At Clay Lacy Aviation, we believe in creating exceptional experiences for our people just as we do for our clients—through thoughtful innovation, unwavering integrity, and a commitment to excellence. We are seeking a forward-thinking Director of Total Rewards who shares our passion for elevating every detail of the employee experience. This strategic leader will drive the evolution of our compensation and benefits programs with a focus on operational efficiency, compliance, and care. If you thrive in a values-driven culture where people come first and progress is purposeful, we invite you to bring your expertise to a team that's redefining what it means to be thoughtfully better.

Position Summary

The Director of Total Rewards is a strategic leader responsible for the compliant, efficient, and future-focused administration of payroll, benefits, retirement, and timekeeping programs across the organization. This role plays a critical part in enhancing the employee experience, optimizing HR technology, and aligning total rewards with broader business and workforce strategies. Reporting to the Chief People Officer (CPO), the Director drives operational innovation and leads with a people-centered approach to rewards and recognition. As the organization's subject matter expert in total compensation and systems integration, this leader ensures continuous improvement and enterprise-wide alignment.

Duties and Responsibilities

Total Rewards Design and Optimization

• Partner with the CPO and senior HR leaders to align total rewards operations with long-term organizational goals and workforce strategies.
• Design and continuously enhance a future-ready Total Rewards strategy that integrates compensation, benefits, wellness, recognition, and career growth.
• Lead cross-functional efforts to modernize and optimize the employee lifecycle experience, with a focus on automation, impartiality, compliance, and usability.
• Serve as a trusted thought partner in financial, legal, and technology matters, shaping systems architecture and decision-making frameworks to support compliance and growth.

Payroll Strategy and Operations

• Provide strategic leadership and hands-on oversight of enterprise-wide payroll operations to ensure accurate, timely, and compliant compensation across all employee populations.
• Champion automation and continuous improvement of payroll processes through advanced use of Workday and integrated HRIS/Finance platforms, reducing manual intervention and cycle times.
• Design and enforce robust internal controls to prevent errors, fraud, and non-compliance, with audit-ready processes and documentation aligned with applicable regulatory standards.
• Lead the resolution of complex payroll challenges, including retroactive payments, garnishments, and multi-state taxation, among others, with accuracy and discretion.
• Partner with internal and external leaders to ensure alignment with all federal, state, and local wage and hour laws.
• Serve as the organization's escalation point for sensitive payroll issues, wage disputes, and labor claims, providing strategic counsel and documentation to mitigate legal and financial exposure.
• Ensure seamless year-end processing, including W-2/1099 distribution, reconciliation, and tax filings, in collaboration with external providers and internal stakeholders.

Benefits Strategy and Administration

• Lead the design, implementation, and ongoing evaluation of holistic benefits programs that support the physical, emotional, financial, and social well-being of a diverse, distributed, multigenerational workforce.
• Align benefits offerings with organizational values, workforce goals, and evolving needs.
• Oversee vendor management, contract negotiations, and service-level agreements to ensure high-quality, cost-effective program delivery.
• Partner with the Finance team to model plan costs, utilization trends, and long-term liabilities to inform funding strategies and annual renewal decisions.
• Leverage data analytics and employee feedback to drive continuous improvement and innovation in offerings.
• Ensure seamless administration through HRIS integration, automated workflows, and user-friendly digital platforms, enabling a personalized and transparent benefits experience.
• Lead annual open enrollment processes, ensuring compliance, clarity, and engagement through targeted communication strategies and self-service tools.
• Serve as a key advisor in resolving complex employee benefit issues, appeals, and escalations with empathy, professionalism, and consistency.
• Maintain full compliance with federal and state regulations while managing audits and reporting requirements with precision and transparency.

HRIS (Workday) Expertise and Process Automation

• Act as the Workday functional lead across Payroll, Absence, Benefits, Time Tracking, and Advanced Compensation modules, ensuring effective configuration, testing, and optimization.
• Lead process redesigns to increase data integrity and automation of manual processes such as payroll runs, benefits enrollment, and compliance reporting. supporting a seamless employee experience and real-time analytics.
• Collaborate with IT and external consultants on roadmap planning, upgrades, and integrations.
• Enable seamless data flow across payroll, benefits, time tracking, finance, and talent systems to support real-time insights and executive decision-making.

Team Leadership and Culture Stewardship

• Manage and develop a team of high-performing professionals in payroll, benefits, and related HRIS responsibilities, fostering a culture of trust, accountability, and continuous learning.
• Support financial, mental, physical, and emotional wellbeing programs as part of CLA's broader employee value proposition.
• Build a culture of excellence, responsiveness, confidentiality, and service orientation within the payroll team, upholding employee trust and organizational reputation.

Risk Management and Compliance

• Serve as the enterprise lead in addressing and mitigating legal exposure related to wage and hour disputes, employee classification, labor audits, and other compensation-related claims, ensuring proactive resolution and minimal financial or reputational risk to the organization.
• Monitor legislation and implement regulatory updates, ensuring alignment with federal, state, and local regulatory requirements, as well as internal policies.
• Develop and enforce controls to safeguard employee data, ensure compliance, and mitigate risk across all programs and systems.
• Lead audit and compliance activities with internal and external stakeholders.

Competencies and Skills

• Create strong customer relations and deliver customer-centric solutions.
• Take on new opportunities and challenges with a sense of urgency and enthusiasm.
• Work collaboratively with others to meet shared objectives.
• Communicate a clear understanding of the needs of varied audiences and modes.
• Gain the trust and confidence of others through honesty, integrity, and authenticity.
• Make good and timely decisions that keep the organization moving forward.
• Hold self and others accountable to commitments.
• Be results-driven, consistently achieving objectives.
• Be interpersonally savvy, relating openly and comfortably to all people.
• Build teams that apply their diverse perspectives to achieve common goals.
• Use feedback and reflection to gain self-awareness of strengths and weaknesses.
• Apply knowledge of business to advance the organization's goals.
• Optimize work processes, prioritizing efficiency, and continuous improvement.
• Maneuver comfortably through policy and people-related organizational dynamics.
• Actively seeks self-development opportunities and challenges.
• Demonstrate situational adaptability as demands shift in different situations.

Supervisory Responsibilities

The position requires the supervision of various employees including individual contributors and first and/or middle managers.

Essential Job Functions

• Ability to operate designated technology devices and programs.
• Ability to work in the designated office and its environment as well as indoor and outdoor environments within airports including airside facilities, landside facilities, and terminal buildings.
• Must be able to communicate verbally and in writing with internal and external stakeholders in a variety of small and large group settings.
• If needed, must have a reasonable space to work from home/remotely with appropriate office set up.
• Ability to work extended hours and in a flex schedule to meet the demands of the position.
• Able to comply with any and all safety requirements necessary to perform the job safely.
• Ability to maintain regular, punctual attendance consistent with the ADA, FMLA and other federal, state and local standards.

Travel Expectations

Occasional travel may be required. A current passport and other possible travel documentation may be necessary.