Senior Director, Global Total Rewards
Workday Talent Hub · Boca Raton, FL · 1 mo ago
Human ResourcesFull-time
We need to output HTML fragment with sections for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content.
We must not repeat job title as heading. No Job ID etc. Remove boilerplate.
We need to extract content: The posting includes intro about SBA Communications, then "Your Next Career Opportunity – Senior Director, Global Total Rewards". Then description of role, then "What You Will Do – Primary Responsibilities" (list of duties). Then "Supervisory Responsibilities". Then "What You’ll Need – Qualifications & Requirements" (list of qualifications). Then "Physical Requirements" and "Work Environment". Also benefits described earlier: "Financial Wellbeing Plan...", "Mental Wellbeing", "Personal Growth & Balance". Those are benefits. Pay? Not specified. Schedule? Not specified. So we should include Benefits section with those details. Possibly also include "About the role" section summarizing the role description before responsibilities. Could include a short paragraph about the role.
We must not create Pay or Schedule sections because not specified.
We must not include placeholder like "commensurate with experience". Not present.
We need to use for section headings. Use
for section headings. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to preserve all substantive information. So we need to include the intro about SBA Communications? That's about company, maybe part of About the role? Could be separate "About the company" but not required headings. We could put it in About the role section as prose.
We need to include responsibilities: the list under "What You Will Do – Primary Responsibilities" and also supervisory responsibilities. Could combine into one Responsibilities section with two sublists? But we must follow rule: use
- for any list of duties/requirements/benefits. Could have multiple
within section.
Qualifications & Requirements: list of qualifications.
Benefits: list of benefits described earlier.
We must not include Physical Requirements and Work Environment? Those are substantive; but we don't have headings for them in allowed list. The allowed headings are About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Physical Requirements and Work Environment could go under Requirements? Or maybe under Qualifications? But they are not qualifications. Could be under Requirements (maybe as "Requirements" includes physical requirements). However the instruction: "Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It says e.g., meaning those are examples; we could also use other headings? Probably we should stick to those. But we need to preserve all substantive info; we could include Physical Requirements and Work Environment under a "Requirements" section (makes sense). Or we could create a separate section but not in list; risk of violating instruction. Safer to put them under Requirements.
Skills: we could extract skills from qualifications (e.g., Workday HCM proficiency, analytical capabilities, business acumen, executive presence, project management, communication skills, organizational skills). Could create a Skills section.
But we must not create thin sections; prefer few substantive sections. Could combine Qualifications and Skills into one? But we have both headings allowed. Might be better to have Qualifications (includes education, experience, certifications) and Skills (competencies). However the qualifications list already includes many skill-like items. Could split.
We need to decide.
Let's outline:
- About the role: paragraph describing role purpose and company intro.
- Responsibilities: combine primary responsibilities and supervisory responsibilities as lists.
- Requirements: include physical requirements and work environment (maybe also minimum years? but that's qualifications). Actually requirements could be the mandatory items: Workday HCM proficiency, etc. But we have Qualifications for education/experience. Let's follow typical: Requirements = mandatory hard requirements (e.g., Workday HCM proficiency, regulatory knowledge). Qualifications = education, experience, preferred certifications. Skills = soft skills.
But we need to avoid duplication.
Let's extract:
From "What You’ll Need – Qualifications & Requirements": includes bullet points:
- Bachelor's degree in HR, Business Admin, Finance, or related field required; Master's degree strongly preferred.
- Minimum 12-15 years progressive experience in total rewards, compensation, benefits with at least 5-7 years in leadership roles managing teams and enterprise-wide programs.
- Compensation Expertise: demonstrated expertise in global compensation strategy and design including job architecture, salary structure development, incentive plan design, executive compensation, equity programs across multiple geographies.
- Benefits Program Design: extensive experience with benefits program design and administration including health and welfare plans, retirement programs, global benefits strategies, vendor management, regulatory compliance.
- Workday HCM Proficiency: mandatory hands-on experience with Workday HCM with specific proficiency in Workday Compensation, Workday Benefits, Workday Advanced Compensation modules including system configuration, business process design, reporting capabilities.
