Position Overview The Total Rewards Director is a strategic HR leader responsible for the design, implementation, and governance of the organization’s total rewards strategy, including compensation, benefits, incentive programs, and reward policies. Within a building materials organization operating in a competitive and cost-sensitive industrial environment, this role ensures reward programs effectively attract, retain, and motivate high-performing talent across manufacturing, operations, sales, engineering, and corporate functions. The position requires strong analytical capability, commercial acumen, and the ability to align reward frameworks with business performance and long-term growth objectives. Key Responsibilities1. Total Rewards Strategy Develop and execute a comprehensive total rewards strategy aligned with business objectives and workforce planning. Ensure competitive positioning within the building materials and manufacturing sectors through regular market benchmarking. Advise executive leadership on compensation trends, reward structures, and financial implications.2. Compensation Management Design and maintain salary structures, grading frameworks, and pay governance policies. Lead the annual salary review, merit increase, and bonus processes. Develop and manage short-term and long-term incentive programs aligned with operational and financial targets. Ensure internal equity and external competitiveness across all employee segments.3. Benefits & Wellbeing Programs Oversee the design and administration of employee benefit programs, including healthcare, retirement plans, insurance, leave policies, and wellness initiatives. Evaluate program effectiveness, cost efficiency, and employee satisfaction. Manage relationships with external brokers, insurers, and third-party administrators.4. Governance, Compliance & Risk Management Ensure compliance with local labor laws, tax regulations, and corporate governance standards. Conduct periodic pay equity and compensation audits. Maintain accurate documentation and policy frameworks to mitigate risk.5. Analytics & Reporting Utilize HR data and market intelligence to support decision-making. Prepare executive-level reports on compensation trends, reward costs, and ROI. Develop dashboards and KPIs to measure the effectiveness of reward programs.6. Stakeholder Engagement & Communication Partner with Finance, Legal, and Business Leaders to align reward programs with budget and strategic priorities. Support Talent Acquisition with competitive offer structures for critical hires. Lead communication initiatives to enhance employee understanding and appreciation of total rewards offerings. Qualifications & Experience Bachelor’s degree in Human Resources, Business Administration, Finance, or related field. Master’s degree or professional certifications (e.g., CCP, GRP, SHRM-SCP, SPHR) preferred. Minimum 10–15 years of progressive experience in compensation and benefits, with at least 5 years in a senior leadership role. Prior experience within manufacturing, industrial, or building materials sectors is strongly preferred. Demonstrated expertise in compensation design, incentive plan development, and benefits strategy.