbeing, retirement, and leave and accommodations, including self-funded plan management, 401(k) fiduciary governance, and the regulatory landscape (ERISA, ACA, HIPAA, COBRA, Section 125, FMLA, ADA, multi-state leave) with the judgment to know when to bring in counsel.
Analytical fluency: comfortable modeling program cost, utilization, and ROI, and translating claims and workforce data into recommendations that senior executives across People, Finance, and Legal can act on.
Vendor and broker management depth, including RFPs, contract negotiation, and holding partners accountable to SLAs.
Executive presence and clear, concise communication that is tailored to context and audience
Experience in a high-growth, distributed, multi-state environment; supporting a remote workforce is a strong plus.
Working fluency in compensation fundamentals including job architecture and leveling, salary structures and pay bands, market data sources and methodology, and how a pay philosophy translates into practice.
Practical fluency with AI and automation tools, paired with sound judgment about confidential employee data, privacy, and where human oversight is non-negotiable.
Bachelor's degree or equivalent experience. CEBS, CBP, or SHRM-SCP preferred.
Compensation:
At Fetch, we offer competitive compensation packages including base, equity, and benefits to the exceptional folks we hire. The base salary range for this position is $208,986 - $245,866. Discover our benefits and how our employees live rewarded at https://fetch.com/careers.
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Marketing Manager
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