Job Description
At One Workplace, we believe the employee experience matters and that thoughtful, scalable people programs are foundational to building a high-performing, people-centered organization. We’re looking for a Senior Director, Total Rewards to lead and evolve our compensation and benefits strategy across the enterprise. This leader will play a critical role in modernizing and scaling our Total Rewards function while partnering closely with leaders across the business to ensure our programs are equitable, competitive, operationally sound, and aligned to our evolving business strategy. This is a highly visible leadership role reporting to the Chief People Officer. The ideal candidate is equal parts strategist, builder, operator, and trusted advisor. We want someone who’s comfortable designing long-term frameworks while also rolling up their sleeves to build processes, analyze data, solve problems, and drive execution. As One Workplace continues to grow and evolve, this leader will help transform Total Rewards from a primarily reactive function into a proactive, data-informed, business-aligned capability that supports our people, managers, and long-term enterprise goals. Location: Santa Clara, CA Compensation range: $240,000 - $275,000/year Employee Benefits: 15 days of PTO 9 Paid holidays Medical/Dental/Vision Insurance 401k + Employer Match Paid Parental Leave Wellness App with reimbursement of up to $500/year Profit Sharing Position Summary What You’ll Do Compensation Strategy & Programs Lead the design, implementation, and evolution of enterprise-wide compensation programs and practices across all employee populations, including salaried, hourly, commissioned, field, warehouse, installer, and leadership teams Develop scalable compensation structures, salary bands, leveling frameworks, and compensation philosophies aligned to market competitiveness, internal equity, and business strategy Partner closely with business leaders and People Business Partners to support organizational design, workforce planning, promotions, pay decisions, and talent strategies Lead annual compensation planning cycles, including merit, bonus, and promotion processes Support executive compensation analysis and recommendations in partnership with senior leadership Evaluate and refine incentive compensation programs in partnership with business stakeholders Benefits & Wellbeing Oversee enterprise benefits strategy and administration, ensuring programs are competitive, scalable, compliant, and aligned to employee needs Partner with brokers and external vendors to optimize plan design, cost management, and employee experience Continuously assess opportunities to modernize and improve wellbeing and recognition offerings Analytics, Governance & Operations Build stronger governance, analytics, and operational rigor across Total Rewards programs and processes Develop reporting, dashboards, and insights that support strategic decision-making and workforce planning Partner cross-functionally with Finance, HR Operations, Legal, and business leaders to ensure alignment and scalability Ensure compliance with federal, state, and local regulations related to compensation and benefits Help evaluate and optimize systems, tools, and workflows that support Total Rewards operations and decision-making Leadership & Transformation Help build and scale the future Total Rewards function, including team structure, capabilities, and operating model Drive change management and manager enablement related to compensation and benefits practices Bring a thoughtful, practical, and business-minded approach to balancing employee experience, operational realities, and organizational goals Serve as a trusted advisor to leaders across the enterprise What We’re Looking For 10+ years of progressive Total Rewards leadership experience, including deep expertise in compensation and benefits Experience supporting complex, multi-state organizations with diverse employee populations and compensation structures Proven experience building or transforming Total Rewards programs, processes, and infrastructure in growing or evolving organizations Strong analytical and financial acumen with the ability to translate data into insights and recommendations Experience developing compensation philosophies, salary structures, leveling frameworks, and incentive programs Strong partnership and influencing skills with the ability to build tru