New York - Associate Director of Total Rewards
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. We need to decide which sections to include based on content. The posting includes: - About Us (description of firm) - Position summary (description of role) - Position Responsibilities (with subheadings: Benefits & Wellness, Compensation, TotalRewardsStrategyand Leadership) - Experience, Skills, And Qualifications - Benefits (brief statement) - SALARY (Pay info) - No explicit schedule info (though mentions "regular, full-time schedule" and "come into the office 3-4 days per week" under Experience, Skills, And Qualifications). That's schedule info: "Must live within a commutable distance to a local office and be willing to come into the office 3-4 days per week." That's schedule expectation. Also "regular, full-time schedule" in salary note. So we can include a Schedule section. We need to avoid duplication. Also remove boilerplate: "We are an equal opportunity employer..." etc. Also remove "Additional information about benefits and rewards can be found here ." Also remove "We are an equal opportunity employer..." etc. We need to preserve all substantive info. We need to format with
headings and - for any list of duties/requirements/benefits, and
for prose.
We need to decide sections: About Us, Position Summary (maybe "About the role"?), Responsibilities (maybe combine Benefits & Wellness, Compensation, TotalRewardsStrategyand Leadership under Responsibilities?), Experience, Skills, And Qualifications (maybe "Qualifications" or "Requirements"?), Benefits, Pay, Schedule.
We must not create sections with filler. Ensure each heading has substantive content.
Let's extract content:
About Us: "At Winston Taylor, we set the standard, together. Winston Taylor is a transatlantic law firm built for the businesses, people, and markets driving capital and innovation. Here, you're in the room. In the action. Sleeves rolled up. You'll work with leading clients. Disruptors. Fast-growth companies. And help them to stay one step ahead of the moment and make critical decisions that shape their future. We're present in the U.S., U.K., Europe, Latin America, and the Middle East, combining the scale and speed that clients demand. You'll be trusted with real responsibility from the outset and build experience through hands-on work. We take your progression personally. We provide the platform. You shape the work around your goals and aspirations. Step into the moments that matter. Join Winston Taylor."
Position summary: "The Associate Director of Total Rewards serves as a key member of the Total Rewards leadership team and strategic partner to the Director of Total Rewards in shaping the Firm's compensation, benefits, and wellbeing strategy. This role is responsible for the design, delivery, and continuous improvement of the Firm's compensation, benefits, and wellbeing programs, ensuring they are competitive, compliant, financially sustainable, and aligned with business objectives. As a trusted advisor to firm leadership, the Associate Director serves as a highly collaborative leader across the Firm's global Talent organization, partnering closely with colleagues in London and other international offices to promote alignment of Total Rewards philosophy while respecting regional market practices, regulatory requirements, and business needs. Success in this role requires exceptional relationship-building skills, strong leadership, executive presence, and the ability to influence and collaborate effectively across a complex, matrixed professional services environment."
Responsibilities: It has sub-sections: Benefits & Wellness, Compensation, TotalRewardsStrategyand Leadership.
Let's extract each bullet-like content.
Benefits & Wellness: list of duties:
- Architect, evaluate, and continuously improve all global health & welfare benefit programs, ensuring they serve as a lever for talent attraction and retention (including health, dental, vision, life, disability, wellness, leaves, and open enrollment).
- Partner with the Director of Total Rewards to develop and execute a progressive benefits strategy that anticipates future market trends and aligns with the Firm’s business priorities and workforce needs.
- Leverage data analytics, benchmarking, and market intelligence to assess program effectiveness , forecast trends, and recommend strategic enhancements.
- Lead relationships with benefit vendors, brokers, consultants, and third-party administrators; drive annual renewals, strategic budget planning, and financial forecasting.
- Drive benefit plan strategies and design recommendations in collaboration with insurance brokers, and present recommendations to the Insurance Committee.
- Serve as a key administrative member of the Insurance Committee, ensuring compliance and structural integrity of all Plan Descriptions, documentation, and communications.
- Ensure compliance with all federal, state, and local regulations (ERISA, ACA, COBRA, HIPAA, FMLA, etc.), staying ahead of regulatory shifts to mitigate firm risk.
- Develop and execute comprehensive communication strategies that increase employee understanding and appreciation of Total Rewards offerings.
- Lead and develop members of the benefits team, fostering a culture of accountability, collaboration and continuous improvement.
- Direct the work of outside consultants and internal teams to ensure successful execution of annual audits and complex regulatory reporting (ACA, Form 5500, FAS 106, Rx Reporting).
- Oversee complex leaves of absence (FMLA, Paid Family Leave, workers’ compensation, STD and LTD), ADA accommodations, and escalated benefits matters in partnership with HR Business Partners and legal counsel.
