Head of Total Rewards and People Analytics

Job description

Job responsibilities

• Partner closely with the Chief People Officer, executive leadership team, and business leaders to develop and execute Redwood's total rewards and people analytics strategy.
• Serve as a key advisor on executive compensation, leadership retention, workforce planning, and organizational effectiveness.
• Set the total rewards strategy and roadmap aligned with business objectives, growth plans, and market conditions.
• Lead the design and administration of compensation programs, including job architecture, market benchmarking, salary structures, pay equity analysis, incentive design, and annual compensation planning.
• Lead executive compensation analyses and recommendations, partnering closely with the Chief People Officer, Finance, and Legal.
• Own Redwood's equity compensation program, including plan governance, grant administration, vesting management, employee communications, and executive equity matters.
• Lead preparation of compensation and people-related materials for the Board of Directors and Compensation Committee, including executive compensation reviews, benchmarking, workforce insights, and strategic…
• Develop compelling people insights and board-ready reporting that enable data-driven decisions on talent, retention, organizational health, and workforce trends.

Job requirements

• Bachelor's degree in Human Resources, Business, Analytics, Finance, or a related field; advanced degree preferred.
• 10+ years of progressive experience leading compensation, total rewards, people analytics, or related HR functions in a complex, high-growth environment.
• Deep expertise in compensation strategy, executive compensation, incentive design, equity compensation, market benchmarking, and salary administration.
• Experience partnering with Boards of Directors and Compensation Committees, including preparation of executive compensation analyses and board materials.
• Strong understanding of benefits design, retirement plans, wellness programs, vendor management, and applicable regulatory requirements.
• Experience leading or building a people analytics function, including data governance, reporting frameworks, dashboards, and executive-level workforce insights.
• Strong analytical skills with the ability to translate complex data into clear recommendations and actionable business decisions.
• Experience working across HRIS, payroll, compensation, and workforce data platforms.