Director, Total Rewards, HR Ops & Payroll

What You'll Own

Total Rewards

Develop and implement total rewards strategies that align with the organization’s goals and objectives.
Own job architecture, leveling, benchmarking, and pay equity analysis.
Design and evolve a competitive, cost-effective benefits program that supports recruitment and retention.
Manage benefits end-to-end — vendor relationships and the day-to-day systems and workflows that keep delivery accurate, compliant, and easy for employees to use.
Build a new physician equity program — partnering with leadership to define eligibility, structure, and rollout timeline.
Develop and implement recognition programs to drive employee engagement and retention.

HR Operations

Lead employee lifecycle administration: onboarding, offboarding, transfers, promotions, leaves, performance-process support, and HR documentation. Establish, document, and continuously improve HR policies, processes, and standard operating practices.
Identify and implement high-value automation and AI use cases across onboarding, employee service, and compensation cycles.

Payroll
Manage relationships with payroll managed-service provider, including SLAs, KPIs, and escalations.
Ensure accurate, timely processing of all pay elements: salary changes, bonuses, commissions, leaves, deductions, garnishments, severance, and one-time payments.
Serve as the executive escalation point for complex payroll issues.

People Technology Ecosystem & Analytics

Own the HRIS roadmap, workflows, automation, and governance.
Build HR dashboards and reporting that leaders trust and use for workforce planning and decisions.
Lead the implementation of a modern HR system — configuration, data migration and rollout
Establish common data definitions and governance so reporting is consistent across clinics and any acquired businesses

What We're Looking For

8+ years of progressive experience across Total Rewards, HR Operations, and/or Payroll, including experience in a people-leadership capacity
Proven ability to lead a small team effectively — comfortable coaching and delegating, while staying close enough to the details to step in when needed
Experience building or scaling compensation frameworks, job architecture, and pay equity practices
Hands-on experience with a modern HRIS (Dayforce or similar); experience leading a system implementation is a strong asset
Comfort operating at both a strategic and tactical level — you can get into the details of a payroll, HRIS, or data problem while still seeing the bigger operating model.
You're fluent in people data and energized by using automation and AI thoughtfully, not just theoretically.
Experience working across a multi-site or multi-entity organization is a strong asset
Strong vendor management and negotiation skills