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Sunbelt Rentals strives to be the customer's first choice in the equipment rental industry. From pumps to scaffolding to general construction tools, we aim to be the only call needed to outfit a job site with the proper equipment. Not only do we offer a vast fleet that ranks among the best in the industry, we pair it all with a friendly and knowledgeable staff. Our employees are our greatest asset, and although we present a comprehensive equipment offering, our expertise and service are what truly distinguish us from the competition.

We pride ourselves on investing in our workforce and offer competitive benefits, as well as extensive on-the-job training for all eligible employees.

As a highly successful national company, we are constantly looking for talented individuals to support our growth. If you are interested in pursuing a rewarding career, we invite you to review our opportunities!

Job Description Summary

Duties & Responsibilities

• Provide overall strategic direction, design, implementation, and communication for all aspects of enterprise-wide compensation and recognition policy and plans.
• Work closely with key stakeholders to ensure the company’s plans, programs and initiatives are competitive, affordable, and deliverable as well as consistent with the company’s employee value proposition.
• Oversee the design, development, implementation, and administration of enterprise-wide compensation practices including market pricing, base pay components, commission, annual merit process, benchmarking, and short and long-term incentive plans to ensure these programs are internally equitable and externally competitive, which are cost-effective and consistent with market trends, best practices, and corporate objectives.
• Progress, hire, develop and lead a high-performing compensation team to deliver strong solutions that meet the needs of the business
• Lead a team of compensation partners with a focus on strengthening strategic partnerships across the business and HR
• Be a trusted advisor to HRBPs and business leaders in order to influence and drive decisions at executive leadership levels
• Partner with business and HR leaders to develop, prepare and maintain detailed job descriptions and classification systems to define job levels.
• Review market benchmark surveys, analyze competitive market data and develop recommendations for updates to job architecture, salary structures and bonus targets as appropriate; propose salary increase budgets.
• Ensure all compensation programs are compliant with related government rules and regulations, including FLSA, and other applicable federal and/or state regulations.
• Prepare, analyze, and submit reports for internal and external use, including government mandated reports and compliance audits, as well as materials for Board of Directors as needed.
• Participate in M&A activity and the management and integration of compensation policies and programs.
• Own and develop annual compensation budget

Knowledge, Skills, & Abilities

• Strong track record of successfully implementing compensation and recognitions programs that impact the performance of a complex, diversified organization, and enhance the company’s ability to attract, develop, engage, and grow a highly talented diverse workforce.
• Proven experience in designing and leading annual compensation, equity, and incentive programs.
• Strong business acumen and ability to work well across different functions to integrate HR and business strategies.
• Excellent written and verbal communication; high-quality document preparation and presentation skills.
• Excellent analytical and problem-solving capabilities and the ability to influence data-driven recommendations.
• Proven ability to proactively recognize, plan and act on the need for innovation and process improvement.
• Creative approach to problem-solving
• Able to travel domestically as appropriate.

Minimum Qualifications

• Bachelor’s Degree or equivalent experience
• 15+ years of related experience, including significant depth in the design and administration of operating unit compensation and recognition plans and programs across multiple sites and functional job areas
• At least 5 years as a senior level HR executive, hiring and developing a compensation team in an organization.
• Demonstrated success in negotiating, organizing, planning, problem-solving, and partnering among multiple complex priorities to resolve issues, manage change, and deliver results.
• Thorough subject matter expertise with knowledge and understanding of accounting and financial concepts especially related to tax and accounting treatment, SEC regulations and filings, proxy disclosures, FASB, Internal Revenue Code.

Preferred Qualifications
• GRP/CCP/CEBS/CBP certification

Starting rate of pay may vary based on factors including, but not limited to, position offered, location, education, training, and/or experience. Please visit https://www.sunbeltrentals.com/careers/ for more information on our benefits and to join our Talent Network.

Sunbelt also provides a comprehensive benefits package to its full-time employees. This package includes:

• Health, Dental and Vision plans

• 401(k) Match

• Volunteer time off

• Short-term and long-term disability

• Accident, Life and Travel insurance, as well as flexible spending

• Tuition Reimbursement Options

• Employee Assistance Program (EAP)

• Length of Service Awards

You will become eligible for benefits on the first of the month following 30 days from your start date.

