Managing Director, Total Rewards

Teach For America, Inc.

• $99K — $159K *
US-AnywhereRemote in United States
Business Services
5 - 7 years of experience
Today
Be an Early Applicant
Job Overview by Ladders

Qualifications

  • 7+ years in Total Rewards, Compensation, Benefits, or HR roles
  • Experience in designing and administering compensation and benefits programs
  • Knowledge of total rewards strategy, including compensation and benefits regulations
  • Familiarity with leave and absence protocols
  • Experience partnering with Finance and senior leadership
  • Strong analytical skills with business acumen
  • Project management skills and ability to handle multiple priorities
  • Excellent communication skills to influence stakeholders

Responsibilities

  • Lead and operationalize total rewards strategy, ensuring alignment with talent strategy
  • Facilitate and manage compensation systems and practices for internal equity
  • Oversee benefits strategy and partnerships to ensure competitiveness
  • Ensure compliance with federal, state, and local regulations in total rewards
  • Use data and insights to drive continuous improvement in rewards systems

Benefits

  • Fully remote work environment
  • Ability to create impactful total rewards systems
  • Opportunities for strategic collaboration across various teams
  • Potential for active participation in organizational leadership
  • Access to systems and resources that support professional growth
Full Job Description
Role Title: Managing Director, Total Rewards
Reports To: Senior Managing Director, Total Rewards
Priority Application Date: Thursday, August 13, 2026 at 11:59PM ET. Resumes will be reviewed on a rolling basis after this deadline.
Location: Remote

WHAT YOU’LL DO
As Managing Director, Total Rewards, you will lead Teach For America’s total rewards portfolio, ensuring compensation, benefits, and rewards practices attract, retain, and support exceptional talent while advancing mission priorities, equity, and staff experience. 

We are seeking a thoughtful and strategic total rewards leader who combines strong business acumen with operational excellence and a deep commitment to people-centered design. You thrive in environments that require balancing long-term strategy with practical execution and are energized by creating systems and programs that support both staff experience and organizational effectiveness. You bring strong judgment, analytical rigor, and an ability to translate complexity into clear, actionable solutions. You build trust quickly, navigate ambiguity effectively, and are comfortable influencing stakeholders across varying perspectives and levels of the organization. You enjoy identifying patterns, solving complex challenges, and creating scalable solutions that help organizations evolve.


WHAT YOU’LL BE RESPONSIBLE FOR
Reporting to the Senior Managing Director, Total Rewards, the Managing Director, Total Rewards leads the design, execution, and ongoing evolution of Teach For America’s total rewards portfolio, ensuring our rewards practices support organizational priorities, staff experience, and effective talent decisions across the enterprise. 

Key responsibilities include:

  • Lead/operationalize total rewards strategy (25%). Translate enterprise priorities and talent strategy into clear, actionable total rewards programs and practices, including compensation philosophy, benefits offerings, leaves and accommodations and performance-aligned rewards. Partner with senior leaders and People Team colleagues to ensure programs support talent attraction, retention, and engagement while reinforcing consistency and equity. Prepare materials, analyses, and recommendations to support leadership understanding and decision-making on total rewards topics.

  • Facilitate compensation strategy, systems and practices (25%). Manage the design, implementation, and administration of compensation programs, including salary structures, benchmarking, pay practices, and performance-aligned compensation approaches. Ensure compensation decisions are aligned with internal equity, market competitiveness, and organizational guidelines. Analyze compensation data to identify trends, risks, and opportunities, and provide recommendations that inform decisions.

  • Lead benefits strategy and external partnerships (25%). Lead benefits strategy, administration, and key external partnerships to ensure offerings remain competitive, sustainable, and responsive to staff and organizational needs. Oversee key benefits and leave processes and steward relationships with brokers, carriers, and external partners to optimize service delivery, employee experience, vendor performance, and overall program effectiveness. 

  • Ensure compliance, governance, and system integrity (15%). Ensure total rewards systems comply with applicable federal, state, and local regulations, as well as internal policies and standards. Maintain strong governance practices to promote consistency, transparency, and risk mitigation across compensation and benefits administration.

  • Use data and insights to drive continuous improvement (10%). Leverage data, benchmarking, and stakeholder feedback to assess system effectiveness and inform program enhancements. Support the evolution of total rewards practices to meet changing workforce needs and organizational priorities.



REQUIRED EXPERIENCE AND SKILLS

  • 7+ years of progressive experience in Total Rewards, Compensation, Benefits, Human Resources, or related functions..

  • Demonstrated experience designing, implementing, and administering compensation and benefits programs in complex or evolving organizational environments.

  • Strong knowledge of total rewards strategy and core practices, including compensation philosophy, salary structures, job architecture, market benchmarking, benefits programs, and applicable compensation and benefits regulations.

  • Strong knowledge of statewide leave and absence protocols and regulations. 

  • Experience partnering with Finance, HR, Payroll, and senior leaders to align rewards strategy with workforce planning, operational execution, and organizational priorities.

  • Strong analytical and business acumen, with the ability to synthesize workforce data, market insights, and trends into actionable recommendations and strategic decisions.

  • Strong project management skills with the ability to manage multiple priorities and navigate ambiguity effectively

  • Experience establishing governance structures, operational controls, and decision-making frameworks that ensure compensation and benefits programs are compliant, consistently applied, transparent, and effectively managed for risk. 

  • Exceptional written and verbal communication skills with demonstrated success influencing, building trust, and driving alignment across stakeholder groups and varying levels of leadership.

Skills

  • Total rewards strategy and program design

  • Compensation strategy, philosophy, and market benchmarking

  • Benefits administration and vendor management

  • Compensation analytics and workforce insights

  • Compensation and benefits regulations and governance

  • Strategic planning and organizational problem solving

  • Cross functional partnership and stakeholder management

  • Change management and communications

  • Systems thinking and operational process improvement

  • Data analysis and decision support

  • Program leadership and enterprise execution



YOUR FUTURE TEAM
The People Team enables TFA’s mission by ensuring the organization has the talent, leadership, and systems needed to deliver sustained impact. We steward talent across the full lifecycle and build the people infrastructure that supports, develops, and deploys staff to drive strong outcomes for students and communities. The Managing Director, Total Rewards sits within the Total Rewards team and serves as a strategic partner across the enterprise, leading rewards programs and practices that help attract, support, and retain exceptional talent while strengthening staff experience and organizational effectiveness.

YOUR COMPENSATION
The applicable salary range for each U.S.-based role is based on where the employee works and is aligned to one of 3 tiers according to a cost of labor index in that geographic area. Starting pay for the successful applicant will depend on a variety of job-related factors, which may include education, training, experience, location, business needs, or market demands. New hires are typically brought into the organization at a salary between the range minimum and the salary range midpoint depending on qualifications, internal equity, and the budgeted amount for the role. The expected salary ranges for this role are set forth below. These ranges may be modified in the future. 

Tier A: $99,000 - $135,100
Tier B: $107,900 - $147,200
Tier C: $116,800 - $159,500

You can view which tier applies to where you plan to work . 

* Ladders Estimates

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