Crucial Hire
Director of Total Rewards & People Operations
Base pay range
$160,000 – $180,000
per year.
What You’ll Own (And Be Accountable For)
Total Rewards
— architect and lead a firm-wide strategy aligned to partner economics and growth goals.
Compensation
— own base pay, bonus design, incentives, and partner‑aligned compensation.
Lead annual comp cycles end‑to‑end: benchmarking, job architecture, budgeting, incentive planning.
Oversee benefits strategy with discipline around experience, compliance, and cost.
Partner deeply with Finance, Legal, and senior leadership on complex, high‑stakes comp decisions.
People Operations & Payroll
Lead multi‑state payroll and people operations with zero tolerance for sloppiness.
Ensure consistency, compliance, and credibility across jurisdictions.
Be the calm, steady presence when things get messy.
Systems, Data & Workday
Own Workday HCM post‑implementation and ongoing optimization.
Build people analytics leaders can actually use (not just admire).
Establish data governance that holds up under scrutiny — internally and externally.
Leadership & Influence
Trusted advisor to the CPO, COO, Finance, and partner groups.
Translate numbers into narratives partners understand — and respect.
Lead and develop a high‑performing Total Rewards / People Ops team.
Hands‑on when needed; strategic always.
Who This Role Is
Actually
For
Have
10+ years
in Total Rewards / People Operations.
Have owned
comp, incentives, benefits, payroll, and HR systems .
Have operated in
professional services or partner‑driven environments .
Understand how compensation decisions shape behavior, not just budgets.
Can sit with strong personalities and
hold the line without burning bridges .
Have led or owned a
Workday implementation .
Prefer clarity, accountability, and substance over buzzwords.
Location Reality (Read This Carefully)
Core leadership team is based on the East Coast.
Role is
hybrid and highly visible .
Travel is part of the job —
purposeful, not performative .
Why This Is Worth a Conversation
Real authority — not window dressing.
Direct access to decision‑makers.
Compensation complexity that actually uses your brain.
A leadership team ready to listen — and invest.
A moment of change where the right leader leaves a real mark.
Seniority level: Director Employment type: Full‑time Job function: Accounting/Auditing, Finance, and Human Resources Industries: Law Practice, Accounting, and Professional Services
#J-18808-Ljbffr
$160,000 – $180,000
per year.
What You’ll Own (And Be Accountable For)
Total Rewards
— architect and lead a firm-wide strategy aligned to partner economics and growth goals.
Compensation
— own base pay, bonus design, incentives, and partner‑aligned compensation.
Lead annual comp cycles end‑to‑end: benchmarking, job architecture, budgeting, incentive planning.
Oversee benefits strategy with discipline around experience, compliance, and cost.
Partner deeply with Finance, Legal, and senior leadership on complex, high‑stakes comp decisions.
People Operations & Payroll
Lead multi‑state payroll and people operations with zero tolerance for sloppiness.
Ensure consistency, compliance, and credibility across jurisdictions.
Be the calm, steady presence when things get messy.
Systems, Data & Workday
Own Workday HCM post‑implementation and ongoing optimization.
Build people analytics leaders can actually use (not just admire).
Establish data governance that holds up under scrutiny — internally and externally.
Leadership & Influence
Trusted advisor to the CPO, COO, Finance, and partner groups.
Translate numbers into narratives partners understand — and respect.
Lead and develop a high‑performing Total Rewards / People Ops team.
Hands‑on when needed; strategic always.
Who This Role Is
Actually
For
Have
10+ years
in Total Rewards / People Operations.
Have owned
comp, incentives, benefits, payroll, and HR systems .
Have operated in
professional services or partner‑driven environments .
Understand how compensation decisions shape behavior, not just budgets.
Can sit with strong personalities and
hold the line without burning bridges .
Have led or owned a
Workday implementation .
Prefer clarity, accountability, and substance over buzzwords.
Location Reality (Read This Carefully)
Core leadership team is based on the East Coast.
Role is
hybrid and highly visible .
Travel is part of the job —
purposeful, not performative .
Why This Is Worth a Conversation
Real authority — not window dressing.
Direct access to decision‑makers.
Compensation complexity that actually uses your brain.
A leadership team ready to listen — and invest.
A moment of change where the right leader leaves a real mark.
Seniority level: Director Employment type: Full‑time Job function: Accounting/Auditing, Finance, and Human Resources Industries: Law Practice, Accounting, and Professional Services
#J-18808-Ljbffr