Director, Total Rewards, to help shape the strategy, structure, and programs that define how our people are valued and rewarded across the enterprise.

This is more than administering compensation programs. It's an opportunity to build and strengthen the infrastructure behind compensation, job architecture, incentive programs, and Total Rewards analytics across a complex, multi-site organization.

Reporting to the Vice President, Human Resources & Organizational Development, you'll partner with HR, Finance, Payroll, Operations, and executive leadership to create programs that are competitive, internally equitable, financially responsible, and aligned with business strategy.

Why This Role Matters:

You'll help answer some of the most important questions an organization can ask about its people:

• Are our jobs consistently evaluated, leveled, and compensated?
• Do our salary structures reflect the markets in which we compete?
• Are our incentive programs reinforcing the right business priorities?
• Do our compensation decisions support performance, equity, and retention?
• Do our leaders have the data and tools they need to make sound compensation decisions?

Your work will help create greater clarity, consistency, and discipline in how Pretium approaches Total Rewards.

What You'll Lead:

Enterprise Compensation Strategy & Governance:
Develop Pretium's compensation philosophy, establish governance and decision frameworks, and serve as a trusted advisor to HR and executive leadership.

Job Architecture & Leveling:
Build a consistent enterprise-wide framework of job families, career levels, grades, and progression paths across hourly, salaried, professional, management, and executive positions.

Salary Structures & Market Pricing:
Design and maintain salary grades and ranges, conduct market pricing, analyze compa-ratios and range penetration, and identify opportunities related to market competitiveness, internal equity, and pay compression.

Incentive & Bonus Programs:
Lead the design and governance of annual incentive programs, partnering with Finance and executive leadership to establish performance measures, eligibility, payout methodologies, and financial modeling.

Annual Merit & Compensation Planning:
Lead the annual salary planning process, develop merit guidelines and matrices, and help ensure compensation decisions are differentiated, equitable, and aligned with budget.

Pay Equity & Compensation Analytics:
Develop executive-level dashboards and reporting, analyze compensation trends and potential equity concerns, and build data-driven business cases for compensation recommendations.

Executive Compensation & Benefits:
Support executive compensation analysis and provide strategic oversight of benefits programs, partnering with consultants, vendors, Finance, Payroll, and HR.

HRIS & Process Discipline:
Strengthen compensation data integrity, job-code structures, workflows, and controls within UKG.

Your First 12 Months Will Be About Building:

You'll have the opportunity to assess the current Total Rewards environment, establish an enterprise compensation philosophy, build a standardized job architecture, develop market-based salary structures, review incentive programs, strengthen compensation analytics, and create a more disciplined annual merit and compensation planning process.

This is a role for someone who enjoys building infrastructure-not simply maintaining it.

What You'll Bring:

• Bachelor's degree in Human Resources, Business, Finance, Economics, or a related field.
• 8-12+ years of progressive Total Rewards, compensation, or HR experience.
• Significant experience designing and administering enterprise compensation programs.
• Demonstrated expertise in job architecture, job evaluation, salary grading, market pricing, salary range development, incentive design, merit planning, compensation analytics, and pay equity analysis.
• Experience working within complex, multi-site organizations.
• Strong financial, analytical, executive communication, and consulting skills.
• Advanced Excel and compensation analytics capabilities.
• Experience with HRIS and compensation systems.

Preferred: Experience in manufacturing, packaging, distribution, or another multi-site operational environment; experience with UKG Pro / UKG; experience building or redesigning compensation infrastructure; executive compensation presentation experience; and CCP or similar Total Rewards certification.

The Impact You'll Make:

The successful leader will bring analytical rigor, systems thinking, business acumen, governance, executive presence, pragmatic execution, and change leadership to help move Pretium toward a more standardized enterprise Total Rewards model.

Ready to Shape the Future of Total Rewards?

If you're a strategic Total Rewards leader who enjoys solving complex compensation challenges, building scalable programs, and translating data into business decisions, we invite you to apply.

Join Pretium Packaging and help build a Total Rewards strategy that supports our people, strengthens our business, and rewards performance with purpose.