Director - Rewards, HR Transformation & Technology

Senior HR leadership | Rewards strategy | HR technology | Enterprise transformation

Position Overview

This senior leadership role is responsible for advancing a broad HR modernization agenda spanning Total Rewards, technology, process improvement, data and large-scale transformation. The Director will bring structure and discipline to complex initiatives, helping move strategic priorities from concept through implementation, adoption and ongoing optimization.

Working across HR and key business functions, this leader will guide major programs, strengthen HR service delivery, improve the employee and manager experience, and ensure investments in systems and processes deliver practical business value. The role requires a strong blend of HR knowledge, technology fluency, program leadership and stakeholder influence.

Core Responsibilities

Lead a portfolio of enterprise HR transformation initiatives from planning and design through implementation, stabilization and benefits realization.

Translate HR strategy and business priorities into clear roadmaps, work streams, implementation plans and measurable outcomes.

Create practical governance structures covering scope, milestones, resources, dependencies, decision rights, risks and success measures.

Coordinate cross-functional teams that may include HR, Technology, Finance, Operations, business leaders, consultants and external partners.

Introduce consistent program-management practices, reporting standards and executive-level visibility across major HR initiatives.

Identify barriers and interdependencies early, facilitate decisions and keep complex work moving against agreed priorities.

Build stakeholder engagement, communications, training and adoption planning into transformation programs so changes are sustained after launch.

Track impact using measures such as service quality, process efficiency, employee experience, data quality and business outcomes.

Provide strategic direction for the HR technology environment, including priorities, governance, standards and longer-term roadmap planning.

Act as a senior HR partner to Technology teams, connecting functional requirements with architecture, integrations, cybersecurity, data governance and support models.

Oversee the intake and prioritization of system enhancements, configuration changes, releases, testing and optimization requests.

Lead or sponsor HR system implementations, upgrades, integrations, optimization initiatives and vendor transitions as needed.

Identify opportunities to reduce manual work, simplify workflows and expand employee and manager self-service.

Evaluate emerging capabilities such as artificial intelligence, automation, workforce analytics and digital employee-experience tools.

Provide oversight to technology vendors and implementation partners, ensuring commitments, timelines, service expectations and business outcomes are met.

Support appropriate controls for HR data integrity, privacy, security and system governance.

Provide enterprise-level leadership across compensation, benefits, recognition and wellbeing programs, with a focus on competitiveness, employee experience and organizational effectiveness.

Guide the modernization of key rewards processes including compensation planning, incentive administration, benefits enrollment, job evaluation, market pricing and employee communications.

Strengthen governance, workflows, controls and data standards to improve consistency, accuracy and timely decision-making.

Improve integration among HCM, compensation, benefits, payroll and external vendor platforms to reduce duplication and strengthen data flow.

Enable reporting and insights related to market competitiveness, pay equity, participation, cost, utilization and program effectiveness.

Partner with Finance, Payroll, Legal, Technology, HR Operations and external providers to ensure rewards programs are sustainable, compliant and operationally effective.

Improve adoption of rewards programs and tools through manager enablement, clear communications, training and self-service capabilities.

HR Process Improvement & Operating Model

Partner with HR leaders and specialist teams to review and redesign processes across the employee lifecycle.

Lead process mapping, requirements definition, gap analysis, future-state design and implementation planning.

Standardize and simplify processes where appropriate, using technology to enable efficient workflows rather than reproduce unnecessary…