- Lead the strategic execution of annual Open Enrollment, ensuring seamless technology integration, executive-level communication, and an exceptional employee experience.
- Partner closely with EME Talent leaders to promote alignment and consistency across global benefits and wellbeing programs while respecting regional requirements and market practices.
- Build strong relationships with firm leaders and business professionals to understand evolving workforce needs and ensure Total Rewards programs support attraction, engagement, and retention objectives.
Compensation:
- Lead compensation analytics, market trend analysis, and reporting efforts to provide leadership with data-driven insights to shape business professional compensation architectures.
- Own the communication strategy for all compensation-related matters, ensuring transparency, equity, and alignment with firm culture.
- Oversee the firm’s business professional and paralegal compensation structures, including annual merit, promotional, and market adjustment processes.
- Govern market-pricing strategy and framework for new and existing positions to ensure internal equity and external competitiveness.
- Monitor compensation trends, pay transparency requirements, and emerging market developments to provide strategic recommendations to firm leadership.
- Ensure compensation-related processes, systems and classifications remain compliant with applicable wage and hour regulations.
- Collaborate with Talent, Finance, and business leaders across regions to ensure compensation programs support firm strategy, talent objectives, and a consistent employee experience globally.
- Partner with recruiting leadership to assess market competitiveness and ensure compensation strategies support the firm's talent acquisition and retention goals.
TotalRewardsStrategyand Leadership:
- Drive the evolution of a holistic total rewards philosophy that seamlessly integrates compensation, benefits, wellbeing, and employee experience to enhance organizational performance.
- Serve as a strategic thought partner to firm leadership on workforce trends, employee value proposition, and Total Rewards strategies that support organizational growth and business performance.
- Collaborate closely with global Talent leaders, including EME colleagues, to identify opportunities for greater consistency, efficiency, and scalability across Total Rewards programs.
- Lead cross-functional strategic initiatives, involving HR technology process optimization automation and employee experience enhancements.
- Design and implement wellbeing initiatives that strengthen employee engagement and support wellness initiatives (physical, mental, and financial).
- Lead through influence across a matrixed environment, building strong partnerships with HR, Finance, IT, Recruiting, and business leadership.
Experience, Skills, And Qualifications:
- Bachelor’s Degree required; Advanced degree or professional certification ( CEBS, CCP, or SPHR or equivalent) preferred.
- 10+ years of progressive experience leading Total Rewards, Benefits, Compensation, or related HR functions within a complex, professional services organization required.
- Must live within a commutable distance to a local office and be willing to come into the office 3-4 days per week.
- Demonstrated experience designing and administering comprehensive compensation and benefits programs.
- Executive-level written and verbal communication skills, with a proven ability to influence senior stakeholders.
- Advanced analytical capability, with the ability to translate complex data into strategic business recommendations.
- Deep expertise in global benefits regulations, compensation compliance, and evolving industry best practices.
- Client-service orientation with a track record of resolving highly complex organizational challenges with innovative solutions.
- Ability to build credibility and influence senior leaders, exercising sound judgment in complex and sensitive situations.
- Proven ability to lead, coach, and develop high-performing teams while fostering a collaborative, and inclusive culture.
- Exceptional interpersonal skills with a demonstrated ability to establish trusted partnerships across all levels of the organization.
- Ability to lead through ambiguity, drive organizational change, and gain buy-in for new programs, processes, and strategies
- Ability to connect Total Rewards strategies to business objectives and deliver solutions that support firm performance.
- Demonstrated ability to manage highly confidential information with discretion, professionalism, and sound judgment.
Benefits: "Winston offers comprehensive benefits that provide a full spectrum of coverage and support for our full-time employees and their families."
Pay: "SALARY New York applicants only: The target annual salary range for this role is currently $185,000-$235,000 based on a regular, full-time schedule. The amount of compensation offered will be determined by several factors, including but not limited to experience, qualifications, market data and internal equity. Total compensation includes a comprehensive healthcare benefits package, yearly retirement contribution, and may include an annual discretionary merit bonus."
Schedule: We have "Must live within a commutable distance to a local office and be willing to come into the office 3-4 days per week." Also "regular, full-time schedule". So schedule: full-time, expectation to be in office 3-4 days per week.
