Director, Total Rewards & People Operations

About Tides Tides is a nonprofit and philanthropic organization committed to advancing social justice. We work across the social sector to shift power to communities of color and other groups historically denied power. Centering equity and justice in everything we do, we collaborate in deep partnership with movement leaders, nonprofits, donors, foundations, and corporations to amplify the impact of their work by providing services like fiscal sponsorship, donor advised funds, grant making, and a variety of innovative solutions. Learn more at tides.org . About this Role Tides is seeking a Director, Total Rewards & People Operations to design, implement and manage Tides’ total rewards strategy across Tides Networks and Tides Center (120 fiscally sponsored projects) as well as the HR Systems that support the employee lifecycle. Reporting directly to the Chief People Officer and leading a team of three, this role works in partnership with Talent Management, Finance, IT and organizational leadership to ensure compensation, employee well-being programs and HRIS operations are aligned with operating plans and comply with all relevant laws and regulations across a multi-state, remote workforce. This is a working director position, requiring an individual who can function both as an architect and leader, as well as a hands-on doer. Ideal candidates will bring an equity-centered approach and thrive on facilitating continuous improvement within a dynamic environment. They will embody Tides’ core values of future focus, accountability, transparency, respect, and collaboration, as well as a commitment to JEDI (Justice, Equity, Diversity & Inclusion), in all aspects of their work. As a senior leader on the People Team the Director is responsible for modeling and demonstrating core competencies of leading self, leading people and leading results. What you will Do Total Rewards Strategy, Governance & Program Leadership (35%) Lead the design, implementation and continuous improvement of Tides’ total rewards programs, including compensation structures, salary benchmarking, benefits, recognition programs, and pay equity practices. Ensure total rewards programs remain competitive, cost‑effective, equitable, and aligned with the needs of a remote, multi-state workforce. Oversee executive compensation assessments and recommendations in partnership with the Chief People Officer and prepare materials for the Executive Compensation Committee. Partner with the benefits brokers to monitor market trends and regulatory changes impacting compensation and benefits strategies. Benefits Strategy, Administration & Compliance (30%) Partner with benefits brokers to implement and manage a full suite of benefits offerings, including medical, dental, vision, 403(b), FSAs/HSAs, leave programs and ancillary benefits using a whole-person well‑being lens. Oversee all compliance and governance activities related to benefits programs, including Form 5500 filings, ACA reporting, nondiscrimination testing, and related regulatory submissions. Lead leave of absence administration (FMLA, ADA, disability, and state programs) ensuring timely case management and compliance with federal and state laws. Manage internal and external audits for benefits and compensation programs. Coordinate and administer the Tides Retirement Committee and collaborate with plan administrators, co‑fiduciaries, and the record keeper. Oversee open enrollment planning, vendor engagement, employee education, and ongoing vendor contract negotiations. Partner with brokers and vendors to optimize program performance and resolve issues affecting employee experience. People Operations, HRIS & Workforce Data Integrity (20%) Provide strategic leadership over People Operations processes including HRIS functionality, employee lifecycle operations, and workforce data integrity. Ensure effective utilization of HR technology platforms (e.g., ADP Workforce Now) to support accurate data, reporting, analytics, and compliance. Partner with Finance, IT, and Operations to ensure sound budgeting, system sustainability, and workforce data governance. Drive process improvements that enhance scalability, efficiency, and employee experience. Leadership, Team Development & Cross‑Functional Collaboration (10%) Lead, mentor, and develop a high‑performing team that models Tides’ mission, values, JEDI principles, and an inclusive culture. Build strong relationships with internal partners, including executive leadership, people leaders, Finance, Payroll, Labor Relations, and Union Representatives. Engage Labor Relations and Union Representatives to develop and steward the Labor Management Benefits Committee, in alignment with the collective bargaining agreement (CBA). Play a key role in annual People Team budgeting and ongoing monitoring throughout the year. Workforce Analytics, Reporting & Strategic Insights (5%) Develop and leverage workforce analytics, reporting, and insights to inform leadership decision‑making related to total rewards, employee experience, and workforce planning. Prepare executive- and Board‑level reporting, ensuring data accuracy, clarity, and strategic alignment. What you will Bring