Director, People Operations and Total Rewards

Join us for an exciting career with the leading provider of supplemental benefits! O ur Promise Through skill-building, leadership development and philanthropic opportunities, we provide opportunities to build communities and grow your career, surrounded by diverse colleagues with high ethical standards. The Director, People Operations & Total Rewards is responsible for the strategic leadership and operational execution of People Operations, Total Rewards, HR compliance, and HR technology governance. This role oversees HR Operations and HRIS resources and serves as the primary leader responsible for ensuring scalable, compliant, and efficient people processes. The Director partners closely with executive leadership to drive employee experience, operational effectiveness, cost management, and organizational capability. While possessing functional knowledge across compensation, benefits, compliance, and HR technology, this role is not expected to be the deepest technical expert in every area. Success is achieved through strong leadership, effective prioritization, process excellence, and the development of internal talent and external partnerships. The Director, People Operations & Total Rewards provides leadership and oversight for the organization's people infrastructure, including HR Operations, compensation, benefits, compliance, and HRIS governance. This position is responsible for ensuring the efficient delivery of HR services, maintaining regulatory compliance, optimizing technology and processes, and developing scalable programs that support both employees and business objectives. The role leads continuous improvement efforts, manages key vendor relationships, develops internal capabilities, and partners across the organization to deliver a high-quality employee experience. This leader balances strategic thinking with operational execution and is focused on building sustainable systems and reducing organizational dependency on individual expertise. Functional Competencies: People Operations Leadership HR service delivery Employee lifecycle management Process design and optimization Operational effectiveness Metrics and dashboard development Project and change management Total Rewards Compensation philosophy and administration Salary structures and job architecture Market pricing and pay practices Incentive and bonus programs Benefits administration and vendor management Cost and utilization management Compliance and Risk Management Employment laws and regulations Policy development and administration Audit preparedness Risk assessment and mitigation Leave and accommodation processes Regulatory reporting HR Technology and Analytics HRIS governance Reporting and workforce analytics Data integrity and process controls Technology optimization Vendor management Continuous improvement Financial and Business Acumen Budget management Workforce planning Cost-benefit analysis ROI evaluation Resource prioritization Strategic planning Talent Development Coaching and development Succession planning Building organizational capability Cross-functional collaboration Team leadership Core Competencies: Strategic Thinking Anticipates future needs, aligns priorities with business objectives, and develops long-term solutions that support organizational growth. Business Acumen Understands the relationship between people practices and business performance and makes decisions with both operational and financial impacts in mind. Leadership and Influence Builds trust, develops talent, and influences stakeholders across all levels of the organization. Operational Excellence Drives process improvement, simplification, accountability, and execution to deliver efficient and scalable outcomes. Change Leadership Leads through ambiguity, embraces continuous improvement, and effectively manages organizational change. Collaboration Develops strong partnerships and fosters teamwork across functions and with external partners. Problem Solving and Decision Making Uses sound judgment, analytical thinking, and data to make effective decisions and resolve complex challenges. Customer Focus Delivers responsive, high-quality service while balancing employee experience with business needs. Accountability Takes ownership of outcomes, establishes clear expectations, and holds self and others responsible for results. Continuous Learning Promotes innovation, develops internal capability, and encourages ongoing professional growth. Communication Communicates clearly and effectively, tailoring messages appropriately to executives, leaders, employees, and external partners. Behavioral Competencies: Collegiality: building strong relationships on company-wide, approachable, and helpful, ability to mentor and support team growth.  Initiative: readiness to lead or take action to achieve goals. Communicative: ability to relay issues, concepts, and ideas to others easily orally and in writing. Member-focused: going above and beyond to make our members feel seen, valued, and appreciated. Detail-oriented and thorough: managing and completing details of assignments without too much oversight. Flexible and responsive:  managing new demands, changes, and situations. Critical Thinking: effectively troubleshoot complex issues, problem solve and multi-task. Integrity & responsibility:  acting with a clear sense of ownership for actions, decisions and to keep information confidential when required. Collaborative: ability to represent your own interests while being fair to those representing other or competing ideas in search of a workable solution for all parties. Minimum Qualifications: Bachelor’s degree in Human Resources, Business, or related field. 7+ years of progressive HR experience. 3+ years of leadership experience. As this role is a remote role, you are required to maintain internet service that allows you to complete y