Jobs in Palm Beach County, FL

About the role

We are looking for innovators to join the dynamic team that makes it all possible. In an industry that moves fast, we rely on our agility to stay ahead of the curve and deliver results. However, we never achieve it alone. Our culture is defined by a "Team First" focus , where every team member matters, and we collaborate passionately to support our customers' objectives. 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. This role requires deep analytical capabilities to research and synthesize multiple perspectives including team member needs, external labor market competitiveness, cost management considerations, and evolving workforce requirements. The position translates these complex insights into effective, scalable reward programs that drive organizational performance. Scope encompasses the full spectrum of total rewards including base compensation design, short-term and long-term incentive architecture, executive compensation structures, equity program management, global benefits strategy development, wellness and work-life program oversight, career framework design, and rewards policy governance. The role holder is accountable for the ongoing operational management, strategic communication, and rigorous monitoring of program effectiveness and business outcomes. Workday system expertise is mandatory, with demonstrated proficiency in leveraging the platform to enable scalable, data-driven compensation processes and total rewards administration across the enterprise.

What you'll bring

• Bachelor's degree in Human Resources, Business Administration, Finance, or related field required
• Compensation Expertise: 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.
• Benefits Program Design: Extensive experience with benefits program design and administration including health and welfare plans, retirement programs, global benefits strategies, vendor management, and regulatory compliance.
• Workday HCM Proficiency: Mandatory hands-on experience with Workday HCM with specific proficiency in Workday Compensation, Workday Benefits, and Workday Advanced Compensation modules including system configuration, business process design, and reporting capabilities.
• Regulatory Knowledge: Expert knowledge of compensation and benefits regulations including Fair Labor Standards Act (FLSA), Employee Retirement Income Security Act (ERISA), Securities and Exchange Commission (SEC) rules for equity compensation, IRS regulations, and international labor laws.
• Analytical Capabilities: Advanced analytical skills with proven ability to conduct complex market analyses, perform statistical modeling, interpret compensation survey data, and translate findings into strategic recommendations.
• Business Acumen: Strong business acumen with ability to understand organizational strategy, financial objectives, talent priorities, and translate them into effective total rewards programs that drive business results.
• Executive Presence: Exceptional stakeholder management and executive presence with experience presenting to C-suite leadership, Board Compensation Committees, and cross-functional senior leadership teams.
• Communication Skills: Excellent communication skills both written and verbal with ability to distill complex compensation and benefits concepts into clear, accessible messages for diverse audiences.
• Organizational Skills: High attention to detail with strong organizational skills and 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.
• Professional Certifications: Professional certifications strongly preferred including Certified Compensation Professional (CCP), Certified Benefits Professional (CBP), Global Remuneration Professional (GRP), or SHRM Senior Certified Professional (SHRM-SCP).

Benefits