Sr. Director, Total Rewards

About Array Marketing

For over 40 years Array Marketing has been a global leader in retail displays and in-store merchandising solutions. With more than 1800 employees worldwide we partner with leading brands including Sephora LOréal Coty PUIG Amazon and many others to design engineer manufacture and deliver bespoke retail environments that bring their brands to life.

No two projects are the same. Combining award-winning design engineering expertise skilled craftsmanship and state-of-the-art manufacturing technologies we create highly customized solutions that help the worlds leading brands stand out where it matters most - in store.

Our success is built on the way we work as One Team fostering open communication collaboration and a shared commitment to excellence. We strive to be Better Every Day by continuously learning improving and taking initiative. We also Have Fun creating a positive engaging workplace where people enjoy what they do and celebrate wins together.

Were looking for curious open-minded problem-solvers who enjoy tackling complex challenges thinking critically and collaborating across disciplines. If youre ready to make an impact while helping shape the future of retail wed love to hear from you.

Who we need

The Sr. Director Total Rewards is responsible for designing governing and continuously improving the organizations global compensation philosophy benefits job architecture HRIS payroll mobility activities and people-related integration work arising from mergers and acquisitions. Based in Canada this role provides leadership to a small team and practical execution across regions ensuring total rewards HR systems payroll and mobility programs are market-competitive internally equitable legally compliant financially sustainable operationally effective and aligned with the companys culture employee value proposition and growth agenda.

As our new Sr. Director Total Rewards you will handle:

Global Total Rewards Strategy

• Monitor and lead a global total rewards strategy that supports business growth talent attraction retention performance and internal equity.
• Establish global rewards principles while enabling regional flexibility to reflect local market legislative and cultural requirements.
• Act as a trusted advisor to the CHRO executive leaders Finance Legal and regional HR teams on compensation benefits incentives and rewards governance.
• Monitor external market trends regulatory changes pay transparency requirements and evolving employee expectations ensuring the teams work under this roles leadership keeps programs competitive and compliant.
• Provide total rewards leadership and due diligence support for mergers acquisitions integrations new business development and divestitures including assessment of compensation benefits payroll HRIS mobility and related people-cost implications.

Compensation Job Architecture and Pay Equity

• Lead the design implementation and ongoing governance of global job architecture job evaluation levelling salary structures and pay ranges.
• Oversee annual compensation planning processes including merit bonus incentive and executive compensation support ensuring alignment with performance affordability and market competitiveness.
• Build and maintain a consistent market pricing and benchmarking methodology using reputable survey data and internal analytics.
• Partner with HR and business leaders to ensure new and evolving roles are evaluated objectively and assigned appropriate levels grades and compensation ranges.
• Develop and apply clear compensation guidelines to support consistent equitable and defensible salary decisions based on job level market data internal equity performance budget affordability and approved governance processes.
• Lead pay equity internal equity and pay transparency analysis and reporting including compliance with Canadian requirements and emerging global pay transparency obligations.

Benefits Wellbeing & Perquisites

• Provide strategic oversight of benefits and wellbeing programs ensuring offerings are competitive compliant cost-effective and aligned with workforce needs.
• Lead benefits reviews vendor evaluations renewal processes employee feedback analysis and recommendations for plan design changes.
• Design govern and periodically review global perquisites allowances and executive or role-based programs to ensure they are market-relevant equitable compliant cost-managed and aligned with total rewards principles.
• Establish clear eligibility approval documentation tax payroll and communication processes for global perquisites partnering with Finance Legal Payroll regional HR and external advisors as needed.
• Oversee pension retirement and legacy benefits programs ensuring appropriate governance compliance vendor management employee communication risk monitoring and alignment with current total rewards strategy.
• Collaborate with Payroll Finance Legal brokers consultants HRIS partners mobility advisors and HR leaders to manage rewards-related risk cost communication compliance and employee experience.

Governance Analytics and HRIS

• Develop global policies frameworks tools and approval processes for compensation benefits allowances incentives job changes HRIS and related total rewards activities.
• Provide oversight of HRIS strategy governance data integrity reporting workflows and system optimization to support scalable global HR operations and decision-making.
• Assess and identify economies of scale across global programs external vendors platforms and service providers recommending opportunities to consolidate standardize or optimize solutions where appropriate.
• Evaluate global system opportunities that improve scalability data integrity reporting automation employee experience and operational efficiency across total rewards HRIS payroll time and attendance benefits and mobility processes.
• Use data analytics and dashboards to assess compensation competitiveness benefits utilization pay equity turnover risk program effectiveness HR data quality and overall rewards performance.
• Define track and report on global total rewards HRIS payroll and mobility KPIs through dashboards scorecards and regular reporting cycles that provide visibility to trends risks service levels compliance status and program outcomes.
• Prepare and deliver regular global reporting for the CHRO executive leaders Finance Legal and regional HR teams to support data-driven decisions governance reviews and continuous improvement priorities.
• Establish governance and periodic review processes for temporary staff contractor and agency worker payments to confirm appropriate approvals rate accuracy invoice alignment classification tax treatment and compliance with applicable employment payroll procurement and legislative requirements.
• Prepare executive-ready materials business cases and recommendations for leadership decision-making.