- Professional Certifications: professional certifications strongly preferred including CCP, CBP, GRP, or SHRM-SCP.
- Regulatory Knowledge: expert knowledge of compensation and benefits regulations including FLSA, ERISA, SEC rules for equity compensation, IRS regulations, international labor laws.
- Analytical Capabilities: advanced analytical skills with proven ability to conduct complex market analyses, perform statistical modeling, interpret compensation survey data, translate findings into strategic recommendations.
- Business Acumen: strong business acumen with ability to understand organizational strategy, financial objectives, talent priorities, translate them into effective total rewards programs that drive business results.
- Executive Presence: exceptional stakeholder management and executive presence with experience presenting to C-suite leadership, Board Compensation Committees, cross-functional senior leadership teams.
- Project Management: superior project management capabilities with track record of leading large-scale initiatives including system implementations, compensation philosophy redesigns, global benefits harmonization projects.
- Communication Skills: excellent communication skills both written and verbal with ability to distill complex compensation and benefits concepts into clear, accessible messages for diverse audiences.
- Organizational Skills: high attention to detail with strong organizational skills and ability to manage multiple priorities, tight deadlines, cyclical processes simultaneously. Demonstrated discretion and sound judgment in handling highly confidential information including executive compensation, individual pay data, strategic business information.
Then Physical Requirements and Work Environment.
Thus we could categorize:
- Qualifications: education, experience, certifications.
- Requirements: Workday HCM proficiency, regulatory knowledge (maybe also compensation expertise, benefits program design? but those are also qualifications). Might be messy.
Given the instruction to prefer few substantive sections, maybe we just have:
- About the role (intro + role purpose)
- Responsibilities (primary + supervisory)
- Qualifications (education, experience, certifications, expertise areas)
- Skills (analytical, business acumen, executive presence, project management, communication, organizational)
- Benefits (financial wellbeing, mental wellbeing, personal growth & balance)
- (Optionally) Requirements (physical requirements, work environment)
But we have to avoid thin sections. Benefits is substantive. Physical requirements and work environment could be combined into a "Working Conditions" section but not in allowed headings. Could put under Requirements.
Thus we could have sections: About the role, Responsibilities, Qualifications, Skills, Benefits, Requirements.
That's six sections, each substantive.
Now we need to output HTML fragment with headings and appropriate
or
.
Let's craft content.
About the role: combine company intro and role description.
Company intro: "Since 1989, SBA Communications has been a pillar of the wireless industry. Today, as a publicly traded global leader and S&P 500 company, our network of over 46,000 communication sites spans 10+ countries, forming the critical infrastructure that connects millions. We are the force behind the scenes — the essential infrastructure that keeps our world connected. We are looking for innovators to join the dynamic team that makes it all possible. In an industry that moves fast, we rely on our agility to stay ahead of the curve and deliver results. However, we never achieve it alone. Our culture is defined by a 'Team First' focus, where every team member matters, and we collaborate passionately to support our customers' objectives. We believe in shared success. At SBA, we invite every team member to think like an owner."
Then role description: "Your Next Career Opportunity – Senior Director, Global Total Rewards The Senior Director, Global Total Rewards leads the organization's comprehensive rewards function, designing and executing an integrated framework of financial and non-financial rewards that aligns with business strategy to attract, motivate, and retain team members across all geographies. This role requires deep analytical capabilities to research and synthesize multiple perspectives including team member needs, external labor market competitiveness, cost management considerations, and evolving workforce requirements. The position translates these complex insights into effective, scalable reward programs that drive organizational performance. Scope encompasses the full spectrum of total rewards including base compensation design, short-term and long-term incentive architecture, executive compensation structures, equity program management, global benefits strategy development, wellness and work-life program oversight, career framework design, and rewards policy governance. The role holder is accountable for the ongoing operational management, strategic communication, and rigorous monitoring of program effectiveness and business outcomes. Workday system expertise is mandatory, with demonstrated proficiency in leveraging the platform to enable scalable, data-driven compensation processes and total rewards administration across the enterprise."
We can put that as prose.
Responsibilities: list from "What You Will Do – Primary Responsibilities" and supervisory responsibilities.
