We are seeking a strategic, hands-on Senior Director, Global Total Rewards to shape how RTI attracts, rewards, and supports talent across the organization. You will set the direction for global compensation, executive compensation, benefits, and leave and disability programs, while strengthening the governance, financial stewardship, market competitiveness, and employee experience of the overall portfolio.

At RTI, Total Rewards supports the people whose expertise advances our mission. This role offers the opportunity to influence enterprise decisions, advise senior leaders and governance bodies, and build a modern, globally relevant Total Rewards portfolio.

Reporting to senior HR leadership, you will serve as a trusted advisor to executive leaders and governance bodies, translate organizational and workforce priorities into effective rewards strategies, and lead the continued modernization of Total Rewards through stronger analytics, clearer communications, scalable processes, and disciplined execution.

What You'll Do

Enterprise Total Rewards Strategy

Set and execute a cohesive global Total Rewards strategy aligned with RTI's mission, organizational priorities, workforce needs, and talent strategy. Use market intelligence, employee insights, and program data to evaluate competitiveness, effectiveness, sustainability, and opportunities for investment or improvement.

Compensation and Executive Rewards

Lead the design, implementation, and governance of global compensation programs, including job evaluation, market pricing, salary structures, incentive plans, recognition, and pay administration. Oversee executive base salary, short-term and long-term incentives, and deferred compensation programs. Advise executive leadership, the Board of Governors, and the Compensation & Strategic Talent Committee, as appropriate, on strategy, competitiveness, governance, risk, and alignment with organizational objectives.

Benefits, Leave, and Well-Being

Direct the strategy, design, governance, and continuous improvement of health and welfare, retirement, wellness, employee assistance, leave, and short-term and long-term disability programs. Ensure programs respond to employee needs, remain competitive and financially sustainable, comply with applicable requirements, and are administered consistently.

Strategic Transactions and Enterprise Partnership

Provide Total Rewards leadership for mergers, acquisitions, divestitures, and other strategic transactions, including due diligence, risk assessment, integration planning, and program harmonization. Partner closely with HR, Finance, Payroll, Legal, IT, and business leaders to integrate Total Rewards into workforce planning and enterprise decision-making.

Financial and Vendor Stewardship

Lead budgeting, forecasting, financial modeling, and cost analysis across the Total Rewards portfolio. Translate complex program and financial information into clear recommendations for senior leaders and governance bodies. Oversee consultants, brokers, administrators, legal advisors, survey providers, and technology partners, establishing clear expectations for service, value, performance, and accountability.

Governance, Compliance, and Risk

Maintain effective governance, controls, documentation, and oversight across compensation, benefits, leave, disability, tax, privacy, and related employment requirements in relevant jurisdictions. Partner with Legal and other stakeholders to monitor regulatory developments, manage risk, support audits and filings, and address complex or high-impact matters.

Transformation and Employee Experience

Modernize Total Rewards through simplification, standardization, automation, stronger analytics, and clear employee and leader communications. Build scalable processes and service practices that improve understanding, accuracy, efficiency, and the employee experience. Serve as the senior escalation point for complex Total Rewards issues.

Team Leadership

Lead, develop, and inspire a high-performing team. Create clarity around priorities and accountability, strengthen technical and consulting capability, and foster a culture of collaboration, responsiveness, sound judgment, and continuous improvement.

What You'll Need

• Bachelor's degree in human resources, business, or a related field and at least 15 years of directly related experience.
• Significant leadership experience across compensation and benefits, including executive compensation and advising senior executives or governance bodies.
• Deep knowledge of U.S. and international compensation practices, including market pricing, job evaluation, pay structure design, incentive design, and salary administration.
• Strong knowledge of U.S. and international benefits programs and the requirements governing those programs.
• Working knowledge of leave and disability strategy and administration, including vendor oversight, case escalation, accommodations coordination, payroll and benefits integration, and return-to-work practices.
• Demonstrated ability to connect organizational and workforce priorities with financially sound, market-competitive rewards solutions.
• Strong financial, analytical, consulting, communication, and project leadership capabilities.
• Experience managing external consultants, brokers, administrators, legal advisors, survey providers, and technology partners.
• A track record of improving processes, systems, controls, analytics, communications, and service delivery.
• A leadership style that combines strategic perspective with the willingness and judgment to engage directly in complex issues when needed.
• Proficiency with HR information systems, reporting and payroll systems, and Microsoft applications, particularly Excel.

Preferred Credentials

Professional certification in compensation or benefits, such as CCP, CECP, GRP, CBP, or CEBS, is preferred.

#LI-BM1

The anticipated pay range for this role is listed below. Our pay ranges represent national averages and may vary by location as a geographic differential may be applied to some locations within the United States. RTI considers multiple factors when making an offer including, for example: established salary range, internal budget, business needs, and education and years of work experience possessed by the applicant. Further, salary is merely one element to our offer.

At RTI, we demonstrate our commitment to rewarding individual and team achievement through a total rewards package. This package includes (among other things) a competitive base salary, a generous paid time off policy, merit based annual increases, bonus opportunities and a robust recognition program. Other benefits include a competitive range of insurance plans (including health, dental, life, and short-term and long-term disability), access to a retirement savings program such as a 401(k) plan, paid parental leave for all parents, financial assistance with adoption expenses or infertility treatments, financial reimbursement for education and developmental opportunities, an employee assistance program, and numerous other offerings to support a healthy work-life balance.

Equal Pay Act Minimum/Range

$235,000.00-$275,000.00