Sr. Director, Global Total Rewards

Overview

As the Sr. Director, Global Total Rewards, this role reports to the Group Vice President of Global Talent Acquisition, Total Rewards & HR Operations and owns the strategy, design, and evolution of Total Rewards across all of Crocs Inc. The role leads enterprise‑wide compensation programs—including base pay, incentives, equity, promotions, and executive compensation—and serves as the primary owner of Compensation Committee governance, materials, and recommendations. In addition, the role oversees a globally competitive and innovative benefits offering that supports a diverse workforce. Acting as a trusted advisor to business leaders and HR partners, this leader brings strong external market perspective to shape and deliver impactful total rewards strategies. This role is based in Broomfield, Colorado.

What You'll Do

Strategic Rewards Leadership:

Advise, lead, and drive an enterprise‑wide Total Rewards strategy—spanning compensation, incentives, equity, and benefits—that aligns with business priorities, culture, and long‑term leadership and talent outcomes.

Serve as a trusted advisor and enterprise connector, partnering with senior leaders, HR, and governance bodies to guide executive and equity compensation decisions that balance business strategy, retention, succession, and shareholder interests.

Programs:

Design and steward competitive global rewards programs across benefits, broad‑based compensation, and equity by leveraging market insights, analytics, and enterprise thinking to attract, retain, and reward top talent.

Provide strategic oversight and strong governance for executive and equity compensation programs, partnering cross‑functionally to ensure compliance, sound decision‑making, and alignment with business and shareholder priorities.

Enable effective leadership and Board decisions by translating complex rewards data into clear insights, leading Compensation Committee planning, materials, and disclosures with accuracy, clarity, and impact.

People Leadership & Program Effectiveness:

Advise leaders and enable effective rewards practices by developing clear guidance, tools, and education that strengthen manager capability, improve understanding, and support confident compensation conversations across the enterprise.

Continuously strengthen Total Rewards programs through market insight and analysis, leading benchmarking and trend assessments to inform competitive, data‑driven decisions and identify opportunities to enhance impact and effectiveness.

What You'll Bring to the Table

Minimum Education:

Bachelor’s degree in Finance, Business, Human Resources, or related field, Masters preferred or equivalent validated experience.

Minimum Experience:

10+ years experience in compensation, benefits and payroll either in consulting or in a publicly traded, global company, with at least 5 years leading the function.

Knowledge, Skills, & Abilities:

• Strong project and change leadership, with the ability to pivot quickly, manage multiple priorities, and perform effectively in a fast‑moving environment.
• Advanced analytical and modeling skills, including expert‑level Excel, financial, and compensation modeling.
• Strategic, outcome‑oriented leader who drives decisions forward, follows through, and remains resilient in the face of complexity or setbacks.
• Influential relationship builder, skilled at partnering with executives, leaders, HR peers, and diverse stakeholders to solve problems and deliver results.
• Commercially minded, with a solid understanding of business drivers, industry trends, and how rewards support organizational performance.
• Comfortable navigating ambiguity and risk, proactively seeking growth opportunities beyond your comfort zone.
• Strong executive presence and communication skills, with the ability to engage, influence, and clearly convey complex topics.

Ideal Candidate

• Experience designing and delivering a full range of global rewards programs, including compensation, commissions, short‑ and long‑term incentives, and benefits, with a focus on attracting and retaining top talent.
• Proven ability to support executive and Board‑level governance, including preparing materials and coordinating Compensation Committee planning and cadence.
• Hands‑on experience designing and managing job architecture across diverse workforces, balancing consistency, flexibility, and business needs.
• Strong background in equity programs, including administration, governance, and helping leaders and employees understand how equity works.
• Trusted partner in executive compensation and equity strategy, with experience analyzing options, advising leaders, and supporting informed decision‑making.

Travel Requirements:

• Minimal