Let's extract each duty as separate bullet.
Primary responsibilities bullets:
- Design, implement, and continuously optimize the organization's global compensation philosophy, structure, and programs including base pay, variable pay, sales compensation, and executive compensation frameworks to ensure internal equity and external market competitiveness.
- Lead the research, analysis, and benchmarking of compensation and benefits practices across relevant labor markets and industries, synthesizing market intelligence into actionable recommendations for leadership.
- Develop and manage short-term incentive plans, long-term incentive programs, and equity compensation strategies that align with business performance objectives and shareholder value creation.
- Partner with Finance, Legal, HR Business Partners, and executive leadership to design total rewards programs that support talent acquisition, retention, and organizational culture goals.
- Oversee the design, vendor management, and administration of global benefits programs including health and welfare plans, retirement programs, wellness initiatives, and work-life balance offerings.
- Establish and maintain rewards governance frameworks, policies, and guidelines that ensure consistency, compliance, and appropriate controls across all compensation and benefits programs.
- Leverage Workday Compensation and Benefits modules to enable efficient merit cycles, bonus processing, equity administration, benefits enrollment, and rewards analytics with demonstrated expertise in system configuration and process optimization.
- Ensure full compliance with applicable compensation and benefits regulations across all operating jurisdictions including FLSA, ERISA, tax regulations, securities laws, and local country requirements.
- Lead the annual compensation planning cycle including merit increase budgeting, bonus pool allocation, equity grant planning, and benefits renewal processes with cross-functional coordination.
- Provide strategic guidance and thought leadership on emerging trends in total rewards including pay equity, pay transparency, flexible benefits design, well-being programs, and future work considerations.
- Develop comprehensive communication strategies and materials to educate team members and managers on total rewards programs, ensuring clarity and appreciation of the value proposition.
- Monitor and analyze program effectiveness through key metrics including cost per hire, retention rates, offer acceptance rates, benefits utilization, and employee satisfaction to drive continuous improvement.
- Build and lead a high-performing global total rewards team, providing coaching, development, and strategic direction to team members while fostering a culture of excellence and innovation.
Supervisory responsibilities bullets:
- Work with Talent Acquisition to recruit, interview, select, hire, and employ a talented and diverse group of high-performing team members.
- Provide oversight and direction to team members in accordance with the organization's policies and procedures.
- Coach, mentor, and develop team members, including overseeing new team member onboarding and providing career development planning and growth opportunities.
- Empower team members to take ownership of their job and goals.
- Delegate responsibilities as needed and provide routine constructive feedback on performance.
- Create a culture that is consistent with the organization's focus on team member engagement, and that align
for prose. We need to preserve all substantive information. So we need to include the intro about SBA Communications? That's about company, maybe part of About the role? Could be separate "About the company" but not required headings. We could put it in About the role section as prose. We need to include responsibilities: the list under "What You Will Do – Primary Responsibilities" and also supervisory responsibilities. Could combine into one Responsibilities section with two sublists? But we must follow rule: use
- for any list of duties/requirements/benefits. Could have multiple
- within section.
Qualifications & Requirements: list of qualifications.
Benefits: list of benefits described earlier.
