Director, Global Total Rewards

Position Summary

Director of Global Total Rewards will oversee the design, implementation, and management of global compensation, benefits, and rewards strategies. The role requires deep expertise in developing scalable, equitable, and market‑competitive programs that attract, retain, and motivate top talent in a dynamic, fast‑paced environment.

• Design and execute a global compensation strategy aligned with the company’s objectives, ensuring competitiveness in the global talent market.
• Oversee job architecture, salary structures, and pay equity programs across all levels and regions.
• Lead annual compensation processes, including merit increases, promotions, and bonus cycles.
• Partner with finance and business leaders to manage the company’s short‑ and long‑term incentive programs (STIP/MIP).
• Develop a comprehensive global benefits strategy that aligns with the company culture and meets diverse employee needs and local market trends across regions.
• Responsible for reporting and disclosures, ensuring compliance with US and international regulatory guidelines.
• Oversee health, wellness, retirement, and ancillary benefits programs, ensuring compliance with local regulations and industry best practices.
• Manage relationships with external vendors and consultants to deliver cost‑effective, high‑quality benefits.
• Lead and develop a Total Rewards team, fostering innovation and digitalization.
• Leverage data and analytics to drive decision‑making, monitor program effectiveness, and deliver insights to leadership.
• Stay current with market trends, emerging practices, and regulatory changes in global total rewards.
• Develop and lead global wellness programs that promote the physical, mental, and emotional well‑being of employees in line with QH Culture and Values.
• Design and implement initiatives to support a healthy work‑life balance, including mental health resources, wellness challenges, and benefits integration.
• Collaborate with internal and external stakeholders to promote a culture of wellness, offering resources for stress management, fitness, financial wellness, and work‑life balance.
• Measure and track the effectiveness of wellness programs through employee surveys, participation rates, and health metrics to continually improve offerings.

Educational & Experience Minimum Requirements

• Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field.
• 10–12+ years of progressive experience in total rewards, including leadership roles in compensation and benefits.
• Proven track record in leading global compensation and benefits programs.
• Deep knowledge of equity programs and global compliance requirements.

Competency Requirements

• Strong analytical, strategic thinking, and problem‑solving skills.
• Ability to work across and influence leadership teams.
• Proficiency in HR technology and tools, including HRIS and compensation/benefits platforms.
• Knowledge of compensation and benefits survey tools (e.g., Mercer, Willis Towers Watson, Hay Group) and demonstrated ability to consult and guide rewards decisions using these tools.
• Experience working with a globally diverse population. Strong knowledge of global compensation and benefits practices, including familiarity with laws and regulations in key regions (North America, EMEA, APAC, etc.).
• Highly proficient in Microsoft office applications (PowerPoint, Outlook, etc.) with advanced skills in Microsoft Excel. Proficiency in UKG (UltiPro) is a plus. Working proficiency in other HRIS systems and compensation software.
• High level of data modelling and analysis knowledge and ability to present findings concisely.
• Track record of process improvement implementation and organizational impact.

Physical Requirements

• Regularly required to sit; use hands to finger, handle, or feel and talk or hear.
• Frequently required to stand; walk and reach with hands and arms.
• Vision, color vision and ability to adjust focus.

Travel Requirements

Travel is required on a 10–15% basis; international travel 5–10%.

About Propelis

Propelis is a portfolio of global marketing services and technology companies with a combined legacy of 150+ years , 2,000+ clients , 9,000 employees , and operations across 30 countries. Propelis provides the scale and support of a global organization while preserving the unique culture and identity of each company in its portfolio.

EEO Statement

We are proud to be an equal opportunity workplace. All employment is decided on the basis of qualifications, merit, and business need. We offer equal employment opportunities to employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, genetic information, age, disability or any other characteristic protected by federal, state or local law. Equal Opportunity Employer. Minorities/Women/Veterans/Disabled.

Supplementary Information

This description is based upon management’s assessment of the requirements and functions of the job as of the date this description was prepared or revised. It is a general guideline for managers and colleagues. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the incumbent. Management reserves the right on a temporary or indefinite basis to modify as necessary to meet changing business conditions.

Compensation & Benefits

Our salary ranges are determined by role, level, and location. The U.S. pay range for this position is $115,248 – $165,000 USD annually. Within the range, individual pay is determined by work location and additional factors, including job‑related skills, experience, and relevant education or training.

This is a remote position in the U.S. Candidates may work from any U.S. state with the exception of AK, DC, ME, NH, NM, OK, HI, MS, MT, NV, NE, ND, SD, VT, WY, WV.

Group benefits currently include a selection of health care plans with prescription drug coverage, dental plan, vision plan, basic and supplemental life insurance, a flexible spending account for medical and dependent care expenses or a health savings account based on plan selection, short/long term disability and 401(k) Savings Plan.