The Head of Total Rewards & HR Operations leads the strategy, governance, and execution of Ports America’s Total Rewards and HR Operations infrastructure, including Compensation, Benefits, Payroll, Labor Regulations, HRIS, and HR Coordination. This leader ensures that programs, systems, processes, controls, and employee services are compliant, scalable, data-driven, cost-effective, and aligned with business needs.
This position reports to the CHRO and serves as a senior advisor to HR leadership, Finance, Legal, IT, Operations, and business leaders on total rewards strategy, labor cost implications, HR operational risk, workforce-related financial decisions, and employee experience. The role requires a hands-on leader who can balance enterprise-level program design with disciplined operational execution and continuous improvement.
As a key member of the HR leadership team, this role also helps shape and execute the company’s people strategy by ensuring Total Rewards and HR Operations programs attract, retain, engage, and support a high-performing workforce. The role plays a critical part in enabling business growth, strengthening organizational effectiveness, enhancing employee experience, and reinforcing Ports America’s position as an employer of choice within the industry and the communities it serves.
Essential Duties:
Enterprise Total Rewards & HR Operations Leadership
- Develop and execute Total Rewards and HR Operations strategies that support the company’s talent strategy, strengthen employee engagement and retention, enhance workforce productivity, and contribute to overall business performance and organizational success.
- Champion an employee-centered approach to service delivery, ensuring employees receive a consistent, responsive, and positive experience throughout their employment lifecycle.
- Establish and maintain governance, operating rhythms, service standards, metrics, documentation, controls, and accountability mechanisms across Total Rewards and HR Operations.
- Develop and manage the company’s Total Rewards philosophy, programs, practices, and governance, balancing attraction, retention, internal equity, market competitiveness, compliance, fiscal responsibility, and employee experience.
- Ensure Total Rewards programs support the company’s ability to attract, motivate, develop, and retain top talent while reinforcing Ports America’s employment value proposition and employer brand.
- Advise the CHRO and senior leaders on total rewards strategy, labor cost impacts, compliance risks, workforce trends, HR operational priorities, and opportunities to improve organizational effectiveness.
- Provide insights and recommendations that support workforce planning, talent retention, employee engagement, succession readiness, and achievement of the company’s strategic objectives
Compensation Leadership
- Own and manage the day-to-day Compensation function, including job evaluations, market pricing, salary recommendations, pay structures, job architecture, FLSA classification governance, pay equity support, incentive administration, compensation analysis, annual merit and bonus cycles, and compensation-related reporting.
- Design, maintain, and improve compensation processes, tools, guidelines, and governance to support consistent decision-making, internal equity, market competitiveness, regulatory compliance, and business affordability.
- Partner with HR Business Partners, Finance, Legal, and business leaders to evaluate roles, support organizational changes, analyze labor and compensation costs, and provide data-driven recommendations.
Benefits, Payroll & Labor Compliance Oversight
- Provide governance over the Benefits function, including health and welfare plans, retirement programs, leave programs, wellness initiatives, open enrollment, vendor management, plan renewals, employee issue escalation, and benefits compliance.
- Oversee Payroll and Labor Regulations to ensure accurate, timely, and compliant payroll processing, labor timekeeping practices, wage and hour compliance, collective bargaining agreement alignment, and consistency between payroll operations, labor regulations, and company policies.
- Ensure appropriate controls, audit readiness, reporting, and risk mitigation for payroll, benefits, compensation, leaves, wage and hour requirements, pay transparency, equal pay, ERISA, ACA, COBRA, HIPAA, and other applicable obligations.
- Ensure benefit and leave programs support employee wellbeing, financial security, and overall employee experience while balancing operational effectiveness and cost management.
HRIS, Data Governance & HR Operations
- Guide the HRIS function to ensure HR systems effectively support HR operations, payroll, benefits, compensation, employee lifecycle processes, compliance, reporting, integrations, workflow improvements, access controls, and HR data governance.
- Ensure effective HR Coordination and administrative service delivery for the Tempe office and broader HR operations, including employee documentation, onboarding support, employee records, HR administrative support, service standards, process documentation, workflow improvements, and office-related HR support.
- Develop, monitor, and report key Total Rewards and HR Operations metrics, including payroll accuracy, benefits utilization, compensation competitiveness, labor compliance, HRIS data integrity, employee service levels, process efficiency, audit findings, and compliance status.
- Leverage technology, data, and process improvements to simplify employee interactions, enhance service delivery, improve decision-making, and create a more seamless employee experience.
Team Leadership, Vendor Management & Continuous Improvement
- Provide leadership, oversight, coaching, and direction to Centers of Excellence teams, including setting priorities, monitoring performance, developing team members, clarifying accountabilities, building succession capability, and ensuring consistent, employee-centered HR service delivery.
- Foster a culture of continuous improvement, service excellence, accountability, collaboration, and innovation that supports both employee needs and business objectives.
