Senior Director, Global Total Rewards

Description

Why RTIRTI International is an independent, scientific research institute dedicated to improving the human condition. Our vision is to address the world's most critical problems with technical and science-based solutions in pursuit of a better future. Clients rely on us to answer questions that demand an objective and multidisciplinary approach—one that integrates expertise across social, statistical, data, and laboratory sciences, engineering, and other technical disciplines to solve the world’s most challenging problems.We believe in the promise of science and technical solutions, and we push ourselves every day to deliver on that promise for the good of people, communities, and businesses in the US and around the world. If you are looking for the opportunity to make a real difference, RTI is the place for you. About the Hiring GroupThe Global Total Rewards team shapes programs that help RTI attract, engage, and retain talent worldwide. Leading compensation, benefits, leave and disability, and employee services, the team partners across the organization to deliver competitive, sustainable programs that support employees and advance RTI’s strategic priorities. We are seeking a strategic, hands-on Senior Director, Global Total Rewards to shape how RTI attracts, rewards, and supports talent across the organization. You will set the direction for global compensation, executive compensation, benefits, and leave and disability programs, while strengthening the governance, financial stewardship, market competitiveness, and employee experience of the overall portfolio. At RTI, Total Rewards supports the people whose expertise advances our mission. This role offers the opportunity to influence enterprise decisions, advise senior leaders and governance bodies, and build a modern, globally relevant Total Rewards portfolio. Reporting to senior HR leadership, you will serve as a trusted advisor to executive leaders and governance bodies, translate organizational and workforce priorities into effective rewards strategies, and lead the continued modernization of Total Rewards through stronger analytics, clearer communications, scalable processes, and disciplined execution. What You'll DoEnterprise Total Rewards StrategySet and execute a cohesive global Total Rewards strategy aligned with RTI's mission, organizational priorities, workforce needs, and talent strategy. Use market intelligence, employee insights, and program data to evaluate competitiveness, effectiveness, sustainability, and opportunities for investment or improvement.Compensation and Executive RewardsLead the design, implementation, and governance of global compensation programs, including job evaluation, market pricing, salary structures, incentive plans, recognition, and pay administration. Oversee executive base salary, short-term and long-term incentives, and deferred compensation programs. Advise executive leadership, the Board of Governors, and the Compensation & Strategic Talent Committee, as appropriate, on strategy, competitiveness, governance, risk, and alignment with organizational objectives.Benefits, Leave, and Well-BeingDirect the strategy, design, governance, and continuous improvement of health and welfare, retirement, wellness, employee assistance, leave, and short-term and long-term disability programs. Ensure programs respond to employee needs, remain competitive and financially sustainable, comply with applicable requirements, and are administered consistently.Strategic Transactions and Enterprise PartnershipProvide Total Rewards leadership for mergers, acquisitions, divestitures, and other strategic transactions, including due diligence, risk assessment, integration planning, and program harmonization. Partner closely with HR, Finance, Payroll, Legal, IT, and business leaders to integrate Total Rewards into workforce planning and enterprise decision-making.Financial and Vendor StewardshipLead budgeting, forecasting, financial modeling, and cost analysis across the Total Rewards portfolio. Translate complex program and financial information into clear recommendations for senior leaders and governance bodies. Oversee consultants, brokers, administrators, legal advisors, survey providers, and technology partners, establishing clear expectations for service, value, performance, and accountability.Governance, Compliance, and RiskMaintain effective governance, controls, documentation, and oversight across compensation, benefits, leave, disability, tax, privacy, and related employment requirements in relevant jurisdictions. Partner with Legal and other stakeholders to monitor regulatory developments, manage risk, support audits and filings, and address complex or high-impact matters.Transformation and Employee ExperienceModernize Total Rewards through simplification, standardization, automation, stronger analytics, and clear employee and leader communications. Build scalable processes and service practices that improve understanding, accuracy, efficiency, and the employee experience. Serve as the senior escalation point for complex Total Rewards issues.Team LeadershipLead, develop, and inspire a high-performing team. Create clarity around priorities and accountability, strengthen technical and consulting capability, and foster a culture of collaboration, responsiveness, sound judgment, and continuous improvement. What You'll NeedBachelor’s degree in human resources, business, or a related field and at least 15 years of directly related experience.Significant leadership experience across compensation and benefits, including executive compensation and advising senior executives or governance bodies.Deep knowledge of U.S. and international compensation practices, including market pricing, job evaluation, pay structure design, incentive design, and salary administration.Strong knowledge of U.S. and international benefits programs and the requirements governing those programs.Working knowledge of leave and disability strategy and administration, including vendor oversight, case escalation, accommodations coordination, payroll and benefits integration, and return-to-work practices.Demonstrated ability to connect organizational and workforce priorities with financially sound, market-competitive rewards solutions.Strong financial, analytical, consulting, communication, and project leadership capabilities.Experience managing external consultants, brokers, administrators, legal advisors, survey providers, and technology partners.A track record of improving processes, systems, controls, analytics, communications, and service delivery.A leadership style that combines strategic perspective with the willingness and judgment to engage directly in complex issues when needed.Proficiency with HR information systems, reporting and payroll systems, and Microsoft applications, particularly Excel.Preferred CredentialsProfessional certification in compensation or benefits, such as CCP, CECP, GRP, CBP, or CEBS, is preferred. #LI-BM1 EEO & Pay Equity StatementsFor San Francisco, CA USA Job Postings Only: Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. Further information is available here. RTI accepts applications to our job openings from candidates with criminal histories or conviction records in accordance with all applicable laws, including the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act. For Applicants in Massachusetts Only: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. The anticipated pay range for this role is listed below. Our pay ranges represent national averages and may vary by location as a geographic differential may be applied to some locations within the United States. RTI considers multiple factors when making an offer including, for example: established salary range, internal budget, business needs, and education and years of work experience possessed by the applicant. Further, salary is merely one element to our offer.At RTI, we demonstrate our commitment to rewarding individual and team achievement through a total rewards package. This package includes (among other things) a competitive base salary, a generous paid time off policy, merit based annual increases, bonus opportunities and a robust recognition program. Other benefits include a competitive range of insurance plans (including health, dental, life, and short-term and long-term disability), access to a retirement savings program such as a 401(k) plan, paid parental leave for all parents, financial assistance with adoption expenses or infertility treatments, financial reimbursement for education and developmental opportunities, an employee assistance program, and numerous other offerings to support a healthy work-life balance. Equal Pay Act Minimum/Range$235,000.00-$275,000.00

