Executive Director, Total Rewards

Reporting to the Chief Human Resource Officer, the Executive Director, Total Rewards is a strategic people leader who owns the enterprise-wide total rewards philosophy, strategy, and governance for a complex, global healthcare technology organization. This role sits on the extended HR leadership team and is a primary advisor to the CHRO, executive leadership, and the Compensation Committee on all matters of pay, benefits, and workforce investment.   This role sets the multi-year direction for compensation, benefits, wellbeing, HR systems, and payroll strategy, and builds the organizational capability to execute that direction at scale. The Executive Director translates business strategy including growth, M&A, transformation, and market positioning into total rewards programs that differentiate GHX as an employer, protects the company's financial and regulatory position, and enables a high-performance culture.   The ideal candidate combines executive presence and strategic vision with the analytical depth and hands-on judgment to guide high-stakes decisions from Board compensation materials to plan design trade-offs in a dynamic, data-driven environment.   Key Responsibilities:   Total Rewards Strategy & Enterprise Ownership   Own and evolve the enterprise total rewards philosophy, strategy, and multi-year roadmap in direct partnership with the CHRO and executive leadership team   Ensure programs support retention of critical talent, scalability, and performance differentiation at an enterprise level, including through periods of growth, restructuring, and M&A   Partner with the CEO, CFO, and Finance leadership to align total rewards investment with company financial strategy, workforce planning, and long-range business plans   Serve as the senior-most subject matter expert and escalation point for HR leadership and business executives on compensation, benefits, and total rewards governance   Represent total rewards strategy and recommendations directly to the Board and Compensation Committee, including preparation of executive and Board-level materials   Compensation Strategy & Design   Set enterprise compensation architecture, including job architecture, global salary structures, incentive plan design, and philosophy   Own the design, governance, and Board reporting of executive compensation programs, including equity, in partnership with the CPO and outside compensation counsel/consultants   Direct annual compensation planning cycles enterprise-wide, including merit, bonus, and equity processes, ensuring consistency, compliance, and cost discipline   Direct ongoing market analyses and benchmarking strategy to ensure internal equity and external competitiveness across all geographies   Provide executive counsel on organizational design, workforce planning, and retention strategy at the enterprise level   Benefits & Wellbeing Strategy   Own the enterprise strategy and governance for health, wellness, retirement, and absence programs, balancing employee experience, cost management, and compliance across a growing global footprint   Set benefits governance strategy, including plan design philosophy, vendor strategy, funding approach, and program performance standards   Own the enterprise wellbeing strategy, including mental health and workforce sustainability initiatives, as a driver of engagement and retention   Direct open enrollment strategy and execution, ensuring a seamless, high-quality employee experience at scale   Operational Excellence & Vendor Management   Own end-to-end governance of total rewards operations, including annual cycles, audits, renewals, and open enrollment, with accountability to the CPO and executive leadership for outcomes   Direct strategic relationships with external partners, consultants, and vendors, negotiating enterprise agreements that optimize service delivery, risk, and cost efficiency   Drive enterprise-wide process transformation and scalable infrastructure across total rewards operations   Ensure data integrity and process governance across HRIS platforms and vendor integrations, setting standards for the broader team   Own payroll governance, ensuring accurate, timely, and compliant processing across all jurisdictions and alignment with total rewards strategy   Data, Insights & Technology Enablement   Set the strategic agenda for how HRIS data, analytics, and modern tools are used to drive total rewards decision-making and transparency enterprise-wide   Champion the adoption of automation and AI in compensation benchmarking, pay equity analysis, and workforce insights, evaluating build/buy/partner decisions   Establish enterprise metrics and executive dashboards to evaluate program effectiveness, cost, and engagement, translating insights into executive-ready recommendations   Ensure use of technology aligns with data privacy, regulatory requirements, and ethical standards   Stakeholder Engagement & Communication   Serve as a trusted strategic partner to the CEO, CFO, General Counsel, and business unit leaders on total rewards matters   Own the enterprise communication strategy for total rewards, ensuring employees and managers understand and value the full offering   Build manager and HR Business Partner capability enterprise-wide in understanding and applying compensation and benefits programs   Team Leadership   Build, lead, and develop a global total rewards organization spanning compensation, benefits, systems, and payroll functions   Develop the next generation of total rewards leadership through coaching, succession planning, and structured development   Foster a culture of collaboration, continuous improvement, and data-driven decision-making across the function   Required Qualifications:   15+ years of progressive experience in total rewards, including 8+ years in a senior leadership role directing compensation, benefi