At Aspire Living & Learning, we don't just talk about making an impact, we live it. For more than 40 years, we've supported neurodiverse children and adults across New England and Maryland as they discover their passions, unlock their potential, and live more independently in their communities. Our person-centered services evolve with people's needs, from education and behavioral health to residential and community-based supports. We empower people to live lives shaped by their own interests, choices, and strengths. Join our collaborative, mission-driven team and bring your skills to work that makes a real difference every day.
The Director of Total Rewards & People Operations is Aspire’s senior-most leader responsible for designing and advancing a competitive, equitable, and financially sustainable compensation strategy. This role leads organization-wide work on salary structures, pay equity, market benchmarking, incentive and recognition programs, and total rewards planning. In addition, the Director oversees HRIS, benefits, and compliance functions to ensure operational excellence across Aspire’s people systems.
Working in close partnership with the Chief People & Culture Officer, this leader ensures Aspire’s compensation philosophy is implemented consistently, transparently, and in support of employee attraction, retention, and engagement.
Key Responsibilities
Compensation Leadership
- Serve as Aspire’s subject-matter expert on compensation, advising the CPCO and executive team on pay strategy, market trends, and financial impact.
- Lead the creation, implementation, and ongoing refinement of Aspire’s compensation framework, including salary structures, career frameworks, job architecture, variable pay, and recognition programs.
- Conduct annual and mid-year compensation reviews, ensuring competitive positioning, internal equity, and budget alignment.
- Oversee pay equity audits and lead corrective action planning.
- Partner with Finance to model costs, forecast future needs, and support long-range workforce planning.
- Develop manager-friendly tools, guides, and training to improve compensation literacy across the organization.
Total Rewards Strategy
- Develop and implement Aspire’s total rewards philosophy in alignment with the organization’s mission, values, and talent strategy.
- Lead the design and administration of compensation programs, including salary structures, pay equity analysis, benchmarking, and market adjustments.
- Partner with the Chief People & Culture Officer and Finance to analyze pay trends, affordability, and budget impact.
- Evaluate benefits offerings for cost-effectiveness, competitiveness, and alignment with Aspire’s culture and workforce needs.
- Oversee the development of clear, employee-centered communications about Aspire’s total rewards programs.
Benefits, Leave, and Compliance
- Oversee the administration of employee benefits and leave programs, ensuring accuracy, compliance, and exceptional service delivery.
- Manage relationships with brokers, vendors, and consultants; lead annual renewal and open enrollment processes.
- Ensure compliance with all state and federal laws and regulations related to benefits, leaves, ACA, COBRA, and related filings.
- Partner with the Benefits Committee to review plan performance, utilization trends, and cost-saving opportunities.
HRIS & People Data
- Lead the administration and optimization of Aspire’s HRIS (UKG) to ensure data accuracy, efficiency, and strong user experience.
- Oversee system configurations, workflows, reporting, and upgrades.
- Ensure HR data integrity and provide analytics to support strategic workforce planning, DEIB insights, and leadership reporting.
- Collaborate with IT and Enabling Technology to advance automation and self-service functionality.
Operational Excellence & Leadership
- Manage the People Operations team, including HRIS, benefits, and compliance staff, fostering growth, accountability, and cross-team collaboration.
- Drive process improvement initiatives that streamline HR operations, enhance employee experience, and reduce administrative burden.
- Partner with legal, finance, and payroll to ensure compliance, consistency, and accuracy in people-related data and policies.
- Prepare and manage budgets, reports, and dashboards for People & Culture operations.
- Serve as a trusted advisor to the Chief People & Culture Officer on data-driven decision-making related to pay, benefits, and workforce trends.
Qualifications
- Bachelor’s degree in Human Resources, Business Administration, or related field required; advanced degree or HR certification preferred.
- 7+ years of progressive HR experience with at least 3 years in a leadership role.
- Demonstrated experience managing HR operations, benefits, and HRIS, with growing expertise in compensation or total rewards.
- Strong analytical and quantitative skills; ability to interpret and communicate complex data clearly.
- Proven experience managing vendor relationships and leading cross-functional projects.
- Proficiency in UKG or other major HRIS systems.
- Deep knowledge of applicable state and federal employment and benefits laws.