Total Rewards Director

Culture

• We value honesty, courage, integrity, ethical behavior and the development of personal growth.
• We are rooted in the communities to provide a personal touch to every family we serve.
• We believe in the value of funeral and cemetery service, drawing on decades of experience to create the best experience for our families.

Position Status

• This is a newly created position to support the continued growth of the organization.

Location

• This role is open in either Houston, TX, USA or Toronto, Ontario, Canada.

Compensation

• Eligibility for base pay around $152,000.00 commensurate with experience and skillset.

Summary/Objective

This role is responsible for building, leading, and continuously improving the organization's total rewards function, including compensation, benefits, and retirement programs, across its funeral home, cemetery, crematory, and corporate locations in the United States and Canada. This is a foundational build: the Director will design and stand-up compensation architecture, pay structures, and governance where none exists today, not simply administer established programs. This role ensures total rewards programs support the company's business objectives, attract and retain top talent, promote employee engagement, and maintain compliance with all applicable federal, state, provincial, and local regulations.

Essential Functions

Compensation

• Builds and leads the design of the organization's compensation architecture from the ground up, including job architecture, salary structures, pay grades, and a documented compensation philosophy.
• Designs and stands up compensation structure and governance for field and sales teams as a near-term priority, including commission, bonus, and incentive plan design.
• Conducts market pricing and benchmarking using industry compensation surveys and labor market data.
• Analyzes internal pay equity and recommends adjustments to ensure competitiveness and fairness.
• Partners with leadership on annual compensation planning, merit increases, promotions, and incentive awards.
• Provides compensation modeling and workforce cost analyses to support budgeting and strategic planning.
• Ensures job postings and compensation practices comply with applicable state, provincial, and local pay transparency and pay equity laws.
• Oversees FLSA and equivalent Canadian employment standards classification of positions to ensure accurate wage-and-hour compliance.
• Leads annual benefits renewal and open enrollment processes.
• Manages vendor selection, competitive bidding (RFP), and contract negotiation with brokers, carriers, consultants, and third-party administrators.
• Evaluates benefit plan effectiveness and recommends enhancements based on workforce needs and market trends.
• Monitors benefits costs and identifies opportunities for plan optimization.
• Oversees leave of absence and disability program administration, including compliance with FMLA and applicable state and provincial leave laws.
• Administers retirement plans (401(k)/RRSP), including fiduciary support, plan committee coordination, and required filings (e.g., Form 5500).
• Ensures compliance with the Affordable Care Act, including applicable large employer reporting and Form 1095-C administration.
• Ensures compliance with state and provincial benefit and retirement plan regulations across the United States and Canada.
• Coordinates annual audits, filings, and regulatory reporting requirements.
• Maintains plan documentation and employee communications in accordance with legal requirements.

Total Rewards

• Develops employee communications and educational materials, including Total Rewards statements, to improve understanding and participation.
• Recommends innovative total rewards strategies that enhance employee engagement and retention.
• Develops and tracks key compensation and benefits metrics, providing leadership with insights and recommendations rather than simply administering programs.
• Provides training and guidance to HR Business Partners and operational leaders regarding compensation and benefits programs.

Mergers & Acquisitions

• Supports due diligence and compensation and benefits integration activities related to acquisitions, including harmonization of plans and pay structures post-close.
• Analyzes workforce trends, turnover, retention, benefit utilization, and compensation effectiveness to support organizational growth and integration initiatives.