Flex Time for Leaders

At Sunbelt Rentals our leaders including District Managers and above enjoy the freedom of Flex Time. It is not about tracking hours, it is about delivering great work and having the flexibility to recharge when you need it. Flex Time can be used for vacation, personal needs, or time covered by paid sick or safe leave laws. It is a simple way to balance life while keeping our business goals moving forward.

Gear up for an exciting career!

Sunbelt Rentals supports service members. Veterans encouraged to apply.

Job Description:

Minimum Qualifications

• Progressive experience in compensation, HR consultant/business partner, finance, or related discipline
• Proven ability to translate analytical findings into actionable business recommendations
• Strong business acumen, with the ability to understand operational drivers, workforce implications, and financial impact
• Demonstrated financial and economic acumen, including understanding of cost structures, labor markets, supply/demand dynamics, and budgeting
• Experience partnering with senior HR leaders and operational leaders to provide guidance, influence decisions, and support strategic planning
• Strong data analysis skills, including the ability to extract insights, identify trends, and communicate implications clearly
• Proven ability to work independently, exercise sound judgment, and manage sensitive information with discretion
• Experience leading or supporting large-scale HR processes or initiatives (e.g., annual increases, incentive cycles, M&A integration, policy rollouts)

Preferred Qualifications

• CCP (Certified Compensation Professional) or related HR/compensation certification

• Demonstrated experience performing market pricing, job evaluation, pay range development, equity reviews, and compensation analysis
• Experience advising leaders at all levels on compensation strategy, market competitiveness, job architecture, and pay program design
• Experience supporting matrixed organizations with complex business structures, preferably in healthcare or highly regulated industries
• Demonstrated ability to conduct scenario modeling and financial impact analysis for compensation decisions
• Demonstrated strategic thinking skills with the ability to connect compensation decisions to organizational priorities and talent strategy, balancing short-term operational needs with long-term strategic goals.
• Experience leading change management, training, and communication efforts for compensation programs

Location:

Work City:

Work State:

Scheduled Weekly Hours:

The hourly range for this position is listed below. Actual hourly rate dependent upon experience. 

We care about your well-being – mind, body, and spirit – which is why we provide our caregivers a generous benefits package that covers a wide range of programs to foster a sustainable culture of wellness that encompasses living healthy, happy, secure, connected, and engaged.

Learn more about our comprehensive benefits package here.

Intermountain Health is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.

At Intermountain Health, we use the artificial intelligence ("AI") platform, HiredScore to improve your job application experience. HiredScore helps match your skills and experiences to the best jobs for you. While HiredScore assists in reviewing applications, all final decisions are made by Intermountain personnel to ensure fairness. We protect your privacy and follow strict data protection rules. Your information is safe and used only for recruitment. Thank you for considering a career with us and experiencing our AI-enhanced recruitment process.

All positions subject to close without notice.

Holman is a family-owned, global automotive services organization anchored by our deeply rooted core values and principles that have enabled us to continue Driving What’s Right throughout the last century. Our teams deliver the Holman Experience by treating our customers and each other as we would like to be treated, and creating positive, rewarding relationships all around.

The automotive markets Holman serves include fleet management and leasing; vehicle fabrication and upfitting; component manufacturing and productivity solutions; powertrain distribution and logistics services; commercial and personal insurance and risk management; and retail automotive sales as one of the largest privately owned dealership groups in the United States.

Principal Purpose of Position:

• Evaluates and conducts benchmarking for hourly, salaried and middle management positions.   Participates in third party compensation surveys. Reviews and approves new hire offers as well as promotions and position transfers in order to maintain conformance to legislation, policy, and internal equity.

• Maintains integrity of job evaluation, job coding, and job documentation system, including the creation and maintenance of job descriptions globally.

• Participates in the annual merit increase process including distribution of planning worksheets to management, analysis of submissions, preparation of summary reports, and execution of system updates.

• Responsible for compensation data integrity in HRIS system. Creates and runs ad hoc reports as requested.

• Supports administration of pension and 401(k) plans, including ad-hoc analysis, preparation of pension calculations and related paperwork, annual reporting, and responding to employee, manager, and HR questions.

• Prepares documentation of new pay plans and recommends changes and updates as needed.

• Explains compensation and retirement programs to employees and managers as needed.

• Under minimal direction, lead special projects as assigned

• Perform all other duties as assigned.

Education and/or Training:

• Four year college degree in HR, Business or related field.

