Head of Rewards

At Stout, we’re dedicated to exceeding expectations in all we do – we call it Relentless Excellence. Both our client service and culture are second to none, stemming from our firmwide embrace of our core values:
Positive and Team-Oriented, Accountable, Committed, Relationship-Focused, Super-Responsive, and being Great communicators. Sound like a place you can grow and succeed? Read on to learn more about an exciting opportunity to join our team.

• Lead the development and execution of a comprehensive Total Rewards strategy that supports Stout’s growth objectives, financial goals, and talent strategy.
• Serve as a strategic advisor to executive leadership on compensation, benefits, incentive design, and workforce investment decisions.
• Build scalable, competitive, and performance-driven rewards programs that attract, retain, and motivate top talent.
• Drive governance, consistency, and operational excellence across compensation, benefits, and rewards programs in a multi-entity and evolving business environment.
• Partner closely with People Operations and HRIS teams to ensure effective implementation, system enablement, and program administration.

• Define, evolve, and communicate the firm’s Total Rewards philosophy and strategy.
• Lead compensation strategy, including job architecture, leveling frameworks, salary structures, market benchmarking, and annual compensation planning processes.
• Design and oversee incentive and bonus programs aligned with business objectives and performance outcomes.
• Partner with executive leadership on compensation cost modeling, workforce planning, budgeting, and investment decisions.
• Serve as a trusted advisor to senior leaders on rewards strategy and organizational growth initiatives.
• Define and oversee benefits strategy, ensuring programs remain competitive, cost-effective, compliant, and scalable.
• Manage benefits vendors and evaluate program effectiveness through ongoing performance monitoring.
• Support M&A activity, organizational growth initiatives, and integration efforts through scalable rewards strategies.
• Establish key metrics and reporting frameworks to evaluate the effectiveness of Total Rewards programs and provide actionable insights to leadership.
• Develop and execute communication strategies related to compensation, benefits, and rewards programs.
• Lead and develop the Total Rewards function, including defining operating models, governance structures, and decision rights across Total Rewards, People Operations, and HRIS.
• Partner with HRIS teams to support system enablement and optimization of rewards-related processes and reporting.

• 15+ years of progressive leadership experience in Total Rewards, Compensation, Benefits, or Human Resources.
• Demonstrated success leading Total Rewards programs within high-growth professional services, consulting, or similarly complex organizations.
• Deep expertise in compensation strategy, job architecture, market benchmarking, and incentive plan design.
• Experience partnering with HRIS teams on HR technology strategy and implementation, including Workday optimization and governance.
• Proven success scaling compensation, job architecture, and rewards processes in complex or rapidly growing organizations.
• Strong financial acumen, including workforce planning, budgeting, forecasting, and compensation cost modeling.
• Experience advising executive leadership teams and influencing organizational decision-making.
• Ability to translate strategic Total Rewards initiatives into scalable systems, workflows, reporting, and operational processes.
• Strong communication skills with the ability to explain complex compensation and HR technology concepts to executive and non-technical stakeholders.

• Global Total Rewards experience.
• Experience operating within multi-entity or highly complex organizational structures.
• M&A, integration, or transformation experience.

• Think strategically while maintaining a strong operational focus on execution and scalability.
• Build trusted partnerships with executive leadership, People Operations, HRIS, and business leaders across the firm.
• Leverage data and analytics…