We must not include Physical Requirements and Work Environment? Those are substantive; but we don't have headings for them in allowed list. The allowed headings are About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Physical Requirements and Work Environment could go under Requirements? Or maybe under Qualifications? But they are not qualifications. Could be under Requirements (maybe as "Requirements" includes physical requirements). However the instruction: "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It says e.g., meaning those are examples; we could also use other headings? Probably we should stick to those. But we need to preserve all substantive info; we could include Physical Requirements and Work Environment under a "Requirements" section (makes sense). Or we could create a separate section but not in list; risk of violating instruction. Safer to put them under Requirements. Skills: we could extract skills from qualifications (e.g., Workday HCM proficiency, analytical capabilities, business acumen, executive presence, project management, communication skills, organizational skills). Could create a Skills section. But we must not create thin sections; prefer few substantive sections. Could combine Qualifications and Skills into one? But we have both headings allowed. Might be better to have Qualifications (includes education, experience, certifications) and Skills (competencies). However the qualifications list already includes many skill-like items. Could split. We need to decide. Let's outline: - About the role: paragraph describing role purpose and company intro. - Responsibilities: combine primary responsibilities and supervisory responsibilities as lists. - Requirements: include physical requirements and work environment (maybe also minimum years? but that's qualifications). Actually requirements could be the mandatory items: Workday HCM proficiency, etc. But we have Qualifications for education/experience. Let's follow typical: Requirements = mandatory hard requirements (e.g., Workday HCM proficiency, regulatory knowledge). Qualifications = education, experience, preferred certifications. Skills = soft skills. But we need to avoid duplication. Let's extract: From "What You’ll Need – Qualifications & Requirements": includes bullet points: - Bachelor's degree in HR, Business Admin, Finance, or related field required; Master's degree strongly preferred. - Minimum 12-15 years progressive experience in total rewards, compensation, benefits with at least 5-7 years in leadership roles managing teams and enterprise-wide programs. - Compensation Expertise: demonstrated expertise in global compensation strategy and design including job architecture, salary structure development, incentive plan design, executive compensation, equity programs across multiple geographies. - Benefits Program Design: extensive experience with benefits program design and administration including health and welfare plans, retirement programs, global benefits strategies, vendor management, regulatory compliance. - Workday HCM Proficiency: mandatory hands-on experience with Workday HCM with specific proficiency in Workday Compensation, Workday Benefits, Workday Advanced Compensation modules including system configuration, business process design, reporting capabilities. - Professional Certifications: professional certifications strongly preferred including CCP, CBP, GRP, or SHRM-SCP. - Regulatory Knowledge: expert knowledge of compensation and benefits regulations including FLSA, ERISA, SEC rules for equity compensation, IRS regulations, international labor laws. - Analytical Capabilities: advanced analytical skills with proven ability to conduct complex market analyses, perform statistical modeling, interpret compensation survey data, translate findings into strategic recommendations. - Business Acumen: strong business acumen with ability to understand organizational strategy, financial objectives, talent priorities, translate them into effective total rewards programs that drive business results. - Executive Presence: exceptional stakeholder management and executive presence with experience presenting to C-suite leadership, Board Compensation Committees, cross-functional senior leadership teams. - Project Management: superior project management capabilities with track record of leading large-scale initiatives including system implementations, compensation philosophy redesigns, global benefits harmonization projects. - Communication Skills: excellent communication skills both written and verbal with ability to distill complex compensation and benefits concepts into clear, accessible messages for diverse audiences. - Organizational Skills: high attention to detail with strong organizational skills and ability to manage multiple priorities, tight deadlines, cyclical processes simultaneously. Demonstrated discretion and sound judgment in handling highly confidential information including executive compensation, individual pay data, strategic business information. Then Physical Requirements and Work Environment. Thus we could categorize: - Qualifications: education, experience, certifications. - Requirements: Workday HCM proficiency, regulatory knowledge (maybe also compensation expertise, benefits program design? but those are also qualifications). Might be messy. Given the instruction to prefer few substantive sections, maybe we just have: - About the role (intro + role purpose) - Responsibilities (primary + supervisory) - Qualifications (education, experience, certifications, expertise areas) - Skills (analytical, business acumen, executive presence, project management, communication, organizational) - Benefits (financial wellbeing, mental wellbeing, personal growth & balance) - (Optionally) Requirements (physical requirements, work environment) But we have to avoid thin sections. Benefits is substantive. Physical requirements and work environment could be combined into a "Working Conditions" section but not in allowed headings. Could put under Requirements. Thus we could have sections: About the role, Responsibilities, Qualifications, Skills, Benefits, Requirements. That's six sections, each substantive. Now we need to output HTML fragment with
headings and appropriate
or
- .
Let's craft content.
About the role: combine company intro and role description.