Relevant Work Experience:

• Three or more years of experience in compensation and benefits, financial analysis, or audit

• Superior Excel and analytical skills

• Experience with Workday preferred

• Strong communication skills

Planning/Organizing/Managerial Knowledge:

• Specific knowledge of compensation, including base pay, bonus, and equity. Knowledge of internal HR policies, practices, and procedures. Knowledge of external regulations and best practices in the compensation field. Strong project management knowledge and strong organization skills. Strong orientation toward continuous improvement.

Communicating & Influencing Skills:

• Must have the ability to reason with others. Interactions require understanding, influencing, and supporting people through applying technical knowledge and rational arguments, aimed at causing action or acceptance by others. Able to diplomatically resolve disagreements between HR and line management while keeping the company's best interests in mind.

Outputs:

• Ensures efficient use of the company’s resources in paying employee compensation.

• Responsible for legal and regulatory compliance of the company’s pay practices.

• Supports compensation director in executing compensation and retirement-related projects

• Backstops the integrity of the company’s compensation programs both internally and externally

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At Holman, we exist to provide rewarding careers and better lives for employees and their families. We hire, train, empower, and reward exceptional people. Our journey is guided by our desire to get it right every time and the acknowledgement that we have an opportunity to be better. To be better, we have to do better, and to do better we must know better. That’s why we are listening, open to learning new things – about ourselves and each other. We will never stop striving for improved diversity, equity, and inclusion because we are successful together when we feel trusted and supported. It’s The Holman Way.

At Holman, your total compensation goes beyond your paycheck. To position you for success and provide a rewarding career and better life for you and your family, Holman is proud to offer you the benefits you deserve; including protection against illness, disability, loss of work, or preparation for retirement. Below is a brief overview of the programs available to full-time employees (programs may vary by country or worker type):

• Health Insurance
• Vision Insurance
• Dental Insurance
• Life and Disability Insurance
• Flexible Spending and Health Savings Accounts
• Employee Assistance Program
• 401(k) plan with Company Match
• Paid Time Off (PTO)
• Paid Holidays, Bereavement, and Jury Duty
• Paid Pregnancy/Parental leave
• Paid Military Leave
• Tuition Reimbursement

Benefits:

Regular Full-Time

We offer excellent benefits including health, vision, dental, life and disability insurance, and 401(k) with company match. Our time off benefits include Paid Time Off (PTO), paid holidays, bereavement, and jury duty. In addition, we offer paid pregnancy and parental leave, and supplemental paid military leave to eligible employees.

Temporary or Part-Time

In geographic areas with statutory paid sick leave, part-time and temporary employees will receive a paid sick leave benefit that meets the mandated requirements.

Pay:

Artificial Intelligence Statement

We recognize that applicants for positions at any organization may view AI tools for tasks such as drafting a resume or cover letter, provided the information is accurate and truthful. However, applicants should not use AI tools to:

• Answer interview questions on their behalf, or use AI tools in any way during the interview or other qualification process(es).

• Misrepresent or embellish qualifications, skills, or experience

• Create false or misleading representations of identity (e.g., deepfakes or altered images/videos)

Your application, whether an AI tool is used or not, should reflect your authentic abilities and experiences. Any use of AI that compromises honesty or integrity may result in disqualification from the process.

Equal Opportunity Employment and Accommodations:

Holman provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. 

If you are a person with a disability needing assistance with the application process, please contact HR@Holman.com

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Description

Job Summary:

The Compensation Analyst supports the administration, analysis and ongoing maintenance of competitive compensation programs while providing analytical and operational support for compensation processes and decisions. This role conducts detailed compensation analyses, job evaluations, and market pricing to support pay decisions and compensation program execution. The analyst assists in maintaining salary structures, pay grades, and pay programs, ensuring compliance with compensation regulations and policies. Additionally, this role supports the maintenance and enhancement of compensation tools, data governance and process documentation to streamline compensation operations and improve data accuracy. This position collaborates closely with the Compensation & People Analytics Program Manager and HRBPs to provide compensation guidance and support compensation-related projects and annual cycles. This position reports to the Director, Rewards & People Ops.

Essential Functions:

Compensation Program Administration:

Supports the execution of compensation programs, including base pay, variable pay, and annual compensation cycles.

