Total Rewards Director

SUMMARY

The Total Rewards Director leads the organization's compensation, benefits, and wellness strategies to attract, retain, and reward a high-performing workforce. Develops and executes a comprehensive Total Rewards strategy that aligns with organizational objectives, supports business growth, enhances the employee experience, and ensures programs remain competitive, compliant, and financially sustainable. Serves as the organization's senior advisor on Total Rewards strategy, executive compensation, incentive design, workforce cost modeling, and government contracting compensation practices.

Reporting to the Chief People Officer, the Director partners closely with key stakeholders within the organization as well as executive leadership to recommend Total Rewards programs, strengthen governance, and support organizational growth.  The Director will be providing leadership to the Compensation Manager as well as the Benefits Manager. 

ESSENTIAL REQUIREMENTS

Must be able to pass a background investigation.

Demonstrated experience developing enterprise compensation strategies and governance.

Strong financial, analytical, and business acumen.

KEY DUTIES AND RESPONSIBILITIES

Essential Duties and responsibilities include the following.  Other duties may be assigned.

Total Rewards Strategy

Develops and executes a comprehensive Total Rewards strategy aligned with organizational priorities and workforce needs.

Establishes and maintains the organization's Total Rewards philosophy, compensation governance framework, and pay practices.

Evaluates market trends, workforce data, and emerging practices to ensure programs remain competitive and sustainable.

Provides strategic leadership for compensation, benefits, and wellness programs that support talent attraction, engagement, and retention.

Serves as the executive advisor on Total Rewards strategy to senior leadership.

Compensation Strategy

Provides executive leadership and strategic direction for the modernization of the organization's compensation programs.

Partners with the Compensation Manager to design and implement salary structures, job architecture, career frameworks, market pricing methodologies, incentive programs, and compensation governance.

Oversees the organization's compensation philosophy, pay governance, and market competitiveness.

Reviews and approves compensation recommendations supporting promotions, market adjustments, organizational changes, and executive hiring.

Ensures compensation programs support internal equity, external competitiveness, compliance, and business objectives.

Provides strategic oversight for executive compensation programs, annual incentive plans, deferred compensation and long-term incentive plans.

Benefits & Wellness Strategy

Leads the ongoing evaluation of employee benefits and wellness programs.

Partners with brokers, consultants, and vendors to ensure programs remain competitive, cost-effective, and aligned with employee needs.

Evaluates emerging benefit offerings and recommends enhancements that strengthen the organization's employee value proposition.

Provides strategic oversight of annual Open Enrollment planning and employee communication strategies.

Ensures compliance with all applicable benefits regulations.

Government Contracting & Workforce Strategy

Partners with key stakeholders to support workforce planning and competitive labor pricing strategies for government contract proposals.

Provides strategic oversight for compensation modeling, labor cost assumptions, and market competitiveness supporting new business opportunities and contract renewals.

Evaluates compensation impacts related to Service Contract Act (SCA), Davis-Bacon Act (DBA), prevailing wage requirements, collective bargaining agreements, and other regulatory requirements, as applicable.

Supports workforce planning and labor cost forecasting to align talent strategies with business growth and profitability.

Workforce Planning & Financial Strategy

Partners with executive leadership to evaluate the financial impact of compensation and benefit investments.

Develops workforce cost models, scenario analyses, and executive dashboards that support strategic decision-making.

Utilizes analytics and market intelligence to identify trends, risks, and opportunities within Total Rewards programs.

Provides recommendations that balance market competitiveness, fiscal responsibility, and organizational objectives.

Leadership

Provides leadership, coaching, and development for the Total Rewards team that is committed to operational excellence and exceptional customer service.

Fosters collaboration across Human Resources and cross-functional business partners.

Establishes clear goals, performance expectations, and development plans for direct reports.

Executive Partnership

Serves as a trusted business advisor to executive leadership on Total Rewards strategy and workforce investments.

Presents recommendations, analyses, and program updates to executive leadership.

Translates complex compensation, benefits, and workforce analytics into meaningful business recommendations.

HR Technology Partnership

Partners closely with HR Operations and the HRIS team to ensure Total Rewards and Benefit programs are effectively supported through Workday and other HR technologies.

Collaborates on system enhancements, compensation planning, benefits configuration, reporting, testing, and process optimization while ensuring Total Rewards priorities are incorporated into the broader HR technology roadmap.

Compliance & Governance

Ensures compliance with all federal, state, and local compensation and benefits regulations.

Maintains governance over compensation decisions, policies, and incentive programs.

Oversees audits, reporting, documentation, and risk management activities related to Total Rewards.

Ensures all programs are administered consistently and in accordance with organizational policies.

Operational Excellence

Drives continuous improvement across Total Rewards operations through technology, analytics, automation, and process improvement.

Develops meaningful metrics and dashboards to evaluate program effectiveness and business impact.

Identifies opportunities to improve operational efficiency while enhancing the employee experience.

EDUCATION AND EXPERIENCE

Bachelor's degree in Human Resources, Business Administration, Finance, or a related field and ten (10) years of progressive Total Rewards experience, including leadership responsibility.

Minimum of five (7) years leading compensation strategy and program design.

Minimum of five (7) years leading people and developing high-performing teams.

Preferred Qualifications

Master's degree preferred.

Certified Compensation Professional (CCP) strongly preferred.

Certified Employee Benefits Specialist (CEBS) preferred.

Experience supporting executive compensation, annual incentive, and long-term incentive programs.

Experience supporting government contracting organizations, labor pricing, and workforce cost modeling preferred.

Experience with Workday or other enterprise HRIS platforms.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this job. Work is primarily performed in an office environment. Regularly required to sit. Regularly required use hands to finger, handle, or feel, reach with hands and arms to handle objects and operate tools, computer, and/or controls. Required to speak and hear. Occasionally required to stand, walk and stoop, kneel, crouch, or crawl. Must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, depth perception, and ability to adjust focus. Exposed to general office noise with computers printers and light traffic. 

EOE including Disability/Vet

The estimated pay range for this role is $118,400 to $200,000, with the final offer contingent on location, skillset, and experience.

CNI offers a comprehensive benefits package that includes: 

• Medical 

• Dental 

• Vision 

• 401(k) 

• Family Planning/Fertility Assistance 

• STD/LTD/Basic Life/AD&D 

• Legal-Aid Program 

• Employee Assistance Program (EAP) 

• Paid Time Off (PTO) – (11) Federal Holidays 

• Training and Development Opportunities

Your application submission will be considered for all potential employment opportunities with Chickasaw Nation Industries (CNI).