Manager Rewards

Position: Manager Total Rewards
Director of Total Rewards & People Operations

Base pay range $160,000 – $180,000 per year.

What You’ll Own (And Be Accountable For)

• Total Rewards — architect and lead a firm-wide strategy aligned to partner economics and growth goals.

• Compensation — own base pay, bonus design, incentives, and partner‑aligned compensation.

• Lead annual comp cycles end‑to‑end: benchmarking, job architecture, budgeting, incentive planning.

• Oversee benefits strategy with discipline around experience, compliance, and cost.

• Partner deeply with Finance, Legal, and senior leadership on complex, high‑stakes comp decisions.

People Operations & Payroll

• Lead multi‑state payroll and people operations with zero tolerance for sloppiness.

• Ensure consistency, compliance, and credibility across jurisdictions.

• Be the calm, steady presence when things get messy.

Systems, Data & Workday

• Own Workday HCM post‑implementation and ongoing optimization.

• Build people analytics leaders can actually use (not just admire).

• Establish data governance that holds up under scrutiny — internally and externally.

Leadership & Influence

• Trusted advisor to the CPO, COO, Finance, and partner groups.

• Translate numbers into narratives partners understand — and respect.

• Lead and develop a high‑performing Total Rewards / People Ops team.

• Hands‑on when needed; strategic always.

Who This Role Is Actually For

• Have 10+ years in Total Rewards / People Operations.

• Have owned comp, incentives, benefits, payroll, and HR systems.

• Have operated in professional services or partner‑driven environments.

• Understand how compensation decisions shape behavior, not just budgets.

• Can sit with strong personalities and hold the line without burning bridges.

• Have led or owned a Workday implementation.

• Prefer clarity, accountability, and substance over buzzwords.

Location Reality (Read This Carefully)

• Core leadership team is based on the East Coast.

• Role is hybrid and highly visible.

• Travel is part of the job — purposeful, not performative.

Why This Is Worth a Conversation

• Real authority — not window dressing.

• Direct access to decision‑makers.

• Compensation complexity that actually uses your brain.

• A leadership team ready to listen — and invest.

• A moment of change where the right leader leaves a real mark.

Seniority level:
Director

Employment type:

Full‑time
Job function:
Accounting/Auditing, Finance, and Human Resources
Industries:
Law Practice, Accounting, and Professional Services

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