Maintains pay structures and compensation data, including updates within the HRIS and other compensation-related tools

Supports annual merit and AIP processes through data preparation, reporting, validation, reconciliation and documentation

Supports annual compensation budgeting through data preparation, reporting, modeling, and variance analysis

Compensation Analysis & Market Evaluation:

Conducts compensation analyses to support employment offers, promotions, transfers, salary adjustments, and incentive decisions

Performs job evaluations and market pricing using survey data and compensation tools to support competitive and equitable pay decisions

Supports the analysis, modeling, and forecasting of merit and Annual Incentive Plan (AIP) scenarios to inform budgeting, reporting and leadership decision-making

Conducts benchmarking and trend analysis to assess market competitiveness and support compensation recommendations.

Business Partnership & Advisory Support:

Partners with Payroll and HRBPs by providing data and analytical support for incentive plans within Lending and Retail operations, helping ensure accurate administration of established plan design and processes

Responds to compensation-related questions from HRBPs by providing data, analysis and guidance within established compensation frameworks.

Prepares compensation reports and supporting analyses for annual cycles and ad hoc requests

Compliance, Governance & Documentation:

Supports compensation compliance activities, audits, and documentation to help ensure alignment with company policies and applicable regulations

Maintains compensation process documentation, job descriptions, and related materials to support consistent program administration

Monitors compensation-related regulatory changes and supports updates to policies, practices, and documentation as needed

Systems, Data Integrity & Process Improvement:

Maintains data quality within compensation-related systems through audits, reconciliations, and routine validation checks

Supports process and system enhancements in partnership with the Compensation & People Analytics Program Manager and HRIS team.

Identifies opportunities to improve reporting, workflows, documentation, and operational efficiency across compensation processes.

Other:

Performs other duties as assigned.

Adheres to all organizational policies, procedures and business ethics codes.

Completes required regulatory training as assigned.

Maintains strict adherence and compliance to all laws, rules, regulations, policies, procedures and internal controls specific to the role, including but not limited to Bank Secrecy Act, Anti-Money. Laundering, USA Patriot Art, OFAC and Fair Lending Regulations.

Skills

Compensation, Compensation Analytics, Excel, MS Excel, MS Office Suite, Microsoft Suite, Compensation analysis, CCP, GRP, UKG, Tableau, Power BI

Top Skills Details

Compensation,Compensation Analytics,Excel,MS Excel,MS Office Suite,Microsoft Suite,Compensation analysis

Additional Skills & Qualifications

Bachelor’s degree in Business Administration, Human Resource Management, Finance, or other field.

5+ years of compensation experience

Experience using compensation planning and pricing tools/platforms

Excel proficiency

Must be bondable

Preferred Requirements:

Master’s degree

Certified Compensation Professional (CCP) or Global Remuneration Professional (GRP) Certification

Experience with UKG

Experience using analytics software such as Tableau or Power BI

Financial institution or Credit Union experience

Experience Level

Intermediate Level

Job Type & Location

This is a Contract to Hire position based out of Austin, TX.

Pay and Benefits

The pay range for this position is $32.00 - $45.00/hr.

Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to specific elections, plan, or program terms. If eligible, the benefits available for this temporary role may include the following: • Medical, dental & vision • Critical Illness, Accident, and Hospital • 401(k) Retirement Plan – Pre-tax and Roth post-tax contributions available • Life Insurance (Voluntary Life & AD&D for the employee and dependents) • Short and long-term disability • Health Spending Account (HSA) • Transportation benefits • Employee Assistance Program • Time Off/Leave (PTO, Vacation or Sick Leave)

Workplace Type

This is a hybrid position in Austin,TX.

Application Deadline

This position is anticipated to close on Jun 26, 2026.

About Aston Carter

Aston Carter provides world-class corporate talent solutions to thousands of clients across the globe. Specialized in accounting, finance, human resources, talent acquisition, procurement, supply chain and select administrative professions, we extend the capabilities of industry-leading companies. We draw on our deep recruiting expertise and expansive network to meet the evolving needs of our clients and talent community with agility and excellence. With offices across the U.S., Canada, Asia Pacific and Europe, Aston Carter serves many of the Fortune 500. We are proud to be a ClearlyRated Best of Staffing Platinum Award winner for both client and talent service.

The company is an equal opportunity employer and will consider all applications without regard to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law.

