The Head of Total Rewards is responsible for leading the strategy, design, execution, and continuous improvement of enterprise-wide compensation, benefits, equity, and recognition programs. Reporting to the CHRO, this leader will modernize total rewards programs, build scalable processes, develop a high-performing team, and ensure rewards programs support business growth, performance, and employee engagement.
This role requires a strategic, hands-on leader who can balance long-term vision with day-to-day execution. The ideal candidate is equally comfortable operating at the executive level, developing talent, improving processes, and getting into the details to drive results.
Primary ResponsibilitiesStrategic Leadership
- Develop and execute a comprehensive total rewards strategy aligned with business goals and talent priorities
- Serve as a trusted advisor to the CHRO and senior leadership team on compensation, benefits, and market trends
- Ensure rewards programs are competitive, equitable, and scalable across all business units
Compensation
- Lead the design, administration, and governance of base salary, annual incentive, commission, and long-term incentive programs
- Oversee annual compensation cycles including merit planning, bonus processes, promotions, and market reviews
- Partner with Finance on budgeting, forecasting, and compensation modeling
- Support executive compensation programs, including board-level materials, analytics, and recommendations
- Ensure compliance with all applicable compensation regulations, reporting, and governance requirements
Benefits & Wellbeing
- Lead strategy and oversight of health, retirement, wellness, leave, and other employee benefit programs
- Evaluate vendor partnerships and optimize benefits offerings to balance employee experience, competitiveness, and cost efficiency
- Drive employee education and engagement and education around benefits programs and resources
Operations & Transformation
- Assess current processes and implement more efficient, scalable ways of working across total rewards
- Lead systems optimization and process automation, including partnership with Workday team
- Build governance, controls, and repeatable processes that improve execution and service delivery
- Support integration and harmonization efforts across a dynamic and evolving business portfolio
Team Leadership
- Lead, coach, and develop a high-performing total rewards team focused on accountability, collaboration, and continuous improvement
- Establish clear priorities, development plans, and operating rhythms across the function
- 15+ years of progressive experience in compensation, benefits, or total rewards, including senior leadership responsibility
- Experience with Workday, including Compensation, Advanced Compensation, Benefits, and related HR systems modules required
- Proven success building, scaling, or transforming total rewards functions in a complex or high-growth environment
- Deep expertise in compensation strategy, market benchmarking, incentive design, and rewards governance
- Strong working knowledge of employee benefits and retirement programs
- Demonstrated ability to improve processes, simplify operations, and drive measurable outcomes
- Strong financial and analytical acumen with the ability to translate data into business insights
- Executive presence with strong communication and stakeholder management skills
- Experience in financial services, professional services, private equity0backed, or multi-entity organization preferred
- Bachelor’s degree required; advanced degree preferred
This position is an exempt position. The annualized base pay range for this role is expected to be between $275,000 - $325,000 base salary compensation range. Actual base pay may vary based on factors including, but not limited to, experience, subject matter expertise, geographic location where work will be performed, and the applicant’s skill set. The base pay is just one component of the total compensation package. Other rewards may include an annual cash bonus and a comprehensive benefits package, including but not limited to medical, dental, vision, life insurance, and 401(k). Please note that the job title is subject to change based on the selected candidate’s experience and education.
About Focus Financial Partners
Focus is a leading financial services firm comprised of integrated wealth management, family office, and business management services. Blending deep expertise and expansive resources with a boutique, client-first fiduciary philosophy, Focus helps individuals, families, and institutions navigate complex financial situations with highly personalized solutions tailored to their unique needs. To learn more about Focus, visit www.focusfinancialpartners.com or follow the company on LinkedIn.
Focus is an equal opportunity employer and bases its employment decisions on the employee or candidate’s skillset, and without regard to an employee or candidate’s race, color, religion, sex (including pregnancy), gender identity, sexual orientation, national origin, age, disability, genetic information, veteran status, or any other characteristic protected by local, state and/or federal law.
Focus complies with federal and state disability laws and makes reasonable accommodations for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact [email protected].
The following language is for US based roles only
For California Applicants: Information on your California privacy rights can be found here
For Indiana Applicants: It is unlawful for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.
For Maryland Applicants: I UNDERSTAND THAT UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A POLYGRAP OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.
For Massachusetts Applicants: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this shall be subject to criminal penalties and civil liability.
For Montana Applicants: If hired, the employment relationship is governed by the Wrongful Discharge from Employment Act. Mont. Code Ann. Section 39-2-901.
For Rhode Island Applicants: Focus is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island and is therefore covered by the state’s workers’ compensation law. If you willfully provide false information about your ability to perform the essential functions of the job, with or without reasonable accommodations, you may be barred from filing a claim under the provisions of the Workers’ Compensation Act of the State of Rhode Island if the false information is directly related to the personal injury that is the basis for the new claim for compensation. The Company complies fully with the Americans with Disabilities Act.
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