Sr. Director Total Rewards

The Senior Director, Total Rewards is a senior leader within Solidigm's Human Resources organization, responsible for setting and executing the company's global Total Rewards strategy across compensation, executive compensation, benefits, recognition, and global mobility. Reporting to the Head of Human Resources, this role serves as a trusted advisor to senior leadership and partners closely with Finance, Legal, HR Business Partners, Talent Acquisition, HR Operations, and other key stakeholders to ensure Solidigm's Total Rewards programs attract, retain, motivate, and reward talent while supporting business strategy, financial objectives, and an evolving global organization. The Senior Director will bring deep expertise across compensation and benefits, including executive and equity compensation, benefits strategy and governance, market benchmarking, Total Rewards technologies, and vendor management. This leader will combine strategic thinking with strong operational judgment, translating Total Rewards philosophy into scalable programs, processes, systems, and employee experiences. This is a highly influential leadership role requiring the ability to operate at both the enterprise and execution levels, advise executives on complex compensation and benefits matters, develop and lead a high-performing global team, and continuously evolve Solidigm's Total Rewards capabilities. Total Rewards Strategy & Leadership - Lead Solidigm's global Total Rewards strategy and operating model across compensation, executive compensation, benefits, recognition, and global mobility, ensuring programs align with business strategy, talent priorities, company culture, and financial objectives. - Serve as the senior Total Rewards advisor to the Head of Human Resources and HR leadership, providing expertise, recommendations, and decision support on complex compensation and benefits matters. - Translate business and workforce strategies into competitive, financially sustainable, and scalable Total Rewards programs across geographies and employee populations. - Lead, develop, and mentor a global Total Rewards organization, establishing clear priorities, operating rhythms, accountabilities, and capabilities across the team. - Establish governance and decision frameworks that ensure Total Rewards programs are administered consistently, transparently, and in accordance with applicable regulatory requirements. Compensation & Rewards - Lead the design, governance, and ongoing evolution of global compensation programs, including base salary structures, short-term incentives, long-term incentives, equity programs, recognition programs, and other rewards. - Own Solidigm's compensation philosophy and market-positioning strategy, using external market data, internal equity analysis, workforce trends, and business requirements to guide compensation decisions. - Establish and maintain global job and compensation structures, salary ranges, geographic differentials, market benchmarks, and compensation practices that support internal equity and external competitiveness. - Lead annual and ongoing compensation processes, including merit, bonus, promotion, equity, and market adjustment programs, ensuring appropriate governance, modeling, communications, systems enablement, and execution. - Partner closely with HR Business Partners and Talent Acquisition on compensation strategy for critical talent, hard-to-fill positions, executive hiring, retention situations, and emerging workforce needs. - Develop analytics and insights that allow leadership to understand compensation competitiveness, pay positioning, program effectiveness, workforce cost, and emerging risks. Executive & Equity Compensation - Lead the strategy, design, governance, and administration of executive compensation programs, including base salary, annual incentives, long-term incentives, equity, and other executive reward programs. - Serve as a subject-matter expert and advisor to senior leadership on executive compensation philosophy, market competitiveness, pay-for-performance principles, and executive reward design. - Lead executive compensation benchmarking and modeling, including peer-group analysis, market positioning, compensation scenarios, and recommendations for senior executive roles. - Partner closely with Legal, Finance, and executive leadership on the design and governance of executive and equity compensation programs. - Lead the development of Compensation Committee materials, analyses, recommendations, and supporting documentation, ensuring accuracy, appropriate governance, and executive-level clarity. - Maintain awareness of evolving executive compensation practices, governance expectations, disclosure requirements, and regulatory developments, particularly as the organization evolves toward greater public-company readiness. Benefits Strategy & Governance - Lead the global benefits strategy, ensuring programs balance employee value, market competitiveness, cost effectiveness, compliance, and long-term sustainability. - Provide deep benefits leadership across health and welfare, retirement, wellbeing, leave, and other employee benefit programs, with appropriate consideration for country-specific requirements and practices. - Evaluate benefit plan design, utilization, employee experience, financial performance, market competitiveness, and emerging trends to identify opportunities for improvement. - Lead annual benefits planning and renewal processes, including financial analysis, plan design decisions, vendor negotiations, implementation, employee communications, and change management. - Partner with Finance and Procurement on benefits forecasting, cost management, vendor negotiations, and longer-term financial planning. - Establish appropriate governance, controls, and compliance practices across global benefits programs. Total Rewards Systems, Data & Vendor Ecosystem - Provide strategic leadership for the technologies, systems, data, and vendor ecosystem supporting Total Rewards programs and processes. - Define business requirements and partner with HR technology teams to optimize compensation, benefits, equity, mobility, and related capabilities within the HR technology