If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing process due to a disability, please email astoncarteraccommodation@astoncarter.com (%20astoncarteraccommodation@astoncarter.com) for other accommodation options.

San Francisco Fair Chance Ordinance: Pursuant to the San Francisco Fair Chance Ordinance, for all positions located in the city and county of San Francisco, we will consider for employment qualified applicants with arrest and conviction records.

Massachusetts Lie Detector: 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 law shall be subject to criminal penalties and civil liability.

Use of Artificial Intelligence (AI): We may use Artificial Intelligence (AI) to support parts of our hiring process, including sourcing, screening, and evaluating candidates. AI helps assess applications and qualifications, but final decisions are made by our hiring team. By applying, you acknowledge and agree that your application may be reviewed using AI tools.

Position Summary

The Total Rewards Analyst supports the Total Rewards function across compensation, benefits, and reporting. Core responsibilities include data analysis, reporting, cycle administration, and system implementation and maintenance. The role also contributes to cost and budget modeling, process improvement, and special projects such as bonus and equity plan design. This role will report to the Director, Total Rewards.  

About You

You are analytically minded, detail-oriented, and energized by building tools and processes that make work easier. You bring curiosity and a collaborative spirit – you value diverse perspective and approach problems with rigor and creativity.

Responsibilities

• Administer compensation programs (base, bonus, and equity), including planning tool and system maintenance
• Design reports and tools that equip HR Business Partners with data and enable them to do their work proactively
• Participate in compensation surveys and conduct data analysis
• Identity process and program improvement opportunities; propose practical solutions and support cost and budget analysis
• Support analysis, design, communication, and administration of insurance, wellness, and retirement programs
• Maintain current knowledge of federal and state regulations affecting compensation and benefits; help ensure programs compliance
• Contribute to special projects in the Total Rewards area, including bonus and equity plans initiatives

Qualifications

• Bachelor’s degree or equivalent experience
• 5+ years of relevant Total Rewards experience
• SuccessFactors experience preferred
• Strong analytical skills and aptitude for working with numbers
• Ability to think critically and incorporate diverse perspective into problem-solving
• Details-oriented, results-driven, and committed to continuous learning

The expected Hourly range for this role is $55 to $65/hr depending on skills, competency, and the market demand for your expertise.

Sr. Compensation Manager

Location: Plantation, FL

Schedule: Monday–Friday, 8:00 AM–5:00 PM

Pay Rate: $70–$80/hour (based on qualifications)

About the Role

We are seeking a Sr. Compensation Manager to serve as a senior individual contributor supporting enterprise compensation programs. This role plays a key part in ensuring competitive, equitable, and compliant pay practices, with deep ownership of job evaluation, job architecture, and compensation strategy.

You will partner with HR and business leaders across the organization, providing expert consultation and influencing decisions through data-driven insights. This is a 6 month contract role with the possibility to extend.

What You’ll Do

Job Evaluation & Job Architecture

• Lead job evaluation processes to ensure consistent methodology and internal equity

• Audit job leveling and grading decisions across the organization

• Develop and maintain accurate, aligned job descriptions

• Sustain job architecture frameworks supporting compensation and organizational design

Compensation Management

• Analyze compensation programs using market data and evaluation methodologies

• Conduct compensation surveys and deliver market insights and recommendations

• Recommend updates to programs to improve competitiveness and equity

• Develop salary structures, merit budgets, and pay guidelines

• Review pay actions for policy compliance and internal equity

• Support incentive modeling and variable pay analysis

Total Rewards Projects

• Participate in initiatives such as compensation structure redesigns, pay equity, and benchmarking

• Support system and process enhancements related to compensation

• Develop communication materials for Total Rewards programs

• Partner with HRIS teams on reporting and system requirements

HR Partnership & Advisory

• Advise leaders on compensation decisions, job leveling, and job design

• Influence stakeholders through data-driven recommendations

• Collaborate cross-functionally with HR, Finance, Legal, and Talent partners

Analytics, Reporting & Compliance

• Build compensation models and costing scenarios

• Ensure compliance with applicable laws and regulations

• Maintain data accuracy, confidentiality, and integrity across HR systems

What We’re Looking For

Required:

• Bachelor’s degree in a related field

• 6+ years of progressive experience in Compensation or Total Rewards

• Hands-on experience with job evaluation, job architecture, and compensation program design

