Director of Total Rewards and HR Operations

Responsibilities

• Develop and execute a total rewards strategy that supports business goals, attracts and retains talent, promotes internal equity, and aligns with the company’s compensation philosophy and values.
• Design, administer, and continuously improve compensation programs, including job architecture, salary structures, market pricing, merit cycles, incentive programs, pay practices, and communications.
• Oversee employee benefits programs—health and welfare, retirement, leave, well‑being—ensuring they are competitive, compliant, financially responsible, and clearly communicated.
• Partner with Finance and the Vice President, Human Resources on total rewards budgeting, cost modeling, renewal strategy, workforce planning inputs, and leadership reporting.
• Monitor market trends, regulatory changes, employee feedback, and business needs to recommend enhancements to compensation, benefits, recognition, and well‑being programs.
• Create clear manager and employee communications that improve understanding of pay, benefits, policies, and the overall value of total rewards offerings.
• Lead HR operations strategy and service delivery, creating scalable processes, documentation standards, workflows, and tools that provide timely, consistent, and accurate support to employees and managers.
• Own HRIS optimization, data integrity, reporting, automation, self‑service functionality, and system enhancements in partnership with HR, IT, Finance, and vendors.
• Establish and maintain HR dashboards, operational metrics, and total rewards reporting to help leaders understand workforce trends, program effectiveness, cost drivers, compliance risks, and service levels.
• Ensure compliance with employment, compensation, benefits, leave, recordkeeping, reporting, and privacy requirements, partnering with Legal and external advisors as appropriate.
• Lead annual benefits renewals, open enrollment, plan administration, employee education, vendor coordination, and issue resolution.
• Manage relationships with vendors, brokers, consultants, carriers, and system partners, including performance expectations, contracts, service quality, and cost effectiveness.
• Identify and implement process improvements that reduce manual work, strengthen controls, improve data accuracy, and enhance the employee and manager experience.
• Serve as a trusted advisor to the Vice President, Human Resources and senior leadership on total rewards, HR operations, people data, systems, compliance, and employee experience matters.
• Lead, coach, and develop assigned team members, setting clear priorities, service standards, accountability, and expectations for quality execution.
• Partner with HR business partners and leaders to support job leveling, compensation decisions, organizational changes, policy interpretation, benefits questions, and HR process execution.
• Translate complex total rewards and operations topics into practical guidance, training, and tools for managers and employees.
• Model the company’s values through confidential, ethical, inclusive, collaborative, and service‑oriented leadership.
• Travel: Some local travel may be required (less than 20% of time).

Requirements

• Bachelor’s degree required in human resources, business administration, finance, or a related field.
• 8+ years of progressive human resources experience, including significant experience in compensation, benefits, total rewards, HR operations, HRIS, or people operations.
• 3+ years of people leadership, program leadership, or cross‑functional project leadership experience.
• Demonstrated experience designing or managing compensation structures, market pricing, salary ranges, merit processes, incentive programs, and pay practices.
• Strong knowledge of benefits administration, open enrollment, vendor management, leave coordination, retirement plans, and compliance requirements.
• Experience improving HR operations, HRIS functionality, workflows, reporting, data governance, and process documentation.
• Strong analytical skills with the ability to interpret data, identify trends, build reports, model costs, and present recommendations to leaders.
• Exceptional communication, facilitation, coaching, and relationship‑building skills; ability to influence executives, managers, employees, and external partners.
• Proficiency with MS Office Suite (Outlook, Excel, Word) and web‑based solutions such as Smartsheet, Egnyte, and Slack.
• Strong organizational skills, ability to juggle competing deadlines and projects, and excellent problem‑solving abilities.
• Flexibility and adaptability to work well within ambiguous circumstances.
• Ability to establish and maintain effective relationships with management, employees, vendors, and the public.
• Impeccable attention to detail and ability to follow through in a timely manner.
• Active listening, willingness to ask for help, and suggest solutions.
• Motivated, dependable, trustworthy, and able to manage sensitive and confidential information.
• Ability to manage stress and maintain composure in challenging situations.
• U.S. work authorization.
• Compliance with Dowbuilt’s drug and alcohol policy; must pass a criminal background check and pre‑employment drug screen.
• Demonstrated discretion and confidentiality regarding proprietary company information.

Preferred Qualifications

• Master’s degree in human resources, business administration, finance, or a related field.
• HR, compensation, or benefits certification such as SHRM‑SCP, SPHR, CCP, CBP, or CEBS.
• Experience with HRIS implementation, optimization, or system migration.
• Experience supporting a geographically distributed or multi‑location workforce.

Physical Demands

The role requires constant operation of a computer and other office equipment, with the employee remaining stationary about 50% of the time. Frequent communication with employees and clients is required, as is the ability to exchange accurate information. The employee must be able to lift and carry up to 50 pounds without assistance.

Benefits

• Competitive pay commensurate with skills and experience.
• 100% paid medical, dental, vision, short‑term disability, and $50 k basic life insurance for full‑time employees (effective the first of the month following date of hire).
• 35% medical and 30% dental + vision coverage for eligible dependents.
• 401(k) retirement savings plan with 3% employer safe‑harbor contribution.
• 8 paid holidays each year, no waiting period.
• Paid Time‑Off (PTO) – 2.31 hours per week to start (120 hours annually) with accrual increases up to a maximum of 192 hours (24 days) annually.
• Mentorship and career development opportunities.
• Annual discretionary bonus.

Pay

The base pay range for this position is $174,968 – $195,166 per year. Actual compensation within this range will be determined based on factors including relevant experience, skills, education, certifications, geographic location, and internal equity. New hires typically start below the midpoint of the range, with opportunity for growth and advancement over time.

Who We Are

Dowbuilt is a construction company founded in 1980. Our talented teams operate coast to coast, delivering cutting‑edge, innovative residential projects and home services that require precision and impeccable attention to detail. We collaborate with top architects, and our builds are regularly featured in publications such as Architectural Digest, Architectural Record, and Dwell. Our culture is built on care—for employees, clients, and the craftspeople we partner with—resulting in care for the extraordinary designs we bring to life.

How You’ll Make an Impact

As a leader at Dowbuilt, you will invest in your team’s professional development, ensuring equal opportunity for growth. You will foster two‑way, open communication between employees and managers, set clear expectations, provide mentorship, and support goal‑setting at regular intervals. Your influence will help shape the next generation of talent while advancing Dowbuilt’s mission of delivering exceptional design and construction.