ABOUT THE COMPANY
A confidential, high-growth company at a significant inflection point, a 100-year-old global leader in process technology preparing for a potential public market transition. The company operates across 10 countries, 15 global locations, and approximately 1,200 employees, with $1.1B in revenue, a 37% EBITDA margin, and a five-year growth target exceeding $3B. Its work touches an estimated 50% of everyday products, including plastics, batteries, and green technologies. The workforce is highly specialized, approximately 70% PhD-level engineers, chemists, and technical professionals and culture is a cornerstone of the organization. Backed by institutional capital and an active M&A agenda, this is a company where Total Rewards leadership creates lasting impact.
POSITION SUMMARY
The Sr. Director, Total Rewards (Head of Total Rewards) is a senior leadership role with enterprise-wide ownership of compensation, benefits, equity, and HR systems strategy. Reporting directly to the CHRO, this leader will rebuild the Total Rewards function from the ground up, aligning programs to business strategy, modernizing all processes, and positioning the organization for public-company readiness. This is a builder role, not a maintenance role. The right candidate will design the function, define what excellence looks like, and execute against that vision.
POSITION DETAILS
Reports To
CHRO
Location
Houston, TX — 4 days per week in office; nationwide relocation supported
Travel
20–30% (M&A activity, global site visits, leadership meetings)
Scope
1,200 employees · 10 countries · 15 global locations · $1.1B revenue
Direct Reports
3; executive compensation expected to transition to this role within 6–9 months
Union / Works Council
No union; Works Council in Netherlands and Finland (~10 members)
KEY RESPONSIBILITIES
Total Rewards Strategy
• Design and implement a comprehensive Total Rewards strategy aligned to business objectives, HR strategy, and talent priorities
• Author the TR philosophy, establish governance frameworks, build operating cadences, and align the architecture to the company's pre-IPO trajectory
• Reboot and revise all existing Total Rewards processes in Year 1; elevate the quality of Board-level materials and reporting
Compensation
• Build and maintain job architecture frameworks, compensation bands, and technology/engineering salary ladders
• Lead end-to-end annual merit, bonus, and equity refresh cycles with precision, pay equity rigor, and governance discipline
• Conduct market pricing, salary benchmarking, and survey analysis to maintain competitive positioning across all geographies
• Partner with Finance on merit pool budget modeling, compensation cost reporting, and headcount planning
Executive Compensation
• Design and administer executive compensation programs including base salary structures, STI plans, and LTI/equity vehicles (RSUs, PSUs, stock options)
• Prepare and present materials to the Compensation Committee of the Board; partner with outside compensation consultants
• Oversee SEC disclosure requirements including proxy statements and CD&A as the company approaches public-company status
• Interpret ISS and Glass Lewis governance frameworks and apply them to executive pay design
M&A Total Rewards
• Lead the Total Rewards workstream in M&A transactions, from due diligence through post-close integration
• Assess compensation risk, benefits liabilities, and equity plan treatment during diligence; design Day 1 readiness plans for acquired employees
• Execute compensation harmonization, benefit plan consolidation, equity transition, and retention strategies post-close
• Build and maintain M&A Total Rewards playbooks; manage change-in-control provisions
Benefits Administration
• Manage the full benefits portfolio across 10 countries: health and welfare, 401(k)/defined contribution, and ancillary programs
• Lead vendor selection, renewal negotiations, and broker/consultant relationships; analyze claims data and utilization trends
• Oversee open enrollment operations and employee communications; balance cost management with competitive benefit offerings
Financial Modeling & Systems
• Build and manage multi-million-dollar Total Rewards budgets; construct cost scenario models for plan design changes, merit pools, equity grants, and renewals
• Translate complex financial modeling into executive-ready narratives that connect TR investment to organizational performance
• Lead Workday HCM Compensation and Benefits modules; digitize and modernize all HR systems processes
REQUIRED QUALIFICATIONS
• 10+ years of progressive Total Rewards experience, with demonstrated leadership at a senior level
• Proven experience building or significantly transforming a Total Rewards function, not just operating an existing one
• Executive compensation expertise: STI/LTI design, equity vehicles (RSUs, PSUs, options), Board and Compensation Committee partnership
• Direct, hands-on leadership of Total Rewards in M&A transactions including due diligence and post-close integration
• Global compensation and benefits experience across multiple countries and jurisdictions
• Strong financial acumen: multi-million-dollar TR budget ownership, compensation cost modeling, and credibility with the CFO's office
• Hands-on Workday HCM proficiency in Compensation and Benefits modules; experience leading Workday-based process improvements
• Expert-level Microsoft Excel: pivot tables, VLOOKUP/XLOOKUP, INDEX/MATCH, scenario modeling, and merit pool allocation models
• Experience at or exposure to public companies or companies navigating a pre-IPO / public-company transition
• Background in industrial, engineering, energy, or complex technical organizations preferred (e.g., Halliburton, Emerson, Rockwell Automation)
PREFERRED QUALIFICATIONS
• Advanced degree in Finance, Business, Human Resources, or a related field
• Familiarity with Works Council structures and European employment regulations
• Workday Pro certification or formal Workday training
• Power Query, macro development, or VBA experience in Excel
• Experience with SEC disclosure requirements (proxy statements, CD&A) and ISS/Glass Lewis governance frameworks
LEADERSHIP PROFILE
The successful candidate will be:
• Analytically rigorous, builds conclusions from data, models complex scenarios, and presents findings with confidence at the Board level
• An executive communicator, translates complexity into plain language; earns credibility with the CEO, CFO, CHRO, and board members equally
• Strategic and tactical, operates at 30,000 feet and in the weeds, often on the same day; defines success in outcomes, not activity
• Process-minded, designs scalable, audit-ready processes built for repeatability and governance from day one
• Genuine and servant-oriented, trustworthy, team-first, develops others, and creates environments where great work happens
• A champion of Total Rewards, builds internal advocates, earns the function's credibility, and connects TR investment to business performance
ABOUT THE CHRISTOPHER GROUP
The Christopher Group is America's Premier HR Executive Search Firm, specializing exclusively in senior human resources leadership. All inquiries are held in the strictest confidence. This document is prepared exclusively for candidate evaluation purposes and may not be reproduced or distributed without authorization.
www.tcgco.com