• Advanced Excel and HRIS skills

• Strong analytical, modeling, and data interpretation abilities

Preferred:

• CCP, SHRM-CP/SCP, PHR/SPHR certification

Core Strengths:

• Strong business acumen and strategic mindset

• Excellent communication and stakeholder influence skills

• High attention to detail and data integrity

• Ability to manage multiple high-impact projects in a fast-paced environment

• Strong cross-functional collaboration skills

Why Join Us

• High-impact role influencing enterprise compensation strategy

• Exposure to senior leadership and cross-functional decision-making

• Collaborative, data-driven environment

About ManpowerGroup, Parent Company of: Manpower, Experis, Talent Solutions, and Jefferson Wells

ManpowerGroup (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis, Talent Solutions, and Jefferson Wells – creates substantial value for candidates and clients across more than 75 countries and territories and has done so for over 70 years. We are recognized consistently for our diversity - as a best place to work for Women, Inclusion, Equality and Disability and in 2022 ManpowerGroup was named one of the World's Most Ethical Companies for the 13th year - all confirming our position as the brand of choice for in-demand talent.

Compensation analysis, Market pricing, Job evaluation, Job leveling, Salary structures, Pay equity, Incentive compensation, Compensation benchmarking, Total Rewards, HRIS, Workday, Excel, Data analysis, Compensation surveys, Merit planning, Compliance, Stakeholder engagement, Project management, Organizational design, Strategic planning

ManpowerGroup is committed to providing equal employment opportunities in a professional, high quality work environment. It is the policy of ManpowerGroup and all of its subsidiaries to recruit, train, promote, transfer, pay and take all employment actions without regard to an employee's race, color, national origin, ancestry, sex, sexual orientation, gender identity, genetic information, religion, age, disability, protected veteran status, or any other basis protected by applicable law.

Accountabilities:

In this role, you will be the primary compensation partner for our Revenue org — ensuring our pay practices are competitive, market-aligned, internally equitable, and consistent with our compensation philosophy.

You’ll shape how we position and structure Sales compensation at scale — owning market benchmarking, OTE strategy, pay mix guardrails, and salary range design to ensure our Revenue organization is competitive, equitable, and built for long-term growth.

You’ll work closely with Sales Leadership, RevOps, Finance, and HRBPs to ensure our compensation framework supports growth while remaining disciplined and scalable.

About The Role

• Lead benchmarking and market pricing for all Sales roles (OTE, base, variable mix)

• Define and review pay mix guardrails aligned with our compensation philosophy

• Ensure internal equity across levels, segments, and regions

• Partner with RevOps to review OTE positioning and ensure alignment with ranges and philosophy

• Support annual compensation cycles for the Sales org (merit, promotions, new roles)

• Provide data-driven insights on competitiveness and hiring positioning

• Maintain strong governance and documentation standards

Your Experience & Skills

• 5+ years of experience in Compensation or Total Rewards

• Experience supporting Sales organizations in a SaaS or high-growth tech company

• Deep expertise in compensation benchmarking (Radford, Mercer, WTW, Pave, etc.)

• Strong understanding of OTE structures and pay mix strategy

• Experience designing salary ranges and working with leveling frameworks

• Strong analytical skills and advanced Excel capabilities

• Experience partnering cross-functionally with RevOps and Finance

• Business-minded, confident, and comfortable influencing senior stakeholders

About monday.com

monday.com is the AI work platform powering the most ambitious teams. 250,000+ customers across departments use us to bring people, workflows, and AI agents together on one flexible platform where AI doesn't just assist, it executes. We move fast, build things that matter, and foster an ownership-driven culture where you're empowered to shape how organizations work and outpace their competition.

We’re looking for a strategic and hands-on Total Rewards Lead to support our Revenue organization.

Why This Role Matters

Sales is one of our most critical growth engines. Getting compensation right directly impacts our ability to attract, retain, and motivate top talent. In this role, you’ll help ensure our Sales compensation strategy is competitive, structured, and aligned with our broader Total Rewards philosophy.

What monday.com can offer you:

• Opportunity to join an innovative, proven company with big ambitions, competitive salary and benefits, bonus potential, and some roles are eligible to take part in the company equity incentive program

• A team that values transparency and collaboration while having fun while we work

• Fully dedicated learning and development team that provides opportunities for employees to grow, gain new skills, master AI tools, and participate in workshops

• Award winning work environment - named a "Best Place to Work" by Built In as well as "Great Place To Work" certified.

