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, and compliance 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 <li data-leveltext="•" data-font="" data-listid="2" data-list-defn-props="{"335552541":1,"335559685":360,"335559991":360,"469769242":[8226],"469777803":"left","469777804":"•","469777815":"hybridMultil