Director, Benefits & Compensation

Summary

The Director, Compensation & Benefits provides strategic leadership and operational oversight of the company’s compensation and benefits programs. This role enhances the organization’s ability to attract, engage, and retain talent by ensuring programs are market-competitive, cost-effective, and aligned with business objectives. The Director partners closely with HR, Finance, Legal, and business leaders to drive process improvements, vendor performance, and integration of compensation and benefits programs. The position also supports enterprise initiatives such as system implementations and organizational redesign, as well as M&A and JV integrations as needed.

In this role, you will

Compensation

• Design, implement, and refine compensation strategies that strengthen the organization’s ability to attract, retain, and motivate top talent.
• Lead annual salary planning, incentive plan design, and pay structure reviews, ensuring internal equity and market competitiveness.
• Lead participation in compensation surveys, conduct benchmarking and market analyses, and provide recommendations on pay structures and practices.
• Provide strategic counsel to senior leadership on compensation matters, including market trends and emerging best practices.

Benefits

• Oversee benefits strategy, including health and welfare, retirement, wellness, and ancillary programs, ensuring they remain competitive, compliant, and cost-effective.
• Serve as primary liaison with benefits brokers, consultants, and carriers, leading renewals, vendor evaluations, and negotiations.
• Develop and execute communication strategies to effectively educate employees and leaders about benefits programs, including open enrollment, manager toolkits, and total rewards statements.

Strategic/Cross-Functional Leadership

• Collaborate with Finance on budgeting and forecasting for compensation and benefits costs, modeling scenarios and managing cost impacts to the business.
• Partner with HR Technology and Shared Services to ensure accurate and efficient data flow between SuccessFactors, BenefitFocus, and third-party vendors.
• Develop and implement metrics, dashboards, and reporting to evaluate program effectiveness, trends, compliance, and ROI for leadership decision-making.
• Build and lead a high-performing team, fostering a culture of collaboration, accountability, and continuous improvement.
  

What you bring to RNDC

• Bachelor’s degree in Human Resources, Business, or related field required; Master’s preferred.
• 8–10 years of progressive HR experience, including leadership in Compensation and Benefits.
• Proven success in managing enterprise compensation and benefits programs.
• Strong collaboration, problem-solving, and executive communication skills.
• Proficiency with HR systems such as SAP SuccessFactors and benefits platforms such as BenefitFocus; experience with compensation benchmarking and market analysis tools (e.g., Mercer, Payfactors, MarketPay) preferred.
• Relevant certifications (e.g., CCP, CEBS, SHRM-SCP) a plus

What's in it for you

• 401(k) with company matching
• Medical, dental and vision benefits*
• Paid Time Off Program – work your way up to 5 weeks of PTO a year with the ability to carryover unused PTO
• Paid volunteer time
• Paid parental leave
• Paid caregivers leave
• Fertility benefits
• Paid training
• Company paid life insurance, short-term disability, and company-paid holidays
• Associate resource groups, and diversity, equity, and inclusion programs available for all associates

Bonus if you bring