Manager Total Rewards Jobs in Florida (NOW HIRING)

The Senior Director, Global Total Rewards leads the organization’s comprehensive rewards function, designing and executing an integrated framework of financial and non-financial rewards that aligns with business strategy to attract, motivate, and retain team members across all geographies.

• Design, implement, and continuously optimize the organization’s global compensation philosophy, structure, and programs—including base pay, variable pay, sales compensation, and executive compensation frameworks—to ensure internal equity and external market competitiveness.
• Lead the research, analysis, and benchmarking of compensation and benefits practices across relevant labor markets and industries, synthesizing market intelligence into actionable recommendations for leadership.
• Develop and manage short‑term incentive plans, long‑term incentive programs, and equity compensation strategies that align with business performance objectives and shareholder value creation.
• Partner with Finance, Legal, HR Business Partners, and executive leadership to design total rewards programs that support talent acquisition, retention, and organizational culture goals.
• Oversee the design, vendor management, and administration of global benefits programs, including health, welfare, retirement, wellness initiatives, and work‑life balance offerings.
• Establish and maintain rewards governance frameworks, policies, and guidelines that ensure consistency, compliance, and appropriate controls across all compensation and benefits programs.
• Leverage Workday Compensation and Benefits modules to enable efficient merit cycles, bonus processing, equity administration, benefits enrollment, and rewards analytics.
• Ensure full compliance with applicable compensation and benefits regulations across all operating jurisdictions, including FLSA, ERISA, tax regulations, securities laws, and local country requirements.
• Lead the annual compensation planning cycle—including merit increase budgeting, bonus pool allocation, equity grant planning, and benefits renewal processes—with cross‑functional coordination.
• Provide strategic guidance and thought leadership on emerging trends in total rewards, including pay equity, pay transparency, flexible benefits design, well‑being programs, and future work considerations.
• Develop comprehensive communication strategies and materials to educate team members and managers on total rewards programs, ensuring clarity and appreciation of the value proposition.
• Monitor and analyze program effectiveness through key metrics such as cost per hire, retention rates, offer acceptance rates, benefits utilization, and employee satisfaction to drive continuous improvement.
• Build and lead a high‑performing global total rewards team, providing coaching, development, and strategic direction while fostering a culture of excellence and innovation.

• Recruit, interview, select, hire, and employ a talented and diverse group of high‑performing team members.
• Provide oversight and direction to team members in accordance with the organization’s policies and procedures.
• Coach, mentor, and develop team members, including overseeing new team member onboarding and providing career development planning and growth opportunities.
• Empower team members to take ownership of their job and goals.
• Delegate responsibilities as needed and provide routine constructive feedback on performance.
• Create a culture that is consistent with the organization’s focus on team member engagement and aligns with the organization’s mission, vision, and values.
• Lead team members using a performance management and development-focused approach to assist in goal setting, two‑way feedback, and performance development planning.
• Lead team members to meet the organization’s expectations for productivity, quality, and goal accomplishment.

• Master’s degree in Business Administration, Human Resources Management, or related discipline strongly preferred; bachelor’s degree in Human Resources, Business Administration, Finance, or related field required.
• Minimum 12‑15 years of progressive experience in total rewards, compensation, and benefits functions with at least 5‑7 years in leadership roles managing teams and enterprise‑wide programs.
• Demonstrated expertise in global compensation strategy and design, including job architecture, salary structure development, incentive plan design, executive compensation, and equity programs across multiple geographies.
• Extensive experience with benefits program design and administration, including health and welfare plans, retirement programs, global benefits strategies, vendor management, and regulatory compliance.
• Hands‑on experience with Workday HCM, specifically Workday Compensation, Workday Benefits, and Workday Advanced Compensation modules, including system configuration, business process design, and reporting capabilities.
• Professional certifications strongly preferred, such as Certified Compensation Professional (CCP), Certified Benefits Professional (CBP), Global Remuneration Professional (GRP), or SHRM Senior Certified Professional (SHRM‑SCP).
• Expert knowledge of compensation and benefits regulations, including FLSA, ERISA, SEC rules for equity compensation, IRS regulations, and international labor laws.
• Advanced analytical skills with proven ability to conduct complex market analyses, perform statistical modeling, interpret compensation survey data, and translate findings into strategic recommendations.
• Strong business acumen with ability to understand organizational strategy, financial objectives, and talent priorities, translating them into effective total rewards programs that drive business results.
• Exceptional stakeholder management and executive presence, with experience presenting to C‑suite leadership, Board Compensation Committees, and cross‑functional senior leadership teams.
• Superior project management capabilities, with a track record of leading large‑scale initiatives such as system implementations, compensation philosophy redesigns, and global benefits harmonization projects.
• Excellent written and verbal communication skills, with the ability to distill complex compensation and benefits concepts into clear, accessible messages for diverse audiences.
• High attention to detail, strong organizational skills, and the ability to manage multiple priorities, tight deadlines, and cyclical processes simultaneously.
• Demonstrated discretion and sound judgment in handling highly confidential information, including executive compensation, individual pay data, and strategic business information.

Ability to stoop, bend, kneel or crouch; stand, walk and sit; reach with hands and arms; visual ability correctable to 20/20; sit up to 90% of the day; respond verbally in an understandable, professional manner in person and over the telephone; manual dexterity to input data into the computer; lift up to 15 pounds.

Office/ cubicle workspace with moderate noise level.