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Total Shape Jobs (NOW HIRING)

Waterbury Hospital

Director, Total Rewards

Farmington, CT · On-site

$134K - $184K/yr

  • Medical

  • Retirement

Experience partnering closely with senior or executive leaders to shape total rewards priorities, balancing market competitiveness, internal equity, and affordability. * Experience partnering with ...

Spelman College

Director, Total Rewards

Atlanta, GA · On-site

$117K - $160K/yr

  • Medical

  • Dental

  • Life

  • Retirement

Serve as a critical partner to the Human Resources and Culture leadership team, shaping how Spelman ... and total rewards matters • Develop and execute the College's total compensation strategy ...

Surgery Partners

Total Joint Surgeon - Durango, CO

Durango, CO · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

Opportunity to build and shape your own total joint program * Immediate access to strong internal and community referral streams * A practice environment that balances autonomy with collaboration ...

Madison Gas and Electric Company

Director Total Rewards

Madison, WI · On-site

$126K - $172K/yr

  • Medical

  • Retirement

Madison Gas and Electric is looking for a strategic, business-minded Director Total Rewards to lead ... This role is an opportunity to shape programs that support employees, strengthen business decisions ...

Wellington Management

Total Rewards Leader

London, OH

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

About the Role The Total Rewards Leader will play a critical leadership role in shaping and executing the firm's global compensation and benefits strategy. This role will oversee the design ...

The Vita Coco Company

Director, Total Rewards

New York, NY

$136K - $187K/yr

Play a key role in shaping and evolving Vita Coco's compensation philosophy, frameworks, and ... Total Rewards * 5+ years leading compensation, payroll, and benefits programs * Deep experience ...

Wellington Management

Total Rewards Leader

Boston, MA

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

About the Role The Total Rewards Leader will play a critical leadership role in shaping and executing the firm's global compensation and benefits strategy. This role will oversee the design ...

Better Being Co

Total Rewards Analyst

Ogden, UT · On-site

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

We're looking for a Total Rewards Analyst to partner closely with the Director of Total Rewards and play a key role in shaping compensation strategy, workforce planning, employee experience, and ...

Atlas Healthcare Partners

Manager - Total Rewards

Phoenix, AZ · On-site

$117K - $173K/yr

  • Medical

  • Dental

  • Retirement

We look forward to you being a vital part of our journey in shaping the future of healthcare. JOB TITLE Manager - Total Rewards POSITION SUMMARY The Total Rewards Manager is responsible for ...

Wellington Management

Total Rewards Leader

London, OH

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

About the Role The Total Rewards Leader will play a critical leadership role in shaping and executing the firm's global compensation and benefits strategy. This role will oversee the design ...

Mattel

Head of Total Rewards

El Segundo, CA · On-site

$133K - $182K/yr

This is an opportunity to shape the future of Total Rewards at one of the world's most recognized companies during an exciting period of business evolution. You'll partner directly with senior ...

Crocs

Sr. Director, Global Total Rewards

Broomfield, CO

$125K - $171K/yr

This is a true player-coach role, requiring someone who can partner closely with the GVP to shape Total Rewards priorities while also getting into the details to build, analyze, and execute high ...

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Showing results 21-40

All JobsTotal Shape Jobs

Total Shape information

See salary details

$67.5K

$124.7K

$169K

How much do total shape jobs pay per year?

As of Aug 16, 2026, the average yearly pay for total shape in the United States is $124,724.00, according to ZipRecruiter salary data. Most workers in this role earn between $107,500.00 and $140,000.00 per year, depending on experience, location, and employer.

What are some common challenges faced by nutritionists working with total shape clients, and how can they be addressed?

Nutritionists working with Total Shape clients often encounter challenges such as clients having varying levels of nutritional knowledge, motivation, and adherence to personalized meal plans. To address these, nutritionists typically focus on clear communication, setting realistic goals, and providing ongoing support through regular check-ins. Collaborating closely with fitness coaches and utilizing digital tracking tools can also help ensure consistent progress and foster accountability among clients.

What is a total shape coach?

A Total Shape coach is a fitness and nutrition professional who provides personalized guidance to help clients reach their health and wellness goals. They create tailored workout plans, offer nutritional advice, and track progress to ensure clients stay motivated and achieve results. Total Shape coaches often use a holistic approach, considering lifestyle factors and individual needs for optimal success.

What are the key skills and qualifications needed to thrive as a fitness trainer, and why are they important?