Proven track record in developing successful total rewards strategies including fixed and variable compensation program design, benefits administration, and employee well-being initiatives. Demonstrated ability to design, document, and implement employee benefit and compensation policies, procedures, and operational guidelines in complex or rapidly evolving environments. Strong analytical skills and business acumen with the ability to evaluate short and long-term financial implications of total rewards strategies and translate workforce data into strategic insights. Ability to develop executive and Board-level reporting including data-driven insights and workforce analytics to support the People Team and Leadership in making informed compensation and benefits decisions. Strong operational background with the ability to manage complex projects and people systems. Strong cross-functional relationship-building and stakeholder management skills Track record of designing effective education and communication strategies to maximize the value and understanding of organization’s employee value proposition. Strong change management skills and the ability to steward equitable and sustainable organizational change. Track record of providing trauma-informed, human-centric and emotionally intelligent leadership solutions. Demonstrated commitment to working within justice and equity-focused workforce. Ideal Experience 8 years direct experience leading total rewards and relevant bachelor’s degree; or 10 years of relevant experience without a degree. 4 years of experience must be in a supervisory capacity. Hands-on experience using and optimizing HRIS systems and HR technology platforms to support workforce reporting, compliance, people analytics, data governance, in partnership with IT Team. Experience leading vendor relationships, broker partnerships, contract negotiations, audits, and large-scale open enrollment cycles in a non-profit environment. Experience operating in a multi-state, remote first, and geographically distributed workforce. Strong knowledge of relevant laws and regulations and extensive experience managing holistic benefit and retirement, LOA programs, and compliance, including but not limited to ERISA, ACA, COBRA, FMLA, ADA, state programs, and 5500 filings. Experience developing, implementing and communicating new programs, technologies, or operating models. Experience with ADP Workforce Now, strongly preferred. Additional preferred experience: Working in a fiscal sponsorship environment Leading in a union-represented environment PHR, SPHR, CEBS or other Human Resources/benefits certification

About Tides Tides is a nonprofit and philanthropic organization committed to advancing social justice. We work across the social sector to shift power to communities of color and other groups historically denied power. Centering equity and justice in everything we do, we collaborate in deep partnership with movement leaders, nonprofits, donors, foundations, and corporations to amplify the impact of their work by providing services like fiscal sponsorship, donor advised funds, grant making, and a variety of innovative solutions. Learn more at tides.org . About this Role Tides is seeking a Director, Total Rewards & People Operations to design, implement and manage Tides’ total rewards strategy across Tides Networks and Tides Center (120 fiscally sponsored projects) as well as the HR Systems that support the employee lifecycle. Reporting directly to the Chief People Officer and leading a team of three, this role works in partnership with Talent Management, Finance, IT and organizational leadership to ensure compensation, employee well-being programs and HRIS operations are aligned with operating plans and comply with all relevant laws and regulations across a multi-state, remote workforce. This is a working director position, requiring an individual who can function both as an architect and leader, as well as a hands-on doer. Ideal candidates will bring an equity-centered approach and thrive on facilitating continuous improvement within a dynamic environment. They will embody Tides’ core values of future focus, accountability, transparency, respect, and collaboration, as well as a commitment to JEDI (Justice, Equity, Diversity & Inclusion), in all aspects of their work. As a senior leader on the People Team the Director is responsible for modeling and demonstrating core competencies of leading self, leading people and leading results. What you will Do Total Rewards Strategy, Governance & Program Leadership (35%) Lead the design, implementation and continuous improvement of Tides’ total rewards programs, including compensation structures, salary benchmarking, benefits, recognition programs, and pay equity practices. Ensure total rewards programs remain competitive, cost‑effective, equitable, and aligned with the needs of a remote, multi-state workforce. Oversee executive compensation assessments and recommendations in partnership with the Chief People Officer and prepare materials for the Executive Compensation Committee. Partner with the benefits brokers to monitor market trends and regulatory changes impacting compensation and benefits strategies. Benefits