Payroll Oversight

• Provide oversight of payroll governance and controls while the Payroll team executes day-to-day payroll activities with Finance HR and external providers to ensure accurate timely compliant payroll across applicable jurisdictions.
• Oversee payroll audit and reconciliation requirements while the Payroll team performs regular audits and reconciliations including statutory remittances deductions taxable benefits pension or retirement contributions and employer-paid taxes.
• Provide oversight and guidance for year-end payroll activities while the Payroll team executes annual reporting tax slips or equivalent filings payroll balancing audit support and issue resolution.
• Maintain sufficient payroll administration knowledge to step in on a temporary basis during Payroll team absences supporting critical payroll processing issue resolution and continuity as needed.
• Provide oversight of time and attendance governance systems controls and reporting while the Payroll team and applicable functional owners execute day-to-day processes to support accurate pay compliance scheduling inputs leave tracking and workforce data integrity.
• Oversee controls for temporary staff and agency worker payments including periodic checks of approved rates hours invoices payroll or vendor payments worker classification and compliance with local employment tax and regulatory requirements.
• Set expectations for payroll best practices while the Payroll team executes clear calendars documented controls compliance reviews vendor monitoring data privacy requirements and continuous improvement activities.

Mobility

• Develop and implement a global mobility program with clear principles eligibility criteria relocation and assignment support approval pathways cost ownership compliance requirements and employee experience standards.
• Provide oversight of mobility activities including cross-border work arrangements relocation assignments allowances immigration coordination tax considerations and local employment requirements.
• Establish mobility frameworks documentation and governance to support consistent compliant and employee-focused decision-making.
• Partner with Legal Finance Payroll Tax HRIS partners mobility advisors external vendors and regional HR teams to manage mobility-related needed activities risk cost communication and evolving workforce needs.

Leadership and Partnership

• Lead coach and develop total rewards team members and/or support of matrixed regional contributors building capability consistency and accountability.
• Partner closely with regional HR teams to balance global standards with local execution requirements.
• Influence senior leaders through clear data-driven recommendations and practical solutions.
• Communicate total rewards programs in a way that builds leader capability employee understanding and trust in rewards decisions.

Key Competencies:

• Strategic and commercial mindset: Connects rewards strategy to business priorities financial discipline and talent outcomes.
• Analytical decision-making: Uses data market intelligence and internal equity insights to develop clear recommendations.
• Global perspective: Applies consistent principles while adapting programs to local market and legal requirements.
• Influence and communication: Builds trust with executives leaders HR partners and employees through clear practical communication.
• Governance and risk management: Establishes disciplined processes that support fairness compliance and defensible decision-making.
• Operational excellence: Strengthens HRIS payroll mobility and rewards processes through disciplined governance clear controls continuous improvement and stakeholder partnership.
• Change leadership: Leads rewards transformation program implementation and leader education with clarity and credibility.
• M&A leadership: Applies structured due diligence integration planning and change leadership to support effective people-related outcomes during mergers acquisitions and organizational transactions.

You have:

• 8 years of Total Rewards Senior Leadership experience with significant depth of knowledge in total rewards job architecture pay equity HR systems and payroll.
• Experience leading total rewards programs across multiple countries or regions preferably within a global or multi-site organization.
• Strong knowledge of Canadian compensation benefits employment standards pay equity and related legislative requirements; competency in U.S. Mexico Europe and APAC rewards practices is strongly preferred.
• Demonstrated experience designing salary structures incentive plans job evaluation frameworks market benchmarking processes and compensation governance.
• Experience overseeing HRIS payroll governance time and attendance and global mobility programs and working closely with functional owners to ensure integrated compliant and effective HR operations.
• Experience establishing governance controls and compliance review processes for temporary staff contractor agency worker and related contingent workforce payments.
• Experience developing KPIs dashboards scorecards and global reporting routines that translate HR and rewards data into actionable insights for senior leadership.
• Experience assessing economies of scale across global programs vendors platforms and HR systems with the ability to recommend consolidation standardization automation or optimization opportunities.
• Experience overseeing pension retirement and legacy benefits programs including governance compliance vendor relationships communications and risk management.
• Experience partnering with Finance Legal Payroll HRIS and Mobility brokers consultants external vendors and senior business leaders.
• Experience leading or supporting mergers and acquisitions from a total rewards and HR operations perspective including due diligence integration planning harmonization of programs employee transition considerations and post-close governance.
• Bachelors degree in Human Resources Business Finance or a related field; CCP CEBS GRP CHRP/CHRL or equivalent certification is preferred.

Working Conditions:

• Based in Canada (with some global oversight across multiple regions and time zones).
• At least 3 days in office - Scarborough.
• Minimal domestic and international travel may be required to support regional TR teams leadership meetings vendor reviews or major program implementation up to 10%.

Compensation:

The salary range for this role is $160000 - $185000. Compensation is thoughtfully determined based on your experience skill set and alignment with our internal compensation framework. Were always happy to answer questions about compensation through the hiring process.

Apply now.

Diversity equity and inclusion are a critical component of life at Array Marketing and we are committed to making these values an integral part of our culture. We encourage applications from all qualified applicants including women persons with disabilities Black Indigenous and People of Colour (BIPOC) people from the Lesbian Gay Bisexual Transgender Transsexual Queer Questioning Two-Spirit Intersex Asexual (LGBTQ2SIA) community and other equity-seeking groups.

Array Marketing is committed to providing accessible employment practices that are in compliance with the Accessibility for Ontarians with Disabilities Act (AODA). If you require accommodation please notify our HR team at

Required Experience:

Exec