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Purpose of the Position:

The Head of Total Rewards & HR Operations leads the strategy, governance, and execution of for a Maritime & Logistic organization. The Total Rewards and HR Operations infrastructure, including Compensation, Benefits, Payroll, Labor Regulations, HRIS, and HR Coordination. This leader ensures that programs, systems, processes, controls, and employee services are compliant, scalable, data-driven, cost-effective, and aligned with business needs.

This position reports to the CHRO and serves as a senior advisor to HR leadership, Finance, Legal, IT, Operations, and business leaders on total rewards strategy, labor cost implications, HR operational risk, workforce-related financial decisions, and employee experience. The role requires a hands‑on leader who can balance enterprise-level program design with disciplined operational execution and continuous improvement.

As a key member of the HR leadership team, this role also helps shape and execute the company’s people strategy by ensuring Total Rewards and HR Operations programs attract, retain, engage, and support a high‑performing workforce. The role plays a critical part in enabling business growth, strengthening organizational effectiveness, and enhancing employee experience at a Maritime Logistic firm that has been employer of choice within the industry.

Enterprise Total Rewards & HR Operations Leadership

• Develop and execute Total Rewards and HR Operations strategies that support the company’s talent strategy, strengthen employee engagement and retention, enhance workforce productivity, and contribute to overall business performance and organizational success.
• Champion an employee‑centered approach to service delivery, ensuring employees receive a consistent, responsive, and positive experience throughout their employment lifecycle.
• Establish and maintain governance, operating rhythms, service standards, metrics, documentation, controls, and accountability mechanisms across Total Rewards and HR Operations.
• Develop and manage the company’s Total Rewards philosophy, programs, practices, and governance, balancing attraction, retention, internal equity, market competitiveness, compliance, fiscal responsibility, and employee experience.
• Ensure Total Rewards programs support the company’s ability to attract, motivate, develop, and retain top talent while reinforcing Ports America’s employment value proposition and employer brand.
• Advise the CHRO and senior leaders on total rewards strategy, labor cost impacts, compliance risks, workforce trends, HR operational priorities, and opportunities to improve organizational effectiveness.
• Provide insights and recommendations that support workforce planning, talent retention, employee engagement, succession readiness, and achievement of the company’s strategic objectives

Compensation Leadership

• Own and manage the day‑to‑day Compensation function, including job evaluations, market pricing, salary recommendations, pay structures, job architecture, FLSA classification governance, pay equity support, incentive administration, compensation analysis, annual merit and bonus cycles, and compensation‑related reporting.
• Design, maintain, and improve compensation processes, tools, guidelines, and governance to support consistent decision‑making, internal equity, market competitiveness, regulatory compliance, and business affordability.
• Partner with HR Business Partners, Finance, Legal, and business leaders to evaluate roles, support organizational changes, analyze labor and compensation costs, and provide data‑driven recommendations.

Benefits, Payroll & Labor Compliance Oversight

• Provide governance over the Benefits function, including health and welfare plans, retirement programs, leave programs, wellness initiatives, open enrollment, vendor management, plan renewals, employee issue escalation, and benefits compliance.
• Oversee Payroll and Labor Regulations to ensure accurate, timely, and compliant payroll processing, labor timekeeping practices, wage and hour compliance, collective bargaining agreement alignment, and consistency between payroll operations, labor regulations, and company policies.
• Ensure appropriate controls, audit readiness, reporting, and risk mitigation for payroll, benefits, compensation, leaves, wage and hour requirements, pay transparency, equal pay, ERISA, ACA, COBRA, HIPAA, and other applicable obligations.

HRIS, Data Governance & HR Operations

• Guide the HRIS function to ensure HR systems effectively support HR operations, payroll, benefits, compensation, employee lifecycle processes, compliance, reporting, integrations, workflow improvements, access controls, and HR data governance.
• Ensure effective HR Coordination and administrative service delivery for the Tempe office and broader HR operations, including employee documentation, onboarding support, employee records, HR administrative support, service standards, process documentation, workflow improvements, and office‑related HR support.
• Develop, monitor, and report key Total Rewards and HR Operations metrics, including payroll accuracy, benefits utilization, compensation competitiveness, labor compliance, HRIS data integrity, employee service levels, process efficiency, audit findings, and compliance status.
• Leverage technology, data, and process improvements to simplify employee interactions, enhance service delivery, improve decision‑making, and create a more seamless employee experience.