Responsibilities

Enterprise Total Rewards StrategySet and execute a cohesive global Total Rewards strategy aligned with RTI's mission, organizational priorities, workforce needs, and talent strategy. Use market intelligence, employee insights, and program data to evaluate competitiveness, effectiveness, sustainability, and opportunities for investment or improvement.Compensation and Executive RewardsLead the design, implementation, and governance of global compensation programs, including job evaluation, market pricing, salary structures, incentive plans, recognition, and pay administration. Oversee executive base salary, short-term and long-term incentives, and deferred compensation programs. Advise executive leadership, the Board of Governors, and the Compensation & Strategic Talent Committee, as appropriate, on strategy, competitiveness, governance, risk, and alignment with organizational objectives.Benefits, Leave, and Well-BeingDirect the strategy, design, governance, and continuous improvement of health and welfare, retirement, wellness, employee assistance, leave, and short-term and long-term disability programs. Ensure programs respond to employee needs, remain competitive and financially sustainable, comply with applicable requirements, and are administered consistently.Strategic Transactions and Enterprise PartnershipProvide Total Rewards leadership for mergers, acquisitions, divestitures, and other strategic transactions, including due diligence, risk assessment, integration planning, and program harmonization. Partner closely with HR, Finance, Payroll, Legal, IT, and business leaders to integrate Total Rewards into workforce planning and enterprise decision-making.Financial and Vendor StewardshipLead budgeting, forecasting, financial modeling, and cost analysis across the Total Rewards portfolio. Translate complex program and financial information into clear recommendations for senior leaders and governance bodies. Oversee consultants, brokers, administrators, legal advisors, survey providers, and technology partners, establishing clear expectations for service, value, performance, and accountability.Governance, Compliance, and RiskMaintain effective governance, controls, documentation, and oversight across compensation, benefits, leave, disability, tax, privacy, and related employment requirements in relevant jurisdictions. Partner with Legal and other stakeholders to monitor regulatory developments, manage risk, support audits and filings, and address complex or high-impact matters.Transformation and Employee ExperienceModernize Total Rewards through simplification, standardization, automation, stronger analytics, and clear employee and leader communications. Build scalable processes and service practices that improve understanding, accuracy, efficiency, and the employee experience. Serve as the senior escalation point for complex Total Rewards issues.Team LeadershipLead, develop, and inspire a high-performing team. Create clarity around priorities and accountability, strengthen technical and consulting capability, and foster a culture of collaboration, responsiveness, sound judgment, and continuous improvement

Qualification

Bachelor’s degree in human resources, business, or a related field and at least 15 years of directly related experience.Significant leadership experience across compensation and benefits, including executive compensation and advising senior executives or governance bodies.Deep knowledge of U.S. and international compensation practices, including market pricing, job evaluation, pay structure design, incentive design, and salary administration.Strong knowledge of U.S. and international benefits programs and the requirements governing those programs.Working knowledge of leave and disability strategy and administration, including vendor oversight, case escalation, accommodations coordination, payroll and benefits integration, and return-to-work practices.Demonstrated ability to connect organizational and workforce priorities with financially sound, market-competitive rewards solutions.Strong financial, analytical, consulting, communication, and project leadership capabilities.Experience managing external consultants, brokers, administrators, legal advisors, survey providers, and technology partners.A track record of improving processes, systems, controls, analytics, communications, and service delivery.A leadership style that combines strategic perspective with the willingness and judgment to engage directly in complex issues when needed.Proficiency with HR information systems, reporting and payroll systems, and Microsoft applications, particularly Excel.Preferred CredentialsProfessional certification in compensation or benefits, such as CCP, CECP, GRP, CBP, or CEBS, is preferred. #LI-BM1