Strategy, Administration & Compliance (30%) Partner with benefits brokers to implement and manage a full suite of benefits offerings, including medical, dental, vision, 403(b), FSAs/HSAs, leave programs and ancillary benefits using a whole-person well‑being lens. Oversee all compliance and governance activities related to benefits programs, including Form 5500 filings, ACA reporting, nondiscrimination testing, and related regulatory submissions. Lead leave of absence administration (FMLA, ADA, disability, and state programs) ensuring timely case management and compliance with federal and state laws. Manage internal and external audits for benefits and compensation programs. Coordinate and administer the Tides Retirement Committee and collaborate with plan administrators, co‑fiduciaries, and the record keeper. Oversee open enrollment planning, vendor engagement, employee education, and ongoing vendor contract negotiations. Partner with brokers and vendors to optimize program performance and resolve issues affecting employee experience. People Operations, HRIS & Workforce Data Integrity (20%) Provide strategic leadership over People Operations processes including HRIS functionality, employee lifecycle operations, and workforce data integrity. Ensure effective utilization of HR technology platforms (e.g., ADP Workforce Now) to support accurate data, reporting, analytics, and compliance. Partner with Finance, IT, and Operations to ensure sound budgeting, system sustainability, and workforce data governance. Drive process improvements that enhance scalability, efficiency, and employee experience. Leadership, Team Development & Cross‑Functional Collaboration (10%) Lead, mentor, and develop a high‑performing team that models Tides’ mission, values, JEDI principles, and an inclusive culture. Build strong relationships with internal partners, including executive leadership, people leaders, Finance, Payroll, Labor Relations, and Union Representatives. Engage Labor Relations and Union Representatives to develop and steward the Labor Management Benefits Committee, in alignment with the collective bargaining agreement (CBA). Play a key role in annual People Team budgeting and ongoing monitoring throughout the year. Workforce Analytics, Reporting & Strategic Insights (5%) Develop and leverage workforce analytics, reporting, and insights to inform leadership decision‑making related to total rewards, employee experience, and workforce planning. Prepare executive- and Board‑level reporting, ensuring data accuracy, clarity, and strategic alignment. What you will Bring Proven track record in developing successful total rewards strategies including fixed and variable compensation program design, benefits administration, and employee well-being initiatives. Demonstrated ability to design, document, and implement employee benefit and compensation policies, procedures, and operational guidelines in complex or rapidly evolving environments. Strong analytical skills and business acumen with the ability to evaluate short and long-term financial implications of total rewards strategies and translate workforce data into strategic insights. Ability to develop executive and Board-level reporting including data-driven insights and workforce analytics to support the People Team and Leadership in making informed compensation and benefits decisions. Strong operational background with the ability to manage complex projects and people systems. Strong cross-functional relationship-building and stakeholder management skills Track record of designing effective education and communication strategies to maximize the value and understanding of organization’s employee value proposition. Strong change management skills and the ability to steward equitable and sustainable organizational change. Track record of providing trauma-informed, human-centric and emotionally intelligent leadership solutions. Demonstrated commitment to working within justice and equity-focused workforce. Ideal Experience 8 years direct experience leading total rewards and relevant bachelor’s degree; or 10 years of relevant experience without a degree. 4 years of experience must be in a supervisory capacity. Hands-on experience using and optimizing HRIS systems and HR technology platforms to support workforce reporting, compliance, people analytics, data governance, in partnership with IT Team. Experience leading vendor relationships, broker partnerships, contract negotiations, audits, and large-scale open enrollment cycles in a non-profit environment. Experience operating in a multi-state, remote first, and geographically distributed workforce. Strong knowledge of relevant laws and regulations and extensive experience managing holistic benefit and retirement, LOA programs, and compliance, including but not limited to ERISA, ACA, COBRA, FMLA, ADA, state programs, and 5500 filings. Experience developing, implementing and communicating new programs, technologies, or operating models. Experience with ADP Workforce Now, strongly preferred. Additional preferred experience: Working in a fiscal sponsorship environment Leading in a union-represented environment PHR, SPHR, CEBS or other Human Resources/benefits certification