We need to avoid duplication: The schedule info appears also in Experience, Skills, And Qualifications. We could keep it there or move to Schedule section. Since we need to avoid duplication, we could keep schedule info only in Schedule section and remove from Experience section? But we must preserve ALL substantive information. If we remove it from Experience section, we lose that info. However we could keep it in both places? That would be duplication. The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." It doesn't explicitly forbid duplication, but earlier says "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." So we should remove duplicated lines. So we should not duplicate the same sentence. So we need to decide where to place it. Probably better to keep it under Experience, Skills, And Qualifications as it's part of qualifications (location requirement). But we also need a Schedule section if we have schedule info. The schedule info is "regular, full-time schedule" and "come into the office 3-4 days per week". That's schedule. We could put schedule info in Schedule section and keep the location requirement in Experience section (must live within commutable distance). The phrase "Must live within a commutable distance to a local office and be willing to come into the office 3-4 days per week." includes both location and schedule. We could split: location requirement stays in Experience, schedule part goes to Schedule. But that would be splitting a sentence, which may alter meaning. However we could keep the whole sentence under Experience and not create a
for prose. We need to decide sections: About Us, Position Summary (maybe "About the role"?), Responsibilities (maybe combine Benefits & Wellness, Compensation, TotalRewardsStrategyand Leadership under Responsibilities?), Experience, Skills, And Qualifications (maybe "Qualifications" or "Requirements"?), Benefits, Pay, Schedule. We must not create sections with filler. Ensure each heading has substantive content. Let's extract content: About Us: "At Winston Taylor, we set the standard, together. Winston Taylor is a transatlantic law firm built for the businesses, people, and markets driving capital and innovation. Here, you're in the room. In the action. Sleeves rolled up. You'll work with leading clients. Disruptors. Fast-growth companies. And help them to stay one step ahead of the moment and make critical decisions that shape their future. We're present in the U.S., U.K., Europe, Latin America, and the Middle East, combining the scale and speed that clients demand. You'll be trusted with real responsibility from the outset and build experience through hands-on work. We take your progression personally. We provide the platform. You shape the work around your goals and aspirations. Step into the moments that matter. Join Winston Taylor." Position summary: "The Associate Director of Total Rewards serves as a key member of the Total Rewards leadership team and strategic partner to the Director of Total Rewards in shaping the Firm's compensation, benefits, and wellbeing strategy. This role is responsible for the design, delivery, and continuous improvement of the Firm's compensation, benefits, and wellbeing programs, ensuring they are competitive, compliant, financially sustainable, and aligned with business objectives. As a trusted advisor to firm leadership, the Associate Director serves as a highly collaborative leader across the Firm's global Talent organization, partnering closely with colleagues in London and other international offices to promote alignment of Total Rewards philosophy while respecting regional market practices, regulatory requirements, and business needs. Success in this role requires exceptional relationship-building skills, strong leadership, executive presence, and the ability to influence and collaborate effectively across a complex, matrixed professional services environment." Responsibilities: It has sub-sections: Benefits & Wellness, Compensation, TotalRewardsStrategyand Leadership. Let's extract each bullet-like content. Benefits & Wellness: list of duties: - Architect, evaluate, and continuously improve all global health & welfare benefit programs, ensuring they serve as a lever for talent attraction and retention (including health, dental, vision, life, disability, wellness, leaves, and open enrollment). - Partner with the Director of Total Rewards to develop and execute a progressive benefits strategy that anticipates future market trends and aligns with the Firm’s business priorities and workforce needs. - Leverage data analytics, benchmarking, and market intelligence to assess program effectiveness , forecast trends, and recommend strategic enhancements. - Lead relationships with benefit vendors, brokers, consultants, and third-party administrators; drive annual renewals, strategic budget planning, and financial forecasting. - Drive benefit plan strategies and design recommendations in collaboration with insurance brokers, and present recommendations to the Insurance Committee. - Serve as a key administrative member of the Insurance Committee, ensuring compliance and structural integrity of all Plan Descriptions, documentation, and communications. - Ensure compliance with all federal, state, and local regulations (ERISA, ACA, COBRA, HIPAA, FMLA, etc.), staying ahead of regulatory shifts to mitigate firm risk. - Develop and execute comprehensive communication strategies that increase employee understanding and appreciation of Total Rewards offerings. - Lead and develop members of the benefits team, fostering a culture of accountability, collaboration and continuous improvement. - Direct the work of outside consultants and internal teams to ensure successful execution of annual audits and complex regulatory reporting (ACA, Form 5500, FAS 106, Rx Reporting). - Oversee complex leaves of absence (FMLA, Paid Family Leave, workers’ compensation, STD and LTD), ADA accommodations, and escalated benefits matters in partnership with HR Business Partners and legal counsel. - Lead the strategic execution of annual Open Enrollment, ensuring seamless technology integration, executive-level communication, and an exceptional employee experience. - Partner closely with EME Talent leaders to promote alignment and consistency across global benefits and wellbeing programs while respecting regional requirements and market practices. - Build strong relationships with firm leaders and business professionals to understand evolving workforce needs and ensure Total Rewards programs support