Impact You’ll Make

· Lead the development and execution of a comprehensive Total Rewards strategy that supports Stout’s growth objectives, financial goals, and talent strategy.
· Serve as a strategic advisor to executive leadership on compensation, benefits, incentive design, and workforce investment decisions.
· Build scalable, competitive, and performance-driven rewards programs that attract, retain, and motivate top talent.
· Drive governance, consistency, and operational excellence across compensation, benefits, and rewards programs in a multi-entity and evolving business environment.
· Partner closely with People Operations and HRIS teams to ensure effective implementation, system enablement, and program administration.

What You’ll Do

· Define, evolve, and communicate the firm’s Total Rewards philosophy and strategy.
· Lead compensation strategy, including job architecture, leveling frameworks, salary structures, market benchmarking, and annual compensation planning processes.
· Design and oversee incentive and bonus programs aligned with business objectives and performance outcomes.
· Partner with executive leadership on compensation cost modeling, workforce planning, budgeting, and investment decisions.
· Serve as a trusted advisor to senior leaders on rewards strategy and organizational growth initiatives.
· Define and oversee benefits strategy, ensuring programs remain competitive, cost-effective, compliant, and scalable.
· Manage benefits vendors and evaluate program effectiveness through ongoing performance monitoring.
· Support M&A activity, organizational growth initiatives, and integration efforts through scalable rewards strategies.
· Establish key metrics and reporting frameworks to evaluate the effectiveness of Total Rewards programs and provide actionable insights to leadership.
· Develop and execute communication strategies related to compensation, benefits, and rewards programs.
· Lead and develop the Total Rewards function, including defining operating models, governance structures, and decision rights across Total Rewards, People Operations, and HRIS.
· Partner with HRIS teams to support system enablement and optimization of rewards-related processes and reporting.

What You Bring

· 15+ years of progressive leadership experience in Total Rewards, Compensation, Benefits, or Human Resources.
· Demonstrated success leading Total Rewards programs within high-growth professional services, consulting, or similarly complex organizations.
· Deep expertise in compensation strategy, job architecture, market benchmarking, and incentive plan design.
· Experience partnering with HRIS teams on HR technology strategy and implementation, including Workday optimization and governance.
· Proven success scaling compensation, job architecture, and rewards processes in complex or rapidly growing organizations.
· Strong financial acumen, including workforce planning, budgeting, forecasting, and compensation cost modeling.
· Experience advising executive leadership teams and influencing organizational decision-making.
· Ability to translate strategic Total Rewards initiatives into scalable systems, workflows, reporting, and operational processes.
· Strong communication skills with the ability to explain complex compensation and HR technology concepts to executive and non-technical stakeholders.

Preferred Qualifications

· Global Total Rewards experience.
· Experience operating within multi-entity or highly complex organizational structures.
· M&A, integration, or transformation experience.

How You’ll Thrive

· Think strategically while maintaining a strong operational focus on execution and scalability.
· Build trusted partnerships with executive leadership, People Operations, HRIS, and business leaders across the firm.
· Leverage data and analytics to drive informed decision-making and continuous program improvement.
· Balance employee experience, market competitiveness, and financial stewardship when designing rewards programs.
· Demonstrate adaptability and leadership in a dynamic, high-growth environment.
· Foster collaboration, accountability, and innovation while embodying Stout’s core values and commitment to Relentless Excellence®.
· Deliver scalable, competitive, and financially aligned rewards programs that support talent attraction, retention, and long-term growth.