Director, Rewards

Overview

This role will be based out of our Scottsdale office (hybrid schedule with minimum 2-3 days in office).

The Director of Total Rewards is a strategic human resources leader who partners closely with executive leadership to design, scale, and evolve compensation and benefits programs that support growth, performance, and long-term organizational success. This role requires deep expertise in mergers and acquisitions, compensation strategy and analysis, salary structures, incentive plans and equity design, and benefits management. The Director of Total Rewards will play a critical role in propelling the organization into its next phase of evolution by ensuring total rewards programs are competitive, equitable, scalable, and aligned with business strategy.

This role reports to the CHRO and provides strategic oversight of all compensation and benefits programs across the organization.

Our culture is brought to life by our core values.

Integrity: Do the right thing. Be personally accountable. Share mistakes openly.

Respect: Embrace humility. Communicate with candor. Foster dignity.

Service: Lead by serving. Be intentional. Find a better way.

Community: Put people first. Engage fearlessly. Cultivate your development. Fuel collaboration.

• Lead the design, implementation, and ongoing management of enterprise-wide compensation strategies, frameworks, and philosophies.
• Own compensation analysis across the organization, including market benchmarking, internal equity assessments, pay competitiveness, and cost modeling.
• Design, shape, and maintain salary structures that support growth, internal equity, career progression, and external market alignment.
• Partner with Finance and executive leadership to align compensation programs with financial objectives, budgets, and long-term sustainability.
• Provide expert guidance on executives, management, and broad-based compensation programs, including base pay, incentives, and variable compensation where applicable.
• Oversee the design, administration, and continuous improvement of employee benefits programs, including health and welfare, retirement, wellness, and optional benefits.
• Ensure benefit offerings are competitive, cost-effective, and aligned with employee needs and organizational values.
• Partner with brokers, vendors, and internal stakeholders to evaluate benefit plan costs and performance while recommending enhancements.
• Partner with HR Director of Integrations in the compensation and benefits due diligence, integration planning, and execution for mergers and acquisitions, including compensation and benefits comparison and harmonization.
• Partner with HR, Finance, and Legal to assess legacy and acquired companies' rewards programs to design scalable post-acquisition solutions.

• Bachelor’s degree required; master's degree or relevant certifications (e.g., CCP, SHRM-SCP, SPHR) preferred.
• 10+ years of progressive experience in total rewards, with significant depth in compensation analysis, strategy, and salary structure design.
• Proven experience leading total rewards work streams through mergers and acquisitions.
• Demonstrated success designing scalable compensation and benefits programs in growing or transforming organizations.
• Strong analytical skills with the ability to translate complex data into clear, actionable insights for leaders.
• Exceptional business acumen and the ability to partner effectively with senior and executive leadership.
• Experience in multi-site, multi-state, or high-growth environments is strongly preferred.

• Lifting:
  Ability to lift and carry materials such as laptops, documents, or office supplies up to 10–15 pounds occasionally.
• Mobility:
  Must be able to move about an office or corporate environment to attend meetings and collaborate with colleagues. Occasional travel between company locations or for conferences/meetings may be required.
• Working Conditions:
  
  Work is performed in a professional office environment or remote/home-office setting. Requires extended periods of computer use and exposure to typical office noise levels.
• Personal Protective Gear:
  No specialized protective equipment is required.…