Team Leadership, Vendor Management & Continuous Improvement

• Provide leadership, oversight, coaching, and direction to Centers of Excellence teams, including setting priorities, monitoring performance, developing team members, clarifying accountabilities, building succession capability, and ensuring consistent, employee‑centered HR service delivery.
• Foster a culture of continuous improvement, service excellence, accountability, collaboration, and innovation that supports both employee needs and business objectives.
• Partner with HR leadership, Finance, Legal, IT, Operations, business leaders, vendors, brokers, consultants, and other internal and external stakeholders to align Total Rewards and HR Operations programs with company priorities.
• Support budgeting, forecasting, financial modeling, vendor cost analysis, benefits renewal planning, retirement plan reviews, compensation planning, labor cost analysis, and recommendations related to Total Rewards and HR Operations programs.
• Lead HR operational projects, system enhancements, vendor transitions, process improvements, compliance initiatives, audit remediation, and other efforts that strengthen governance, operational effectiveness, scalability, employee experience, and continuous improvement.

Experience and Professional Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Finance, or related field required; advanced degree preferred.
• Minimum of 10 years of progressive HR experience, with significant experience in Total Rewards, Compensation, HR Operations, Payroll, Benefits, HRIS, or HR Compliance.
• Prior experience leading multiple HR operational functions and managing teams required.
• Strong hands‑on compensation experience required, including job evaluations, market pricing, job architecture, salary benchmarking, pay structures, annual compensation cycles, incentive administration, compensation analysis, and pay equity support.
• Experience with payroll operations, benefits administration, HR compliance, HRIS management, HR data governance, vendor management, and HR process improvement.
• Strong knowledge of federal, state, and local employment laws and regulations related to compensation, payroll, benefits, leaves, wage and hour, HR operations, and employee data.
• Experience working with HRIS, payroll, benefits, and compensation systems; experience with UKG, PlanSource, and Salary.com preferred.
• Experience supporting organizations with complex labor environments, collective bargaining agreements, multi‑state operations, or highly regulated payroll and benefits requirements preferred.
• Strong analytical skills with the ability to interpret data, identify trends, build financial and workforce models, assess risk, and make sound recommendations.
• Excellent project management, vendor management, communication, executive presentation, and stakeholder management skills.
• Certified Compensation Professional (CCP), Certified Benefits Professional (CBP), CEBS, SHRM‑CP/SCP, or similar certification preferred.

Knowledge, Skills & Abilities:

• Strong knowledge of total rewards strategy, including compensation, benefits, payroll, retirement, leave, wellness, and incentive programs.
• In-depth knowledge of compensation principles, including job evaluation, market pricing, salary structures, job architecture, pay equity, wage and hour compliance, incentive plan administration, and annual compensation planning.
• Working knowledge of applicable federal, state, and local employment laws and regulations, including FLSA, FMLA, ADA, ERISA, ACA, COBRA, HIPAA, pay transparency laws, equal pay requirements, wage and hour regulations, and employee data privacy considerations.
• Strong leadership and people management skills, with the ability to coach, develop, and lead teams across multiple HR Centers of Excellence.
• Ability to translate business needs into practical Total Rewards and HR Operations solutions that balance employee experience, internal equity, market competitiveness, compliance, cost, and operational scalability.
• Excellent communication and presentation skills, with the ability to explain complex HR, compensation, benefits, payroll, compliance, and systems topics to employees, managers, executives, and external partners.
• Strong vendor management skills, including experience managing brokers, consultants, HR technology vendors, payroll providers, benefits carriers, and other service partners.
• Strong attention to detail, accuracy, confidentiality, judgment, and control orientation when handling sensitive employee, compensation, payroll, benefits, and HR systems information.
• Ability to operate both strategically and tactically, moving easily between long‑term program design, senior‑level advising, process governance, and hands‑on execution where needed.
• Ability to influence stakeholders, drive change, resolve complex issues, and gain alignment across functions and levels of the organization.
• Demonstrated ability to align Total Rewards and HR Operations strategies with broader business and talent objectives, creating programs and experiences that strengthen employee engagement, retention, organizational effectiveness, and employer-of-choice positioning.
• Strong understanding of the relationship between employee experience, workforce engagement, talent outcomes, and business performance.
• Korn Ferry shall provide equal employment opportunity to all qualified candidates, and will refer candidates without regard to race, color, religion, national origin, sex, age, disability, veteran status or any other legally protected basis. Artificial Intelligence tools may be used in connection with the recruitment process for this position.