• We foster inclusion and belonging through our Employee Resource Groups in addition to providing access to resources and education to support our team, facilitate conversations, and encourage understanding

• A global work environment with offices in New York, Tel Aviv, London, Sydney, São Paulo, Tokyo, and more

The estimated annual base salary range for this role is $139-185k. Actual compensation will be determined based on factors including education, training, experience, business needs, and work location. In addition to base salary, employees are eligible for either an annual discretionary bonus or a role-based, sales incentive plan. Certain roles may also include equity in the form of RSUs. Full compensation details, including any applicable bonus or incentive plan, will be provided in the hiring process.

Visa sponsorship for this role is currently not available.



Compensation

• Base Salary: $139K - $185K per year

City

State

Job Location

Position Type

The Director, Total Rewards will serve as a strategic leader responsible for designing, implementing, and managing compensation, benefits, and recognition programs. Reporting to the VP, HR & Assistant General Counsel, this role will play a critical part in ensuring that our total rewards strategy aligns with business objectives, strengthens our employee value proposition, and positions Essex as an employer of choice within the Real Estate Investment Trust (REIT) industry.

WHAT YOU WILL DO:

• Provide strategic direction for the development, implementation, and administration of salary structures, short-term incentives, and long-term incentive plans, ensuring competitiveness and compliance.
• Maintain and refine the company’s job classification and job leveling frameworks, ensuring consistency, pay equity, and transparency across the organization.
• Lead Essex’s compensation survey participation and market benchmarking efforts, analyzing market data and recommending program updates to maintain alignment with industry trends.
• Oversee the annual compensation review cycle, ensuring fairness, internal equity, and market competitiveness.
• Direct the administration of health, welfare, retirement, and wellness programs, ensuring accurate policy interpretation, regulatory compliance, and effective communication to employees.
• Lead open enrollment efforts, including auditing enrollment data, resolving discrepancies, and driving successful implementation of benefit changes.
• Guide special projects, such as compensation analyses, bonus plan design, and incentive program enhancements, ensuring timely delivery and measurable impact.
• Provide strategic oversight of headcount planning and budgeting, partnering with senior leadership and Finance to align workforce planning with long-term business objectives and financial targets.
• Serve as a consultative partner to senior leaders, providing insights and recommendations on compensation, benefits, and incentive strategies to support business objectives.
• Partner with recruitment teams to ensure competitive and compelling compensation packages are offered to attract and retain top talent.
• Collaborate with performance management teams to ensure reward programs are aligned with performance outcomes and career development frameworks.
• Stay ahead of emerging market trends, regulatory changes, and workforce expectations to propose and implement program enhancements that reinforce Essex’s culture and values.
• Provide vision, leadership, and development for a team of four, fostering growth and engagement while building organizational capability.

WHAT YOU WILL NEED:

• Bachelor’s degree in Human Resources, Business Administration, Finance, or related field; HR certification (CCP, CEBS, or similar) a plus.
• 10+ years of progressive experience in compensation and benefits, with at least 5 years in a leadership role.
• Direct experience managing total rewards programs in California is required (Washington a plus), with proven expertise in state-specific employment laws, pay transparency requirements, and benefits compliance.
• Demonstrated success designing and leading total rewards strategies in a complex, multi-location organization.
• Deep understanding of compensation methodologies, executive compensation, incentive design, benefits strategy, and compliance requirements.
• Strong analytical and financial modeling skills with the ability to translate data into actionable insights.
• Proven ability to influence and advise senior leaders on sensitive compensation and benefits matters.

WHAT THE JOB REQUIRES:

• Proficiency with market pricing tools such as Market Pay or PayScale is preferred, and experience in Workday is a plus.
• Ability to navigate and adapt to evolving market conditions, workforce expectations, and regulatory environments.
• Strong communication skills, capable of simplifying complex concepts and presenting effectively to executives.
• Proven ability to lead multiple initiatives, prioritize effectively, and deliver results under tight deadlines.
• Must be able to operate in a fast-paced work setting. Requires the ability to multitask and adapt quickly to changing priorities. May involve tight deadlines and high-energy work situations.
• Work is primarily conducted in an office setting. Requires sitting at a desk or workstation for extended periods. Involves the use of standard office equipment such as computers, phones, and printers.
• The position includes in-person work requirements consistent with the hybrid policy located at Essex's corporate offices in Woodland Hills, Irvine, Bellevue or San Mateo. The hybrid policy is subject to change at Essex’s sole discretion.