landscape. - Drive automation, process improvement, data integrity, reporting, and scalable workflows across Total Rewards operations. - Establish standards for Total Rewards data, analytics, controls, audits, reporting, and dashboards to support both operational excellence and executive decision-making. - Lead the selection, governance, and performance management of Total Rewards vendors, including benefits consultants and brokers, compensation data providers, equity providers, mobility partners, and other specialized vendors. - Establish strong vendor governance, including service-level expectations, performance measures, cost management, risk management, and periodic assessment of vendor capabilities. Governance, Compliance & Employee Experience - Ensure Total Rewards programs comply with applicable laws, regulations, reporting requirements, and internal governance standards across the countries in which Solidigm operates. - Monitor regulatory, legislative, economic, and market developments that could affect compensation, benefits, executive compensation, mobility, or employee reward programs. - Lead the development of clear and effective Total Rewards communications that help employees and leaders understand the value, intent, and use of Solidigm's programs. - Own the Total Rewards operating budget and provide leadership with regular reporting on program performance, investment, risk, priorities, and opportunities. - Lead major Total Rewards transformation initiatives and provide effective change leadership as programs, systems, and business requirements evolve. Qualifications Required Qualifications - Demonstrated experience leading an integrated, enterprise-wide Total Rewards function, with accountability across both global compensation and benefits strategy, program design, governance, and operational execution. - Proven ability to influence and advise C-suite executives and senior business leaders, translating complex Total Rewards matters into actionable recommendations that balance talent competitiveness, business priorities, and financial objectives. - Demonstrated success leading significant Total Rewards transformation initiatives, including designing and implementing scalable programs, processes, governance structures, and operating models within complex global organizations. - Demonstrated experience developing and implementing compensation governance practices that support internal pay equity, pay transparency, regulatory compliance, and consistent compensation decision-making across multiple geographies. - 12+ years of progressive Total Rewards, compensation, benefits, or related HR experience, including significant leadership responsibility within a complex global organization. - 5+ years of experience leading Total Rewards, compensation, benefits, or related teams, with demonstrated experience developing high-performing global organizations. - Deep expertise in compensation strategy and program design, including salary structures, market pricing, annual incentive programs, long-term incentives, equity, and compensation governance. - Significant experience with executive compensation, including executive benchmarking, incentive design, equity compensation, compensation modeling, and preparation of executive-level or Compensation Committee materials. - Strong benefits expertise, including demonstrated experience with benefits strategy, plan design, financial management, vendor governance, renewals, compliance, and employee experience. - Demonstrated experience with Total Rewards technologies and systems, including compensation planning platforms, HRIS capabilities, benefits administration, equity systems, reporting, analytics, and vendor integrations. - Experience leading major Total Rewards vendors and external advisors, with demonstrated ability to establish governance, negotiate effectively, evaluate performance, and manage significant program investments. - Strong analytical and financial acumen, with demonstrated ability to translate market data, workforce information, financial analysis, and complex compensation models into clear recommendations. - Strong knowledge of relevant compensation and benefits regulations, governance practices, and emerging global Total Rewards trends. Preferred Qualifications - Experience supporting a publicly traded company, IPO readiness, or transition to public-company compensation and governance requirements, including executive compensation, equity programs, and Compensation Committee processes. - Experience leading Total Rewards within the semiconductor, technology hardware, or other complex global technology industries, particularly organizations with highly specialized technical and engineering talent. - Professional certifications such as Certified Compensation Professional (CCP), Global Remuneration Professional (GRP), Certified Executive Compensation Professional (CECP), or equivalent credentials. - Experience overseeing international mobility, expatriate compensation, relocation, and globally distributed employee reward programs. - Demonstrated success building or scaling Total Rewards organizations, programs, and infrastructure in high-growth or rapidly evolving business environments. - Experience supporting significant organizational transitions, including mergers, acquisitions, divestitures, business separations, or enterprise restructuring. - Advanced experience leveraging enterprise HRIS and Total Rewards platforms, including Workday, compensation planning systems, equity administration platforms, and related analytics technologies. - Experience supporting a publicly traded company, IPO readiness, or transition to public-company compensation and governance requirements, including executive compensation, equity programs, and Compensation Committee processes. - Experience leading Total Rewards within the semiconductor, technology hardware, or other complex global technology industries, particularly organizations with highly specialized technical and engineering talent. - Professional certifications such as Certified Compensation Professional (CCP), Global Remuneration Professional (GRP), Certified Executive Compensation Professional (CECP), or equivalent credentials.