Job Description

DATTCO and DeVivo Companies are family owned organizations serving customers and communities throughout the Northeast. This position plays a key role in supporting enterprise wide objectives and collaborating with leaders across multiple divisions to strengthen performance, employee experience, and business results.

We are seeking a Director of Total Rewards for our New Britain, CT headquarters. Reporting to the VP of Human Resources, the Director of Total Rewards shapes how we recognize, reward, and care for our people across DATTCO and DeVivo Companies. This leader brings thoughtful structure to the way we pay, incentivize, and support our employees, building programs that are easy to understand, fair and compliant, and meaningful to the people who receive them. The Director of Total Rewards designs and delivers high-value programs that make a measurable difference in how we attract and keep talent, support the health of our workforce, and strengthen our culture.

Why DATTCO + DeVivo Companies?

• Direct exposure to executive leadership and meaningful decision-making.
• A builder role: shape the compensation and benefits architecture for a multi-division organization as we modernize our bonus, commission, benefits, and pay programs.
• Opportunity to own outcomes end-to-end, from program design through vendor performance and employee experience.
• Pragmatic, values-driven culture with long tenured leadership.
• Opportunity to make a visible impact in a stable, growing organization.

What You’ll Do:

Total Rewards Strategy & Outcomes

• Build and own a total rewards strategy that ties pay, incentives, benefits, and wellbeing directly to business results and workforce goals.
• Define clear success measures for every rewards program, such as retention, time-to-hire, engagement, participation, cost, and return on investment, and report results regularly to senior leadership.
• Establish the guiding principles, policies, and governance that make rewards decisions consistent, fair, and explainable across all divisions.
• Redesign, reinvest in, or retire programs based on the results they produce, not on history or habit.

Compensation Structure & Pay Practices

• Design and maintain salary structures, pay ranges, and job levels across all divisions and locations.
• Lead market benchmarking and pay equity reviews, and recommend adjustments backed by a clear business rationale.
• Create guidelines for merit increases, promotions, offers, and pay exceptions so managers make consistent, defensible decisions.
• Ensure compliance with FLSA, state wage and hour laws, and pay transparency requirements.

Incentives, Bonus & Commissions

• Design bonus, incentive, and commission plans with clear targets, goals, and payout mechanics tied to measurable performance.
• Replace discretionary approaches with structured, transparent plans that employees understand and leaders can manage.
• Model plan costs, test payout scenarios, and partner with Finance on budgeting and accruals.
• Evaluate plan effectiveness each cycle and refine plans so they drive the behaviors and results the business needs.

Perks, Recognition & Employee Wellbeing

• Build and oversee perks and recognition programs that reflect what employees actually value and reinforces company priorities.
• Develop and manage employee wellbeing initiatives spanning physical, financial, and emotional health, with clear participation and impact measures.
• Ensure rewards and wellbeing offerings reach the full workforce, including drivers, technicians, and frontline employees at every location.

Communication & Leadership Partnership

• Translate rewards programs into clear, plain-language communication so employees understand the full value of what they receive.
• Equip managers with the tools, training, and guidelines to make and explain pay and incentive decisions with confidence.
• Partner with Finance, Payroll, HR, and division leaders to align rewards with budgets, systems, and operational realities.
• Build and lead the total rewards function, including (future) team members, analysts, and outside partners.

Benefits & Vendor Management

• Partnering to determine the end-to-end benefits program.
• Partner to manage benefits cost trends and make data driven recommendations that balance employee value with financial sustainability.

Requirements:

Experience:

• 10+ years of progressive total rewards experience across compensation, benefits, and wellbeing, including 3+ years leading the full rewards function.
• Deep experience owning end-to-end benefits programs, including plan design, funding strategy (fully insured and self-funded), renewals, open enrollment, and compliance.
• Demonstrated success building workforce health and wellbeing strategies that measurably improved participation, health outcomes, and cost trends.
• Experience designing perks and recognition programs that employees truly value and that strengthen engagement and retention.
• Proven track record designing and implementing bonus, incentive, or commission plans that delivered measurable business results.
• Hands-on experience using technology to automate and personalize the employee experience, such as nudge platforms, benefits navigation tools, and decision support, to drive engagement and smarter use of benefits.
• Strong command of rewards and benefits data, including claims and utilization reporting, used to guide decisions and demonstrate return on investment.
• Experience in a multi-site, multi-division, or frontline workforce environment, with a track record of reaching employees who don't work at a desk (transportation, logistics, or other hourly workforce preferred).
• Bachelor's degree in Human Resources, Business, Finance, or a related field; Master's degree in a related field (or MBA) or advanced certification (CEBS, CBP, or CCP) preferred.

Skills:

• Strong analytical and financial modeling skills, with the ability to build the business case behind every recommendation.
• Able to set and track clear measures, and adjust course based on results.
• Ability to build structure and policy where little exists, balancing consistency with practical flexibility.
• Excellent communication skills, with the ability to explain complex programs simply to employees, managers, and executives.
• Working knowledge of federal and state compensation and benefits laws and regulations.
• Strong technology skills with advanced Excel proficiency and experience with HRIS, payroll, and benefits administration systems.

Physical Demands:

• Ability to lift, carry, push, or pull up to 10 pounds occasionally.
• Work primarily involves sitting, with occasional walking and standing.
• Ability to travel occasionally between company locations, training events, or meetings, if required by the position.

The physical requirements described above are representative of those that must be met by an employee to successfully perform the essential functions of this position. DATTCO provides reasonable accommodations to qualified individuals with disabilities, consistent with applicable federal and state law.

Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status and any other protected classes.