Director, Rewards

Role Overview:

The Director of Total Rewards will design, lead, and administer the company s compensation, benefits, and recognition programs across its U.S. and international manufacturing sites. Reporting to the SVP of Human Resources, this role serves as the company s senior subject-matter expert on pay strategy, benefits design and financing, executive compensation support, and rewards governance. The Director will partner closely with senior leadership, finance, and operations leaders to build scalable, competitive, and compliant total rewards programs that support a high-growth, multi-site manufacturing environment.

• Own the design, governance, and continuous improvement of MIRATECH s base pay, incentive, and pay equity structures across all U.S. and international locations.
• Lead compensation market analyses, salary structure reviews, and job leveling/architecture projects, including site- and role-specific studies (e.g., production and skilled trades compensation and retention analyses).
• Partner with Talent Acquisition and site leaders on offer structuring, market pricing, and competitive positioning for hard-to-fill and critical roles.
• Manage the annual merit, bonus, and incentive compensation cycles, including budget modeling, guidelines, and manager/leadership communications.
• Support executive and management compensation processes, including market benchmarking and board/compensation committee materials as needed.

• Lead the annual health and welfare benefits renewal process, including plan design, funding strategy (fully insured, captive, or self-funded models), and carrier/broker management.
• Evaluate and recommend benefits financing strategies (e.g., medical stop-loss captives, HRA/HSA structures) and translate complex options into clear recommendations for senior leadership.
• Oversee retirement, wellness, leave of absence, and ancillary benefit programs, ensuring competitiveness and compliance across all jurisdictions.
• Manage relationships with benefits brokers, carriers, and consultants to drive value, service quality, and cost management.

• Ensure compensation and benefits programs comply with applicable federal, state, and international regulations (e.g., FLSA, pay transparency and pay equity laws, ACA, ERISA).
• Build and maintain total rewards analytics and reporting (pay equity, compa-ratios, benefits utilization, cost trends) to inform decision‑making and executive reporting.
• Develop total rewards statements and communication strategies that help employees understand the full value of their compensation and benefits.
• Create and maintain job architecture, pay grade, and salary structure documentation, and support HRIS/payroll teams on system configuration and data integrity for pay and benefits.

• Serve as a trusted advisor to the SVP of HR and senior leadership on total rewards strategy, market trends, and organizational design implications.
• Partner with accounting and finance on compensation and benefits budgeting, forecasting, and cost modeling.
• Build, mentor, and develop compensation, benefits and payroll team, capable of supporting a growing, multi-site organization.
• Support M&A, site expansion, and workforce mobility initiatives with total rewards due diligence and integration planning.

• Bachelor s degree in Human Resources, Finance, Business Administration, or related field; equivalent experience considered.
• 10+ years of progressive experience in compensation and benefits, including at least 3-5 years in a leadership role directing a total rewards function.
• Demonstrated experience designing and managing compensation structures and benefits programs across multiple U.S. states; multi-site manufacturing or industrial experience strongly preferred.
• Thorough knowledge of compensation principles, pay practices, and executive compensation trends.
• Strong knowledge of the financial and accounting implications of benefit plans and demonstrated compensation philosophy including policy, procedures and program implementation; ability to present competitive market and industry trends; manage all wage, salary, short and long term incentive policies and practices; and provide guidance on executive compensation to senior leadership.
• Working knowledge of benefits financing models (fully insured, self-funded, captive/stop-loss…