Director of Total Rewards

Baker Tilly is a leading advisory, tax and assurance firm providing clients with a coast‑to‑coast and global advantage. The firm operates through an alternative practice structure and is a licensed independent CPA firm offering attest services, as well as tax and business advisory services through its subsidiaries. Baker Tilly is an independent member of Baker Tilly International, a worldwide network of independent accounting and business advisory firms in 141 territories.

Key Relationships

• Internal: People Solutions leadership; Compensation and Benefits professionals; Benefits Administrators; HR Business Partners and People leaders; Talent Acquisition; Talent Management; HR Operations/HRIS; Payroll; Finance; Legal and Risk; firm and business leadership; other enterprise stakeholders.
• External: Benefits consultants, compensation data providers, insurance carriers, retirement and well‑being providers, technology partners, brokers, legal and regulatory advisors, and other Total Rewards vendors and professional networks.

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 design, competitiveness, utilization, cost effectiveness, employee value, and opportunities for improvement, as well as communication supporting these 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 market practices, regulatory developments, workforce trends, and professional services benchmarks to identify emerging opportunities and risks affecting the firm’s total rewards programs.
• Lead compensation benchmarking and market intelligence activities, including selection and interpretation of market surveys, competitive analyses, and workforce data used to support compensation strategy and decision‑making.
• Own the Job Architecture supporting the firm’s categorization of jobs to maintain clarity and consistency around roles and career progression opportunities.
• Oversee vendor and external partner relationships across benefits, compensation, well‑being, and related programs; establish performance expectations, evaluate service quality and value, manage escalated issues, and support contract and renewal decisions.
• Establish effective governance, controls, processes, documentation, and operating standards that support accurate, consistent, compliant, and scalable administration of Total Rewards programs.
• Partner with HRIS, HR Operations, Payroll, Finance, and other teams to improve integration of total rewards processes, data, systems, and employee experiences.
• Use workforce, compensation, benefits, and financial data to evaluate program effectiveness, identify trends, model alternatives, develop recommendations, and support executive decision‑making.
• Lead significant Total Rewards initiatives and transformation efforts, including new program design, process improvement, technology enablement, policy changes, communications, and implementation planning.
• Develop clear communication strategies and materials that help employees and leaders understand the purpose, value, and operation of compensation, benefits, and related Total Rewards programs.
• Represent the firm in external professional forums, surveys, networks, and benchmarking activities related to compensation, benefits, and total rewards practices.
• Lead, develop, coach, and retain Total Rewards professionals; establish priorities and performance expectations, strengthen subject‑matter expertise, encourage collaboration, and build organizational capability.
• Promote continuous improvement by identifying opportunities to simplify processes, improve employee and leader experiences, strengthen controls, increase operational efficiency, and improve scalability.
• Handle sensitive employee, compensation, benefits, and business information with a high degree of judgment, discretion, and confidentiality.
• Perform other duties as assigned.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Finance, Accounting, Economics, or a related field (required).
• Minimum of 10 years of relevant experience in compensation, benefits, total rewards, human resources, or a related discipline.
• Professional certifications are preferred; examples include Certified Compensation Professional (CCP), Certified Employee Benefit Specialist (CEBS), or comparable credentials.
• Progressively responsible leadership of complex compensation and/or benefits programs, development of enterprise‑level strategies, executive consultation, data‑driven decision‑making, vendor management, and leadership of professionals or teams.
• Experience within a large, complex, multi‑state professional services, accounting, consulting, financial services, or similarly distributed organization (preferred).
• Experience working with Workday HCM and the Workday Advanced Compensation Module (preferred).
• Demonstrated ability to operate effectively in a complex, matrixed organization and influence decisions across multiple functions and leadership groups.

Pay

The national and California pay rate range for this position is $175,000 to $315,000. Actual compensation is influenced by factors such as skills, prior experience, qualifications, degrees, professional certifications, work arrangements, and geographic location.