Director of Total Rewards

About the role

Overview Baker Tilly is a leading advisory, tax and assurance firm, providing clients with a genuine coast-to-coast and global advantage in major regions of the U.S. and in many of the world’s leading financial centers – New York, London, San Francisco, Los Angeles, Chicago and Boston. Baker Tilly Advisory Group, LP and Baker Tilly US, LLP (Baker Tilly) provide professional services through an alternative practice structure in accordance with the AICPA Code of Professional Conduct and applicable laws, regulations and professional standards. Baker Tilly US, LLP is a licensed independent CPA firm that provides attest services to its clients. Baker Tilly Advisory Group, LP and its subsidiary entities provide tax and business advisory services to their clients. Baker Tilly Advisory Group, LP and its subsidiary entities are not licensed CPA firms. Baker Tilly Advisory Group, LP and Baker Tilly US, LLP, trading as Baker Tilly, are independent members of Baker Tilly International, a worldwide network of independent accounting and business advisory firms in 141 territories, with 43,000 professionals and a combined worldwide revenue of $5.2 billion. Visit bakertilly.com or join the conversation on LinkedIn, Facebook and Instagram. Please discuss the work location status with your Baker Tilly talent acquisition professional to understand the requirements for an opportunity you are exploring.

Responsibilities

• Develop and lead the firm's enterprise total rewards strategy, ensuring compensation, benefits, well-being, leave, and recognition programs support business priorities, workforce needs, employee experience, and talent attraction and retention.
• Lead the design, governance, administration, communication and ongoing evaluation of compensation programs, including base pay structures, annual compensation processes, market pricing, incentive programs, salary structures, and other reward programs (through Workday HCM and Workday Advanced Compensation Module).
• Provide strategic leadership for employee benefit and well-being programs, evaluating program design, competitiveness, utilization, cost effectiveness, employee value, and opportunities for improvement, as well as communication supporting these various programs.
• Partner with senior People Solutions, Finance, Legal, and business leaders to evaluate total rewards priorities, develop recommendations, assess financial and workforce implications, and obtain alignment on significant program changes.
• Advise leaders on complex and sensitive compensation and benefits matters, applying sound judgment, market data, program principles, and enterprise policies to support consistent and equitable decision-making.
• Monitor external