Company intro: "Since 1989, SBA Communications has been a pillar of the wireless industry. Today, as a publicly traded global leader and S&P 500 company, our network of over 46,000 communication sites spans 10+ countries, forming the critical infrastructure that connects millions. We are the force behind the scenes — the essential infrastructure that keeps our world connected. We are looking for innovators to join the dynamic team that makes it all possible. In an industry that moves fast, we rely on our agility to stay ahead of the curve and deliver results. However, we never achieve it alone. Our culture is defined by a 'Team First' focus, where every team member matters, and we collaborate passionately to support our customers' objectives. We believe in shared success. At SBA, we invite every team member to think like an owner."
Then role description: "Your Next Career Opportunity – Senior Director, Global Total Rewards The Senior Director, Global Total Rewards leads the organization's comprehensive rewards function, designing and executing an integrated framework of financial and non-financial rewards that aligns with business strategy to attract, motivate, and retain team members across all geographies. This role requires deep analytical capabilities to research and synthesize multiple perspectives including team member needs, external labor market competitiveness, cost management considerations, and evolving workforce requirements. The position translates these complex insights into effective, scalable reward programs that drive organizational performance. Scope encompasses the full spectrum of total rewards including base compensation design, short-term and long-term incentive architecture, executive compensation structures, equity program management, global benefits strategy development, wellness and work-life program oversight, career framework design, and rewards policy governance. The role holder is accountable for the ongoing operational management, strategic communication, and rigorous monitoring of program effectiveness and business outcomes. Workday system expertise is mandatory, with demonstrated proficiency in leveraging the platform to enable scalable, data-driven compensation processes and total rewards administration across the enterprise."
We can put that as prose.
Responsibilities: list from "What You Will Do – Primary Responsibilities" and supervisory responsibilities.
Let's extract each duty as separate bullet.
Primary responsibilities bullets:
- Design, implement, and continuously optimize the organization's global compensation philosophy, structure, and programs including base pay, variable pay, sales compensation, and executive compensation frameworks to ensure internal equity and external market competitiveness.
- Lead the research, analysis, and benchmarking of compensation and benefits practices across relevant labor markets and industries, synthesizing market intelligence into actionable recommendations for leadership.
- Develop and manage short-term incentive plans, long-term incentive programs, and equity compensation strategies that align with business performance objectives and shareholder value creation.
- Partner with Finance, Legal, HR Business Partners, and executive leadership to design total rewards programs that support talent acquisition, retention, and organizational culture goals.
- Oversee the design, vendor management, and administration of global benefits programs including health and welfare plans, retirement programs, wellness initiatives, and work-life balance offerings.
- Establish and maintain rewards governance frameworks, policies, and guidelines that ensure consistency, compliance, and appropriate controls across all compensation and benefits programs.
- Leverage Workday Compensation and Benefits modules to enable efficient merit cycles, bonus processing, equity administration, benefits enrollment, and rewards analytics with demonstrated expertise in system configuration and process optimization.
- Ensure full compliance with applicable compensation and benefits regulations across all operating jurisdictions including FLSA, ERISA, tax regulations, securities laws, and local country requirements.
- Lead the annual compensation planning cycle including merit increase budgeting, bonus pool allocation, equity grant planning, and benefits renewal processes with cross-functional coordination.
- Provide strategic guidance and thought leadership on emerging trends in total rewards including pay equity, pay transparency, flexible benefits design, well-being programs, and future work considerations.
- Develop comprehensive communication strategies and materials to educate team members and managers on total rewards programs, ensuring clarity and appreciation of the value proposition.
- Monitor and analyze program effectiveness through key metrics including cost per hire, retention rates, offer acceptance rates, benefits utilization, and employee satisfaction to drive continuous improvement.
- Build and lead a high-performing global total rewards team, providing coaching, development, and strategic direction to team members while fostering a culture of excellence and innovation.
Supervisory responsibilities bullets:
- Work with Talent Acquisition to recruit, interview, select, hire, and employ a talented and diverse group of high-performing team members.
- Provide oversight and direction to team members in accordance with the organization's policies and procedures.
- Coach, mentor, and develop team members, including overseeing new team member onboarding and providing career development planning and growth opportunities.
- Empower team members to take ownership of their job and goals.
- Delegate responsibilities as needed and provide routine constructive feedback on performance.
- Create a culture that is consistent with the organization's focus on team member engagement, and that align