- Partner with HR leadership, Finance, Legal, IT, Operations, business leaders, vendors, brokers, consultants, and other internal and external stakeholders to align Total Rewards and HR Operations programs with company priorities.
- Support budgeting, forecasting, financial modeling, vendor cost analysis, benefits renewal planning, retirement plan reviews, compensation planning, labor cost analysis, and recommendations related to Total Rewards and HR Operations programs.
- Lead HR operational projects, system enhancements, vendor transitions, process improvements, compliance initiatives, audit remediation, and other efforts that strengthen governance, operational effectiveness, scalability, employee experience, and continuous improvement.
Minimum Requirements:
- Bachelor’s degree in Human Resources, Business Administration, Finance, or related field
- 10+ years of progressive HR experience, with significant experience in Total Rewards, Compensation, HR Operations, Payroll, Benefits, HRIS, or HR Compliance.
- 5+ years experience leading multiple HR operational functions and managing teams required.
- 5+ years compensation experience; including job evaluations, market pricing, job architecture, salary benchmarking, pay structures, annual compensation cycles, incentive administration, compensation analysis, and pay equity support.
- 5+ years Experience with payroll operations, benefits administration, HR compliance, HRIS management, HR data governance, vendor management, and HR process improvement.
Preferred Qualifications:
- Strong knowledge of total rewards strategy, including compensation, benefits, payroll, retirement, leave, wellness, and incentive programs.
- Knowledge of federal, state, and local employment laws and regulations related to compensation, payroll, benefits, leaves, wage and hour, HR operations, and employee data.
- Strong analytical skills with the ability to interpret data, identify trends, build financial and workforce models, assess risk, and make sound recommendations.
- Excellent project management, vendor management, communication, executive presentation, and stakeholder management skills.
- Experience working with HRIS, payroll, benefits, and compensation systems; experience with UKG, PlanSource, and Salary.com
- Experience supporting organizations with complex labor environments, collective bargaining agreements, multi-state operations, or highly regulated payroll and benefits requirements
- Certified Compensation Professional (CCP), Certified Benefits Professional (CBP), CEBS, SHRM-CP/SCP, or similar certification
- In-depth knowledge of compensation principles, including job evaluation, market pricing, salary structures, job architecture, pay equity, wage and hour compliance, incentive plan administration, and annual compensation planning.
- Working knowledge of applicable federal, state, and local employment laws and regulations, including FLSA, FMLA, ADA, ERISA, ACA, COBRA, HIPAA, pay transparency laws, equal pay requirements, wage and hour regulations, and employee data privacy considerations.
- Strong leadership and people management skills, with the ability to coach, develop, and lead teams across multiple HR Centers of Excellence.
- Ability to translate business needs into practical Total Rewards and HR Operations solutions that balance employee experience, internal equity, market competitiveness, compliance, cost, and operational scalability.
- Excellent communication and presentation skills, with the ability to explain complex HR, compensation, benefits, payroll, compliance, and systems topics to employees, managers, executives, and external partners.
- Strong vendor management skills, including experience managing brokers, consultants, HR technology vendors, payroll providers, benefits carriers, and other service partners.
- Strong attention to detail, accuracy, confidentiality, judgment, and control orientation when handling sensitive employee, compensation, payroll, benefits, and HR systems information.
- Ability to operate both strategically and tactically, moving easily between long-term program design, senior-level advising, process governance, and hands-on execution where needed.
- Ability to influence stakeholders, drive change, resolve complex issues, and gain alignment across functions and levels of the organization.
- Demonstrated ability to align Total Rewards and HR Operations strategies with broader business and talent objectives, creating programs and experiences that strengthen employee engagement, retention, organizational effectiveness, and employer-of-choice positioning.
- Strong understanding of the relationship between employee experience, workforce engagement, talent outcomes, and business performance.
NOTE: This job description is not intended to be all-inclusive. Employees may perform other related duties as needed to meet the ongoing needs of the organization.
Ports America is an Equal Opportunity Employer encouraging diversity in the workplace. All qualified applicants will receive consideration for employment without regard to race; color; religion; national origin; sex (including pregnancy); sexual orientation; gender identity and/or expression; age; disability; genetic information, citizenship status; military service obligations or any other category protected by applicable federal, state, or local law.
This role does not offer sponsorship for work authorization. External applicants must be eligible to work in the US.
If you require additional information about our comprehensive data privacy policy https://artifacts.portsamerica.com/pdf/Applicant%20Privacy%20Notice.pdf, we invite you to contact us via email at [email protected].
Our dedicated team at Ports America will be pleased to address any specific inquiries or concerns you may have regarding the handling, protection, and security of your data. We are committed to ensuring the utmost privacy and confidentiality of your personal information and will gladly provide you with the necessary details to help you better understand our practices and protocols.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights (https://www.eeoc.gov/poster) notice from the Department of Labor.