To thrive as a Fitness Trainer, you need a solid understanding of exercise science, anatomy, and nutrition, typically supported by a certification from an accredited organization. Familiarity with fitness assessment tools, workout planning software, and heart rate monitors is important for effectively designing and tracking client programs. Strong interpersonal skills, motivation, and the ability to communicate clearly help you inspire and guide clients toward their goals. These skills are crucial for ensuring client safety, progress, and satisfaction in a highly personalized and results-driven industry.

What is the difference between Total Shape vs Personal Trainer?

AspectTotal ShapePersonal Trainer
CertificationsTypically requires fitness certifications, possibly specialized in group fitnessRequires personal training certifications, such as NASM, ACE, or ACSM
Work EnvironmentGroup fitness classes, gyms, fitness centersOne-on-one client sessions, gyms, private studios
Employer & Industry UsageFitness chains, gyms, wellness programsPersonal training studios, gyms, independent practice

While both roles focus on fitness, Total Shape often involves leading group classes and promoting overall fitness programs, whereas Personal Trainers work directly with individual clients to meet personalized fitness goals. Understanding these differences helps in choosing the right career path or service.

More about Total Shape jobs

What are the most commonly searched types of Total Shape jobs?

The most popular types of Total Shape jobs are:

What states have the most Total Shape jobs?

States with the most job openings for Total Shape jobs include:

What job categories do people searching Total Shape jobs look for?

The top searched job categories for Total Shape jobs are:

Total Shape jobs near you
Infographic showing various Total Shape job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 74% Full Time, 20% Part Time, 4% Contract, and 1% Nights. Highlights an 93% Physical, 3% Hybrid, and 4% Remote job distribution, with an average salary of $124,724 per year, or $60 per hour.

Director, Total Rewards

Waterbury Hospital

Farmington, CT • On-site

$134K - $184K/yr

Full-time

Medical, Retirement

Posted 6 days ago

Waterbury Hospital rating

7.8

Company rating: 7.8 out of 10

Based on 8 frontline employees who took The Breakroom Quiz

164th of 1,059 rated hospitals

Job description

POSITION SUMMARY:
The Director, Total Rewards is the network leader responsible for establishing and evolving the total rewards approach across the UConn Health Community Network. This role leads the design and governance of compensation, health and welfare benefits, leave programs, retirement programs, wellbeing, incentive, and recognition programs within a multi‑site healthcare environment serving both unionized and non‑unionized employee populations.
The role plays a key part in guiding the ongoing evolution and sustainment of the network's current benefits and retirement offerings toward a more sustainable future‑state total rewards portfolio. This includes balancing cost, administrative complexity, employee experience, and organizational readiness as the network matures.
Operating within a networked HR environment, the Director, Total Rewards sets standards, priorities, and ways of working for total rewards activities, with accountability for equity, market competitiveness, compliance alignment, and financial sustainability across the network. The role enables local HR and operational leaders to apply network guardrails effectively, while partnering closely with Finance, Payroll, HR Technology, and Labor Relations/Legal on matters that affect pay practices, bargaining unit provisions, system configuration, and workforce cost outcomes.
This position is well suited for a senior total rewards leader who is comfortable designing and governing compensation, benefits, leave, and retirement programs, and who can partner effectively with Finance, Payroll, peer network HR leaders, and local HR teams to balance equity, affordability, compliance, and workforce needs across the network.
REQUIRED QUALIFICATIONS:
  • Bachelor's degree required (Human Resources, Finance, Business, Economics, or related field).
  • 10+ years of progressive experience across compensation, benefits, retirement, and/or total rewards, with increasing scope and accountability.
  • 5+ years of experience in enterprise‑level or multi‑site roles, including responsibility for designing or establishing total rewards practices, not solely administering or inheriting them.
  • Demonstrated experience designing or materially evolving compensation structures, job architecture, or pay frameworks in complex, regulated, or union‑influenced environments.
  • Demonstrated experience leading or supporting multi‑year benefits strategy or redesign efforts, including balancing cost, administrative complexity, employee experience, and organizational readiness.
  • Strong working knowledge of wage and hour requirements, pay equity considerations, benefits and retirement regulations, and the operational and financial implications of collective bargaining agreements in environments with mixed union and non‑union populations.
  • Proven ability to exercise sound judgment and navigate precedent‑setting or sensitive rewards matters, including compensation exceptions and equity considerations affecting multiple roles, sites, or bargaining units.
  • Experience partnering closely with senior or executive leaders to shape total rewards priorities, balancing market competitiveness, internal equity, and affordability.
  • Experience partnering with Payroll and HR Technology teams to translate pay, benefits, and leave design into operational rules, approval workflows, and system configuration.
  • Strong analytical skills, with experience using data and insight to inform total rewards governance, workforce cost decisions, and risk identification.

