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, andcompliance 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 t