attraction, engagement, and retention objectives. Compensation: - Lead compensation analytics, market trend analysis, and reporting efforts to provide leadership with data-driven insights to shape business professional compensation architectures. - Own the communication strategy for all compensation-related matters, ensuring transparency, equity, and alignment with firm culture. - Oversee the firm’s business professional and paralegal compensation structures, including annual merit, promotional, and market adjustment processes. - Govern market-pricing strategy and framework for new and existing positions to ensure internal equity and external competitiveness. - Monitor compensation trends, pay transparency requirements, and emerging market developments to provide strategic recommendations to firm leadership. - Ensure compensation-related processes, systems and classifications remain compliant with applicable wage and hour regulations. - Collaborate with Talent, Finance, and business leaders across regions to ensure compensation programs support firm strategy, talent objectives, and a consistent employee experience globally. - Partner with recruiting leadership to assess market competitiveness and ensure compensation strategies support the firm's talent acquisition and retention goals. TotalRewardsStrategyand Leadership: - Drive the evolution of a holistic total rewards philosophy that seamlessly integrates compensation, benefits, wellbeing, and employee experience to enhance organizational performance. - Serve as a strategic thought partner to firm leadership on workforce trends, employee value proposition, and Total Rewards strategies that support organizational growth and business performance. - Collaborate closely with global Talent leaders, including EME colleagues, to identify opportunities for greater consistency, efficiency, and scalability across Total Rewards programs. - Lead cross-functional strategic initiatives, involving HR technology process optimization automation and employee experience enhancements. - Design and implement wellbeing initiatives that strengthen employee engagement and support wellness initiatives (physical, mental, and financial). - Lead through influence across a matrixed environment, building strong partnerships with HR, Finance, IT, Recruiting, and business leadership. Experience, Skills, And Qualifications: - Bachelor’s Degree required; Advanced degree or professional certification ( CEBS, CCP, or SPHR or equivalent) preferred. - 10+ years of progressive experience leading Total Rewards, Benefits, Compensation, or related HR functions within a complex, professional services organization required. - Must live within a commutable distance to a local office and be willing to come into the office 3-4 days per week. - Demonstrated experience designing and administering comprehensive compensation and benefits programs. - Executive-level written and verbal communication skills, with a proven ability to influence senior stakeholders. - Advanced analytical capability, with the ability to translate complex data into strategic business recommendations. - Deep expertise in global benefits regulations, compensation compliance, and evolving industry best practices. - Client-service orientation with a track record of resolving highly complex organizational challenges with innovative solutions. - Ability to build credibility and influence senior leaders, exercising sound judgment in complex and sensitive situations. - Proven ability to lead, coach, and develop high-performing teams while fostering a collaborative, and inclusive culture. - Exceptional interpersonal skills with a demonstrated ability to establish trusted partnerships across all levels of the organization. - Ability to lead through ambiguity, drive organizational change, and gain buy-in for new programs, processes, and strategies - Ability to connect Total Rewards strategies to business objectives and deliver solutions that support firm performance. - Demonstrated ability to manage highly confidential information with discretion, professionalism, and sound judgment. Benefits: "Winston offers comprehensive benefits that provide a full spectrum of coverage and support for our full-time employees and their families." Pay: "SALARY New York applicants only: The target annual salary range for this role is currently $185,000-$235,000 based on a regular, full-time schedule. The amount of compensation offered will be determined by several factors, including but not limited to experience, qualifications, market data and internal equity. Total compensation includes a comprehensive healthcare benefits package, yearly retirement contribution, and may include an annual discretionary merit bonus." Schedule: We have "Must live within a commutable distance to a local office and be willing to come into the office 3-4 days per week." Also "regular, full-time schedule". So schedule: full-time, expectation to be in office 3-4 days per week. We need to avoid duplication: The schedule info appears also in Experience, Skills, And Qualifications. We could keep it there or move to Schedule section. Since we need to avoid duplication, we could keep schedule info only in Schedule section and remove from Experience section? But we must preserve ALL substantive information. If we remove it from Experience section, we lose that info. However we could keep it in both places? That would be duplication. The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." It doesn't explicitly forbid duplication, but earlier says "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." So we should remove duplicated lines. So we should not duplicate the same sentence. So we need to decide where to place it. Probably better to keep it under Experience, Skills, And Qualifications as it's part of qualifications (location requirement). But we also need a Schedule section if we have schedule info. The schedule info is "regular, full-time schedule" and "come into the office 3-4 days per week". That's schedule. We could put schedule info in Schedule section and keep the location requirement in Experience section (must live within commutable distance). The phrase "Must live within a commutable distance to a local office and be willing to come into the office 3-4 days per week." includes both location and schedule. We could split: location requirement stays in Experience, schedule part goes to Schedule. But that would be splitting a sentence, which may alter meaning. However we could keep the whole sentence under Experience and not create a