PREFERRED QUALIFICATIONS:
  • Master's degree in Human Resources, Business Administration, Finance, Healthcare Administration, or related field.
  • Experience in healthcare, academic medical centers, or other highly regulated, labor‑intensive environments.
  • Experience operating within a networked or system‑level HR model.
  • Professional certification (e.g., CCP, CEBS, SHRM‑SCP, SPHR).
  • Experience supporting organizational integration, scaling, or transformation efforts.

COMPETENCIES:
  • Enterprise Total Rewards Leadership: Thinks across the organization; understands how rewards influence workforce behavior, equity, and financial sustainability.
  • Rewards Design & Governance: Able to create clear, scalable compensation, benefits, leave, and retirement frameworks with well‑defined guardrails.
  • Judgment & Risk Awareness: Comfortable navigating sensitive or high‑impact rewards decisions in regulated and partially unionized environments.
  • Financial & Market Acumen: Understands labor markets, affordability constraints, and workforce cost drivers.
  • Collaborative Partnership: Builds strong working relationships with peer network HR leaders, Finance, and local HR teams.
  • Change & Scale Readiness: Adapts total rewards practices as the organization grows and operating complexity increases.

ESSENTIAL DUTIES and RESPONSIBILITIES:
Disclaimer: Job descriptions are not intended, nor should they be construed to be, exhaustive lists of all responsibilities, skills, efforts or working conditions associated with the job. They are intended to be accurate reflections of the principal duties and responsibilities of this position. These responsibilities and competencies listed below may change from time to time.
  1. Network Total Rewards Strategy & Practice Design
  • Establish and evolve network‑wide total rewards practices, priorities, and operating expectations.
  • Lead the design of scalable approaches across compensation, benefits, retirement programs, wellbeing, incentive, and recognition efforts.
  • Establish and maintain total rewards standards, frameworks, and governance across the network.

  1. Compensation Strategy & Pay Governance
  • Define network standards for job architecture, salary structures, market pricing, and pay progression.
  • Set network guardrails and escalation paths for compensation actions (e.g., offers above range, sign‑on incentives where applicable, retention actions, and off‑cycle adjustments), including decision points and documentation expectations.
  • Partner with Finance and HR leadership on compensation affordability, budgeting considerations, and workforce cost implications.
  • Partner with Payroll and HR Technology to align compensation structures, pay elements, and approval workflows with system configuration and controls.

  1. Benefits, Leave, Retirement, Wellbeing & Vendor Partnership
  • Establish the network approach to health and welfare benefits, leave programs, retirement programs, and wellbeing offerings, supporting movement from current offerings toward a more streamlined and sustainable future‑state design.
  • Provide leadership on the evolution of benefits and retirement strategy, considering cost, administrative burden, workforce needs, and employee experience across plan years.
  • Partner with external benefits consultants to conduct analysis, develop options, and support execution, while retaining internal ownership of direction and decisions.
  • Provide strategic direction on benefits and retirement program evolution in coordination with Finance, Payroll, HR Operations, and Labor Relations, recognizing distinctions between employer‑sponsored programs and union‑managed pension arrangements.

  1. Compliance, Risk & Union Alignment
  • Maintain alignment of compensation, benefits, leave, and retirement practices with applicable employment regulations, pay equity principles, and collective bargaining agreements.
  • Partner with Labor Relations and Legal on the interpretation and application of collective bargaining agreement provisions that affect pay structures, premiums, differentials, retirement coordination, and benefits administration practices.
  • Establish governance approaches for identifying and addressing total rewards‑related risk areas across the network.

  1. Data, Insights & Continuous Improvement
  • Own the use and interpretation of network‑level total rewards data and insights, including compensation, benefits, retirement, and workforce cost themes.
  • Partner with local HR teams to incorporate site‑level data and context into network‑wide analysis and decision support.
  • Identify equity risks, cost drivers, administrative pain points, and improvement opportunities using quantitative data and qualitative insight.
  • Use insights to inform the evolution of total rewards frameworks, workforce cost strategies, and governance over time.

  1. Network Enablement & Partnership
  • Enable local HR leaders to apply network total rewards standards effectively within site‑specific contexts.
  • Collaborate with peer network HR leaders (Talent, HR Operations, HR Technology) to maintain aligned people practices.
  • Support readiness for integration of new sites by maintaining total rewards practices that are clear, compliant, and scalable.
  • Provide regular insights to network and hospital leadership to support informed decision‑making and prioritization.

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