Job Description

Join Inframark: Leading the Way in Infrastructure Management
Inframark, founded in 1978, is a top provider of water and wastewater management services, committed to sustainable solutions that protect the environment. We offer a wide range of services, including operations, maintenance, management, infrastructure management, and consulting. Interested in being a part of a team that values growth, development, and making a positive difference. Apply today!
Why Work for Inframark?
Our dedication to sustainability and community impact drives us to ensure clean, safe water for future generations. Whether you're at the start of your career or looking for advancement, Inframark offers purpose-driven work and opportunities for growth. We offer an attractive salary package, including a generous benefits package with health, dental, and life insurance, 401(k) plan, paid time off, sick leave, holidays, and wellness plan.

The Director of Total Rewards will lead the strategy, design, administration, and continued evolution of the company’s compensation, benefits, retirement, and recognition programs. This role will ensure our programs are competitive, financially responsible, compliant, scalable, and aligned with the needs of a diverse, multi-state workforce and Azuria’s employer of choice philosophy.
This is a hands-on leadership role requiring both strategic thinking and strong execution. The Director will serve as a trusted advisor to senior leadership and partner closely with HR, Finance, Legal, Payroll, and Operations. The role will also play an important part in M&A diligence, integration, program harmonization, prevailing-wage administration, and the continued development and optimization of total rewards programs and processes.

Key Responsibilities
• Develop and execute a comprehensive total rewards strategy aligned with business objectives, workforce needs, growth plans, and financial priorities.
• Lead the design, administration, and governance of base pay, incentive compensation, executive compensation, recognition, retention, and other reward programs.
• Maintain and evolve job architecture, salary structures, pay grades, compensation policies, and related governance.
• Lead annual merit, promotion, and incentive processes, including budgeting, modeling, system readiness, approvals, communications, and payment validation.
• Conduct market benchmarking and provide data-informed recommendations related to hiring, promotions, internal equity, pay compression, retention, and hard-to-fill roles.
• Oversee health and welfare, retirement, leave, wellness, and voluntary benefit programs, including renewals, financial modeling, plan design, employee contributions, compliance, and employee communications.
• Manage brokers, consultants, carriers, recordkeepers, and other vendors to ensure strong service, appropriate controls, cost effectiveness, and accountability.
• Oversee retirement plan governance, testing, audits, filings, and administration.
• Provide leadership and governance for prevailing-wage requirements, including appropriate classifications, wage rates, fringe-benefit treatment, certified payroll support, recordkeeping, and audit readiness.
• Support compensation and benefit matters for union-represented employees, including collectively bargained wage structures, benefit arrangements, costing, and the implementation of negotiated changes.
• Lead total rewards support for acquisitions, divestitures, carve-outs, and integrations, including due diligence, risk assessment, cost modeling, program comparisons, harmonization, vendor transitions, and Day One readiness.
• Ensure compliance with applicable compensation, benefit, wage and hour, retirement, pay-equity, and pay-transparency requirements.
• Develop reporting and analytics related to compensation, benefit costs, market position, participation, utilization, equity, vendor performance, and program effectiveness.
• Partner with HRIS and Payroll to ensure accurate system configuration, eligibility, interfaces, calculations, testing, and employee data.
• Identify opportunities to simplify administration, strengthen controls, improve the employee and manager experience, and reduce unnecessary cost.
• Lead, develop, and hold accountable the Total Rewards team, ensuring clear ownership, strong technical capability, cross-training, and reliable execution.
• Serve as a trusted advisor to senior leadership and translate complex total rewards matters into clear business implications and practical recommendations.

Qualifications
• Bachelor’s degree in human resources, Business, Finance, or a related field required; advanced degree preferred.
• 12+ years of progressive total rewards, compensation and benefits experience, including meaningful leadership responsibility.
• Experience leading compensation and benefit programs in a complex, multi-state organization.
• Extensive knowledge of compensation strategy, market pricing, job architecture, incentive design, benefits administration, retirement plans, and relevant regulatory requirements.
• Demonstrated experience with prevailing wage requirements and union-represented workforces.
• Direct experience supporting M&A due diligence, integration, divestitures, carve-outs, or program harmonization.
• Strong financial and analytical skills, including cost modeling, forecasting, benchmarking, and executive-level reporting.
• Experience managing brokers, consultants, carriers, recordkeepers, and other external partners.
• Experience working with HRIS, payroll, benefits administration, and compensation-planning systems.
• Strong project leadership, change-management, communication, and stakeholder-management skills.
• Experience in a private equity-backed, highly acquisitive, infrastructure, construction, industrial, field-services, or similarly complex environment is strongly preferred.
• CCP, CEBS, SHRM, or similar professional certification is preferred.

Leadership Profile
The successful candidate will bring strong technical depth, practical business judgment, and a willingness to remain close to the work. They will create structure without unnecessary complexity, anticipate issues, communicate directly, and consistently follow through. They should be comfortable challenging legacy practices, leading through change, and balancing employee impact, compliance, cost, and business needs.

To support a safe and secure workplace, all offers of employment are contingent upon the successful completion of background screening, drug testing, and driving record review where applicable.
Inframark is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against based on disability.

Learn more about us at Water Infrastructure Operations | Inframark