Sr Director, Total Rewards

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At Rite-Hite, your work makes an impact. As the global leader in loading dock and door equipment, we design and deliver solutions that keep our customers safe, secure, and productive. Here, you'll find innovation, stability, and the chance to grow your career as part of a team that's always looking ahead. PURPOSE AND SCOPE The Director of Total Rewards is a strategic and operational enterprise leader responsible for architecting, optimizing, and governing the company's total rewards strategy and infrastructure. This role serves as the enterprise workforce investment strategist and executive advisor, shaping compensation, benefits, executive rewards, and recognition programs as key levers to drive performance, engagement, retention, and long-term value creation. This leader is responsible for the company's compensation philosophy, job architecture, pay transparency strategy, and workforce cost modeling approach, ensuring rewards align with business strategy, workforce complexity, and Rite-Hite's culture and values. The role leads compensation, executive compensation, benefits, recognition, and reward programs with strong emphasis on process design, automation, governance rigor, operational accuracy, and financial discipline. The Director ensures total rewards remain competitive, performance-driven, market-aligned, and ROI-focused. This leader designs scalable systems and seasonal work plans that ensure precision, efficiency, compliance, and clarity across all phases of the annual compensation and benefits cycle. The Director plays a critical role in acquisition integration and enterprise reward transformation initiatives, ensuring harmonization, governance consistency, and workforce continuity. The ideal candidate is both a strategic architect and disciplined operator with deep executive compensation expertise, strong financial acumen, M&A integration experience, and a demonstrated ability to modernize and transform reward systems while enabling leaders to confidently manage pay conversations. ESSENTIAL DUTIES AND RESPONSIBILITIES 1. Enterprise Total Rewards Strategy & Workforce Investment Develop and execute a total rewards strategy aligned with company business objectives, culture, and market competitiveness, utilizing a Total Rewards Value approach balancing salary, short-term incentives, long-term incentives, and benefits. Serve as strategic advisor to the Executive Leadership Team, influencing executive incentive design, governance decisions, and board-level reward discussions. Architect scalable compensation and benefits infrastructure capable of supporting growth, workforce complexity, and acquisition integration. Lead workforce cost modeling, financial scenario planning, and ROI-driven reward strategy to optimize investment while maintaining competitive positioning. Design structured annual and multi-year work plans that reflect seasonal workload cycles (merit planning, bonus cycles, open enrollment, executive compensation reviews, integration activity). Clearly define required team structure, capabilities, and external partnerships needed to execute effectively at enterprise scale. 2. Compensation Philosophy, Architecture & Executive Compensation Leadership Own and evolve the enterprise compensation philosophy, job architecture framework, and pay transparency strategy. Design and administer competitive compensation structures, including base, incentive, and executive compensation programs aligned to performance and business outcomes. Lead executive compensation planning, governance, and reporting in partnership with senior leadership and, where applicable, the Board. Ensure accurate modeling, financial forecasting, testing, and governance of compensation programs. Lead annual salary planning processes including merit, promotions, short-term and long-term incentives. Ensure pay equity, regulatory compliance, and alignment with company values and performance expectations. Develop leader capability to conduct effective pay and performance conversations. 3. Leader Enablement & Total Rewards Communication Design and deploy enterprise-wide compensation and total rewards training for leaders and HR partners. Equip leaders with tools, frameworks, and guidance to confidently manage pay conversations and reinforce performance-driven culture. Own the total rewards communication and change management strategy to ensure employees understand the full value of their compensation and benefits. Align communication strategies to drive engagement, transparency, and trust across workforce segments. 4. Workforce-Segmented Benefits & Recognition Strategy Lead a workforce-segmented benefits strategy addressing the needs of multi-generational, manufacturing, field service technician, professional, and executive populations. Oversee design and administration of benefit programs to ensure effectiveness, competitiveness, compliance, engagement, and cost discipline. Redesign legacy programs to improve utilization, e

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