The Director of Total Rewards leads the strategy, design, governance, and delivery of the Company’s compensation, benefits, and incentive programs across a diverse craft and professional workforce in a project‑based EPC environment. The Director partners closely with Human Resources Business Partners (HRBP), Shared Services, Finance, Payroll, and executive leadership to drive high‑quality reward decisions and effective program execution.

ABOUT S&B

S&B is an exceptional full-service Engineering, Procurement, and Construction (EPC) company, proudly maintaining private ownership and operation for over five decades. With our extensive experience, we have successfully undertaken diverse projects across various industries, including Oil & Gas, Chemicals, Petrochemicals, Energy Transition, Power, and Pulp & Paper.  What sets us apart is our unwavering commitment to safety, timely project completion, and cost-effective solutions. Our proven track record speaks for itself, as we consistently deliver outstanding results while adhering to the highest industry standards. Moreover, our company culture is unparalleled, fostering an environment of collaboration, innovation, and excellence.  At S&B, we understand the value of our talented team, and we ensure they are rewarded accordingly. We offer a competitive compensation package, flexible and hybrid work schedules, and a comprehensive benefits program to attract and retain the best professionals in the field.

SUPERVISORY RESPONSIBILITIES:

This role directly manages the Compensation and Benefits teams, operating within a Centers of Excellence (COE) model to ensure Total Rewards programs are competitive, compliant, scalable, and financially responsible.

EDUCATION:

Bachelor’s degree in Human Resources (HR), Business, Finance, Analytics, or related field.

QUALIFICATIONS AND EXPERIENCE:

Required

• 10+ years of progressive experience in Total Rewards, Compensation, or Benefits.
• Prior experience managing Compensation and/or Benefits teams.
• Experience supporting multi‑state, project‑based, or craft/professional workforces.
• Strong knowledge of job architecture, incentives, market pricing, and benefits strategy.

Preferred

• Engineering, Procurement and Construction (EPC), construction, engineering, energy, or industrial sector experience.
• Experience of operating in a COE and/or matrixed HR model.
• CCP, CEBS, CBP, or similar certification.
• Experience with PeopleSoft or comparable enterprise HR systems.

TYPICAL DUTIES AND RESPONSIBILITIES:

Total Rewards Strategy & Governance

• Define and maintain the Company’s Total Rewards philosophy, ensuring alignment with business strategy, labor markets, and financial objectives.
• Establish enterprise‑wide governance frameworks, approval guidelines, and decision standards for compensation and benefits programs.
• Serve as the escalation point for complex, high‑risk, or executive‑level Total Rewards decisions.

Compensation Leadership

• Lead the Compensation COE, including job architecture, job leveling, and role frameworks across craft, field, and professional populations.
• Oversee market pricing, pay structures, and benchmarking to ensure competitiveness and internal equity.
• Govern merit, bonuses, and incentive programs, including project‑based and annual incentive plans.
• Ensure compensation programs are system‑enabled (e.g., PeopleSoft), auditable, and aligned with Finance and Payroll processes.

Benefits & Wellbeing Leadership

• Lead the Benefits COE, including medical, dental, vision, retirement, wellness, and voluntary benefits programs.
• Own benefits strategy, plan design, vendor governance, and renewals, with a strong focus on self‑funded cost management.
• Drive wellness, preventive care, and engagement strategies to support claims mitigation and workforce health.
• Ensure benefits programs comply with all applicable regulations and Company policies.

People Leadership & Team Development

• Directly manage, coach, and develop the Compensation and Benefits teams, setting clear goals, priorities, and performance expectations.
• Build strong bench strength through succession planning, skill development, and workload balancing.
• Foster a culture of high performance, collaboration, accountability, and continuous improvement within Total Rewards.

Financial Partnership & Risk Management

• Partner closely with Finance on workforce cost modeling, Budget Operating Review (BOR) inputs, incentive funding, and benefits financial performance.
• Identify and mitigate risks related to pay equity, compression, incentive design, and benefits exposure.
• Ensure Total Rewards programs support sound financial discipline while remaining competitive in tight labor markets.

Manager Enablement & Enterprise Partnership

• Enable managers and leaders to make consistent, high‑quality compensation decisions through tools, guidelines, and education.
• Partner with HRBPs to apply Total Rewards programs effectively within the business.
• Support organizational change, growth, and restructuring through aligned reward strategies.

Analytics, Systems & Continuous Improvement

• Leverage HR systems and analytics to monitor program effectiveness, cost trends, and decision quality.
• Drive continuous improvement across Total Rewards through data, market insights, and EPC‑specific workforce trends.
• Ensure strong integration between Total Rewards programs and HR systems, processes, and reporting.

LANGUAGE SKILLS:

Ability to read, analyze, and interpret complex compensation, benefits, and financial data, as well as technical documentation, policies, and regulatory guidance. Ability to effectively communicate analytical findings and recommendations through written reports, dashboards, and presentations. Strong ability to communicate clearly and professionally with cross‑functional partners and leadership.

MATHEMATICAL SKILLS:

Advanced ability to apply mathematical, statistical, and financial concepts to workforce cost analysis, incentive modeling, pay structure design, and benefits cost management. Ability to interpret complex financial reports, trend data, and analytics related to compensation, incentives, and self‑funded benefits. Strong ability to translate quantitative analysis into executive‑level insights and risk‑informed business decisions.

PHYSICAL DEMANDS:

Requires prolonged periods of sitting, frequent use of a computer, keyboard, and mouse, and sustained visual focus on monitors and analytical materials. The role also requires participation in virtual meetings and presentations. Occasional travel may require standing or walking for extended periods.

WORK ENVIRONMENT:

Office environment requiring regular on‑site presence. The role involves frequent collaboration with executive leadership, HRBPs, Finance, Payroll, and other key stakeholders, both in person and through virtual meetings.

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