WHAT YOU WILL BRING TO THE TABLE:

• A strategic mindset with the ability to balance competitive market practices and fiscal responsibility.
• A collaborative, solutions-oriented leadership style that builds trust and engagement across teams.
• A passion for designing programs that not only reward performance but also reinforce Essex’s culture and values.
• High integrity and discretion when managing sensitive and confidential information.
• The ability to think innovatively while maintaining compliance and governance standards.

#LI-Hybrid

#LI-AS1

Essex provides great communities in which to live, work and invest. We are a purpose-driven company, and we pride ourselves on promoting an internal culture of growth and opportunity by engaging, enabling, and empowering our teams. Working at Essex is not a destination. It is a journey where you can confidently build your career.

In this role, you will be the primary compensation partner for our Revenue org — ensuring our pay practices are competitive, market-aligned, internally equitable, and consistent with our compensation philosophy.

You’ll shape how we position and structure Sales compensation at scale — owning market benchmarking, OTE strategy, pay mix guardrails, and salary range design to ensure our Revenue organization is competitive, equitable, and built for long-term growth.

You’ll work closely with Sales Leadership, RevOps, Finance, and HRBPs to ensure our compensation framework supports growth while remaining disciplined and scalable.

About The Role

• Lead benchmarking and market pricing for all Sales roles (OTE, base, variable mix)

• Define and review pay mix guardrails aligned with our compensation philosophy

• Ensure internal equity across levels, segments, and regions

• Partner with RevOps to review OTE positioning and ensure alignment with ranges and philosophy

• Support annual compensation cycles for the Sales org (merit, promotions, new roles)

• Provide data-driven insights on competitiveness and hiring positioning

• Maintain strong governance and documentation standards

Your Experience & Skills

• 5+ years of experience in Compensation or Total Rewards

• Experience supporting Sales organizations in a SaaS or high-growth tech company

• Deep expertise in compensation benchmarking (Radford, Mercer, WTW, Pave, etc.)

• Strong understanding of OTE structures and pay mix strategy

• Experience designing salary ranges and working with leveling frameworks

• Strong analytical skills and advanced Excel capabilities

• Experience partnering cross-functionally with RevOps and Finance

• Business-minded, confident, and comfortable influencing senior stakeholders

About monday.com

monday.com is the AI work platform powering the most ambitious teams. 250,000+ customers across departments use us to bring people, workflows, and AI agents together on one flexible platform where AI doesn't just assist, it executes. We move fast, build things that matter, and foster an ownership-driven culture where you're empowered to shape how organizations work and outpace their competition.

We’re looking for a strategic and hands-on Total Rewards Lead to support our Revenue organization.

Why This Role Matters

Sales is one of our most critical growth engines. Getting compensation right directly impacts our ability to attract, retain, and motivate top talent. In this role, you’ll help ensure our Sales compensation strategy is competitive, structured, and aligned with our broader Total Rewards philosophy.

What monday.com can offer you:

• Opportunity to join an innovative, proven company with big ambitions, competitive salary and benefits, bonus potential, and some roles are eligible to take part in the company equity incentive program

• A team that values transparency and collaboration while having fun while we work

• Fully dedicated learning and development team that provides opportunities for employees to grow, gain new skills, master AI tools, and participate in workshops

• Award winning work environment - named a "Best Place to Work" by Built In as well as "Great Place To Work" certified.

• We foster inclusion and belonging through our Employee Resource Groups in addition to providing access to resources and education to support our team, facilitate conversations, and encourage understanding

• A global work environment with offices in New York, Tel Aviv, London, Sydney, São Paulo, Tokyo, and more

The estimated annual base salary range for this role is $139-185k. Actual compensation will be determined based on factors including education, training, experience, business needs, and work location. In addition to base salary, employees are eligible for either an annual discretionary bonus or a role-based, sales incentive plan. Certain roles may also include equity in the form of RSUs. Full compensation details, including any applicable bonus or incentive plan, will be provided in the hiring process.

Visa sponsorship for this role is currently not available.



Compensation

• Base Salary: $139K - $185K per year