Executive Director, 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  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.

• 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

• 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

• 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

• Own end‑to‑end governance of total rewards operations, including annual cycles, audits, renewals, and open enrollment, with accountability to the CPO and executive leadership for outcomes
• Direct strategic relationships with external partners, consultants, and vendors, negotiating enterprise…