Description

Position Title: Senior Director of Total Rewards

Reports to: Chief Human Resources Officer

Location: Employees in this role can work from our Boston, MA office, remotely within the U.S. or hybrid of these two options.

Employment Type: Full Time

Position Overview:

The Senior Director of Total Rewards is responsible for building and maintaining compensation practices at Partners In Health (PIH) that are effective in attracting and retaining highly qualified talent and that are in line with the organization’s compensation philosophy. Reporting to the Chief Human Resources Officer and collaborating with other key stakeholders, the Senior Director will manage and improve current processes and practices to support a productive and motivated workforce. Keeping abreast of emerging trends, the Senior Director will design and administer a comprehensive total rewards strategy that aligns employee rewards with PIH organizational values and will proactively put forward recommendations that enable PIH to be competitive and resourceful in total rewards investments.

Additionally, the Senior Director is responsible for ongoing maintenance of compensation practices and related processes such as internal and external market analysis, job design and evaluation, annual compensation cycle, relevant managers/employees’ communication, and training. The Senior Director will establish and maintain solid collaboration with HR colleagues at care delivery and university sites to promote best practices and to partner as a subject matter expert.

Responsibilities:

• Build and carry out multi-year review and update of compensation practices at each of PIH’s sites to align with organizational philosophy and to effectively support attracting and retaining a highly qualified workforce while remaining feasible within PIH’s broader financial landscape.
• Work collaboratively with leadership and Human Resources teams at PIH sites to develop compensation practices that are locally appropriate within governmental, regulatory, and legal parameters; provide technical strategy and guidance to teams while allowing for site autonomy as appropriate.
• Lead partnerships with external vendors, including those related to data acquisition and external market assessments.
• Develop a job architecture that effectively defines robust criteria to consistently level roles across the organization using comprehensive data and market insights.
• Manage the HRIS, payroll and the benefits team and provide strategic direction to these functions that results in operational excellence and efficient management of programs and partners.
• Ensure compliance with federal, state, and local legal and regulatory requirements, maintaining a proactive approach with new and anticipated changes to legislation which may impact organizational processes.
• Develop and deliver communications that help employees to understand and appreciate the value of their total compensation, inclusive of benefits, salary, bonus, paid time off, etc.
• Manage and execute 401(k) plan, including all compliance and fiduciary activities.
• Oversee expatriates’ taxation and ensure compliance with local and international regulations.

Qualifications:

• Bachelor’s Degree with minimum of 8-10 years of progressive experience in total rewards and compensation. Experience within fields of nonprofit, education, healthcare, or government preferred.
• Experience in leading large-scale projects (e.g., ERP implementation, compensation design, etc.) with strong organizational skills, attention to detail and ability to complete a broad range of related action items.
• Demonstrated ability to design and implement effective compensation practices in complex settings with varying regulatory environments, preferably with international experience.
• Understanding of tax requirements as well as other government regulations that apply to compensation.
• Track record of exemplary interpersonal skills; ability to communicate and collaborate effectively with culturally diverse staff across departments and countries.
• Interest in social justice and global health is strongly desirable.

Organizational Profile

Partners In Health (PIH) is a non-profit, global health organization that fights social injustice by bringing the benefits of modern medical science first and foremost to the most vulnerable communities around the world. PIH focuses on those who would not otherwise have access to quality health care. PIH partners with the world’s leading academic institutions to create rigorous evidence that shapes more sound and all-inclusive global health policies. PIH also supports local governments’ efforts to build capacity and strengthen national health systems.

As of today, PIH runs programs in 11 countries (Haiti, Kazakhstan, Lesotho, Liberia, Malawi, Mexico, Navajo Nation, Peru, Rwanda, Sierra Leone, United States), where it provides direct care to millions of patients, through public facilities and community engagement.

Partners In Health (PIH) is committed to the fundamental principle of equal opportunity and equal treatment for every prospective and current employee. It is the policy of PIH not to discriminate on the basis of race, color, national or ethnic origin, ancestry, age, religion, creed, disability, sex and gender, sexual orientation, gender identity and/or expression, military or veteran status, or any other characteristic protected under applicable federal, state or local law. PIH works in and with a number of governments in and outside the U.S., and to the extent applicable, this statement is intended to incorporate the prohibition of any unlawful discrimination covered by applicable laws in such countries, states and municipalities.

Partners In Health participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S. If E-Verify cannot confirm that you are authorized to work, this employer is required to give you written instructions and an opportunity to contact Department of Homeland Security (DHS) or Social Security Administration (SSA) so you can begin to resolve the issue before the employer can take any action against you, including terminating your employment. Employers can only use E-Verify once you have accepted a job offer and completed the Form I-9.