Director of Total Rewards

Baker Tilly is a leading advisory tax and assurance firm providing clients with a genuine coast-to-coast and global advantage in major regions of the U.S. and in many of the worlds leading financial centers New York London San Francisco Los Angeles Chicago and Boston. Baker Tilly Advisory Group LP and Baker Tilly US LLP (Baker Tilly) provide professional services through an alternative practice structure in accordance with the AICPA Code of Professional Conduct and applicable laws regulations and professional standards. Baker Tilly US LLP is a licensed independent CPA firm that provides attest services to its clients. Baker Tilly Advisory Group LP and its subsidiary entities provide tax and business advisory services to their clients. Baker Tilly Advisory Group LP and its subsidiary entities are not licensed CPA firms.

Baker Tilly Advisory Group LP and Baker Tilly US LLP trading as Baker Tilly are independent members of Baker Tilly International a worldwide network of independent accounting and business advisory firms in 141 territories with 43000 professionals and a combined worldwide revenue of $5.2 billion. join the conversation onLinkedInFacebookandInstagram.

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The Total Rewards Director provides strategic leadership for Baker Tillys enterprise total rewards programs including compensation benefits well-being leave programs recognition and related initiatives that support the firms ability to attract engage reward and retain talent. This role translates firm and People Solutions priorities into integrated total rewards strategies that balance employee experience market competitiveness financial stewardship operational effectiveness and regulatory requirements.

The Director serves as a trusted advisor to senior leaders and People Solutions partners on complex compensation and benefits matters market trends program design and emerging total rewards practices. The role leads the evaluation development implementation and ongoing optimization of enterprise programs and ensures that total rewards offerings remain competitive scalable and aligned with the needs of a growing professional services organization.

This position also provides leadership to the Total Rewards team building subject-matter expertise establishing clear priorities and operating standards and fostering collaboration across People Solutions Finance Legal Payroll HR Operations Benefits Administration and other enterprise functions.

Key Relationships

• Internal: People Solutions leadership; Compensation and Benefits professionals; Benefits Administrators; HR Business Partners and People leaders; Talent Acquisition; Talent Management; HR Operations/HRIS; Payroll; Finance; Legal and Risk; firm and business leadership; other enterprise stakeholders.
• External: Benefits consultants compensation data providers insurance carriers retirement and well-being providers technology partners brokers legal and regulatory advisors and other Total Rewards vendors and professional networks

Responsibilities

• Develop and lead the firms enterprise total rewards strategy ensuring compensation benefits well-being leave and recognition programs support business priorities workforce needs employee experience and talent attraction and retention.
• Lead the design governance administration communication and ongoing evaluation of compensation programs including base pay structures annual compensation processes market pricing incentive programs salary structures and other reward programs (through Workday HCM and Workday Advanced Compensation Module).
• Provide strategic leadership for employee benefit and well-being programs evaluating program design competitiveness utilization cost effectiveness employee value and opportunities for improvement as well as communication supporting these various programs.
• Partner with senior People Solutions Finance Legal and business leaders to evaluate total rewards priorities develop recommendations assess financial and workforce implications and obtain alignment on significant program changes.
• Advise leaders on complex and sensitive compensation and benefits matters applying sound judgment market data program principles and enterprise policies to support consistent and equitable decision-making.
• Monitor external market practices regulatory developments workforce trends and professional services benchmarks to identify emerging opportunities and risks affecting the firms total rewards programs.
• Lead compensation benchmarking and market intelligence activities including the selection and interpretation of market surveys competitive analyses and workforce data used to support compensation strategy and decision-making.
• Own the Job Architecture supporting the firm categorization of jobs to maintain clarity and consistency around firm roles and career progression opportunities.
• Oversee vendor and external partner relationships across benefits compensation well-being and related programs; establish performance expectations evaluate service quality and value manage escalated issues and support contract and renewal decisions.
• Establish effective governance controls processes documentation and operating standards that support accurate consistent compliant and scalable administration of Total Rewards programs.
• Partner with HRIS HR Operations Payroll Finance and other teams to improve the integration of total rewards processes data systems and employee experiences.
• Use workforce compensation benefits and financial data to evaluate program effectiveness identify trends model alternatives develop recommendations and support executive decision-making.
• Lead significant Total Rewards initiatives and transformation efforts including new program design process improvement technology enablement policy changes communications and implementation planning.
• Develop clear communication strategies and materials that help employees and leaders understand the purpose value and operation of compensation benefits and related Total Rewards programs.
• Represent the firm as appropriate in external professional forums surveys networks and benchmarking activities related to compensation benefits and total rewards practices.
• Lead develop coach and retain Total Rewards professionals; establish priorities and performance expectations strengthen subject-matter expertise encourage collaboration and build organizational capability.
• Promote continuous improvement by identifying opportunities to simplify processes improve employee and leader experiences strengthen controls increase operational efficiency and improve scalability.
• Handle sensitive employee compensation benefits and business information with a high degree of judgment discretion and confidentiality.
• Perform other duties as assigned.

Qualifications

• Bachelors degree in Human Resources Business Administration Finance Accounting Economics or a related field required.
• Minimum of 10 years of relevant experience in compensation benefits total rewards human resources or a related discipline.
• No professional certification or license required.
• Relevant Total Rewards compensation benefits or human resources certifications are preferred and may include credentials such as Certified Compensation Professional (CCP) Certified Employee Benefit Specialist (CEBS) or comparable professional certifications.
• Experience should include progressively responsible leadership of complex compensation and/or benefits programs development of enterprise-level strategies executive consultation data-driven decision-making vendor management and leadership of professionals or teams.
• Experience within a large complex multi-state professional services accounting consulting financial services or similarly distributed organization is preferred.
• Experience working with Workday HCM and the Workday Advanced Compensation Module is preferred.
• The successful candidate will bring deep Total Rewards expertise combined with strong enterprise leadership analytical judgment and the ability to translate business and workforce priorities into practical compensation and benefits strategies.
• The role requires the ability to operate effectively in a complex matrixed organization and influence decisions across multiple functions and leadership groups.

The pay rate range for this job position is $175000 to $315000. Actual compensation is influenced by a variety ofrelevant factors including but not limited to applicants skills prior experience qualifications degreesprofessional certifications work arrangements and geographic location. Baker Tilly offers acomprehensive compensation and benefits package to eligible employees

The nationalpay rate range is $175000 to $315000
The California pay rate range is $175000 to $315000