Stakeholder Relationships

• HR Operations Teams: Partners closely with HR Business Partners, Payroll, and Talent Acquisition to align compensation and benefits programs with broader HR service delivery.
• Legal: Partners with legal counsel on plan document review, regulatory changes, and risk matters affecting compensation and benefits programs.
• Key Vendors: Manages day-to-day relationships and performance of brokers, carriers, consultants, and third-party administrators.
• Regulators: Serves as a primary point of contact for compensation- and benefits-related regulatory inquiries, audits, and filings across U.S. and Canadian jurisdictions.
• Business Acumen: Understands how compensation and benefits programs connect to broader financial and operational goals, and makes recommendations grounded in cost, risk, and workforce impact.
• Consultative Partnership: Builds credibility with HR and operational leaders as a trusted advisor on total rewards matters.
• Collaboration & Influence: Works effectively across HR, Legal, Finance, and operations to drive alignment on program design and execution.
• Ethical Practice & Compliance Mindset: Exercises sound judgment and discretion in handling sensitive compensation and benefits data, and ensures programs meet legal and regulatory standards.
• Attention to Detail: Maintains accuracy and rigor in plan administration, compliance filings, and data reporting.
• Cultural Awareness: Designs and communicates programs that are sensitive to the needs of a diverse, multi-jurisdictional workforce.
• Relationship Management: Cultivates strong, productive relationships with vendors, regulators, and internal stakeholders.
• Total Rewards
• Business Acumen.
• Consultation.
• Ethical Practice.
• Teamwork Orientation.
• Detail Orientation.
• Relationship Management.
• Time Management.

Required Education, Experience, Certifications and Licensure

• Bachelor's degree in Human Resources, Business Administration, Finance, Healthcare Administration, or related field.
• Minimum of 9 – 12 years of progressive experience in compensation, benefits, or total rewards, including significant experience designing and building compensation plans, structures, and governance.
• Demonstrated experience building sales and field/incentive compensation plans from the ground up.
• Experience supporting multi-site or geographically dispersed organizations required.
• Experience supporting both U.S. and Canadian businesses, including familiarity with the distinct compensation, benefits, and employment law frameworks in each country, required.
• Valid state or provincial issued driver’s license in good standing and acceptable driving record.

Preferred Education, Experience, Certifications and Licensure

• Experience in healthcare, consumer services, hospitality, retail, funeral services, cemetery operations, or similar service-based industries preferred.
• Experience supporting mergers, acquisitions, and workforce integrations strongly preferred.
• Experience building or scaling a total rewards function within a lean or growing HR organization.
• CCP, CEBS, or CBP certifications preferred.

Additional Eligibility Qualifications

• Able to read, write and speak English fluently. Bilingual is a plus.
• Proficient in Microsoft Office Suite (Outlook, Word, Excel, Access and PowerPoint).
• Strong HRIS knowledge and hands‑on administration experience required, with direct experience in UKG strongly preferred.
• Strong knowledge of compensation design and market pricing methodologies.
• Deep understanding of employee benefits administration and compliance.
• Working knowledge of Canadian benefit program requirements.
• Extensive knowledge of applicable state, provincial, and federal employment and labor laws and governmental compliance requirements.
• Experience with HR data reporting, dashboards, and compensation modeling.
• Comfortable presenting to both management and employees across the organization.
• Ability to simultaneously manage multiple projects, prioritize competing demands, and exercise sound judgment.
• Maintains a positive, professional demeanor and strong interpersonal communication, including with internal and external stakeholders and grieving client families.

Supervisory Responsibility

This position has direct management responsibilities, including hiring, firing, performance management and disciplinary actions as needed.

Physical Demands and Work Environment

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

• The duties associated with this position are generally performed in an indoor office setting.
• Outdoor duties may require exposure to natural elements such as inclement weather, extreme temperatures, uneven ground, dust, gas, and/or fumes.
• Equipment used to perform the essential function of this position includes, but is not limited to computer, fax, copier, merchant terminal, multi-line phone system, personal or company owned vehicle.
• Employees in this role are regularly required to climb, sit, stand, bend, kneel, and frequently lift up to 75 pounds and may be required to lift up to 100 pounds.
• This position may also require reaching, pushing, and pulling.
• This position may also be exposed to chemicals and/ or blood borne pathogens. Exposure risk is considered: Low
• Overtime is sometimes necessary or required.

Travel

• This position requires 40 percent out of area and overnight travel
• This position can be located in Houston, Texas or Toronto, Canada and will require travel including occasional overnight travel, primarily to support open enrollment, vendor meetings, and acquisition integration activities.

Other Duties

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.