Description

About Us

Headquartered in the US Southeast region, HR Knowledge Source (HRKS) is a woman-owned, minority-owned business consulting firm specializing in delivering quality Human Resources (HR) solutions. With over three decades of HR talent management and inclusive workplace culture experience across multiple industries, we are committed to helping our clients design, establish, and deliver premiere HR functions within their own organizations. We offer dedicated support and guidance in every HR functional area.

The Engagement

HR Knowledge Source has been retained by a confidential higher education institution in the Washington, DC region to identify an experienced Total Rewards leader for a critical interim consulting engagement. The client serves approximately 1,700 full-time staff and 2,900 faculty, staff, and retirees, and requires an execution-ready consultant to provide immediate leadership of its comprehensive compensation and benefits function. The client’s identity will be disclosed to qualified candidates.

Role Overview

The Interim Senior Director of Total Rewards is responsible for the strategic and hands-on management of the university’s comprehensive compensation and benefits programs, including competitive compensation structures for staff/faculty, and health & welfare, retirement, and wellness programs for faculty, staff, and retirees. The Senior Director will lead benefits planning and administration, oversee compensation operations, recommend policy, manage vendor and carrier relationships, ensure regulatory compliance, and communicate program changes effectively across the organization.

Essential Functions

Compensation (25%)

• Oversee and manage competitive compensation structures, salary bands, incentive programs, and pay policies that support fair pay practices and legal compliance
• Assess market data regularly and recommend adjustments to address market trends, employee satisfaction, and budget considerations
• Support the rollout of a new step-based compensation structure currently in union bargaining, including employee communications and Workday implementation
• Help establish consistent policies around interim role compensation, which are currently ad hoc
• Oversee and maintain the job architecture framework, including job families, levels, and career paths

Benefits — Health, Welfare, Retirement & Wellness (25%)

• Provide overall leadership and oversight for all benefits planning and administration for faculty, staff, and retirees; recommend policy and manage programs and initiatives
• Serve as liaison between insurance carriers, mutual fund companies, consulting firms, and university procurement and finance offices; prepare and present benefits research and trend analyses
• Ensure programs remain in compliance with federal and state laws and university policy; oversee initiatives to enhance offerings, promote equity, and manage costs
• The current retirement plan (403(b)) offers a two-to-one employer match with a one-year waiting period; support ongoing evaluation of the plan structure due to financial constraints and manage any change rollout and employee communications if modifications are approved

People Leadership (20%)

•  Manage, coach, and develop direct and indirect reports; set clear performance expectations and measurable work plans; identify and support staff development opportunities
• Serve as a thought partner to two directors (Compensation and Benefits), helping them anticipate gaps, stay ahead of compliance requirements, and develop professionally

Union Relations (15%)

• Provide support and active participation in union negotiations related to compensation and benefits

Strategic Partnership & Stakeholder Engagement (15%)

• Serve as a member of the HR leadership team; provide strategic direction and mentorship to compensation and benefits staff
• Partner with Finance, IT, and Legal to support effective program implementation, compliance, and communication of total rewards programs across the organization

Requirements

Required

• Bachelor’s degree or equivalent; master’s degree or SHRM-SCP, SPHR, or CEBS certification preferred
• Minimum 10 years of progressively responsible experience in compensation and benefits
• Background in higher education, government, quasi-government, or large non-profit organizations
• Experience working in or alongside a unionized environment
• Prior consulting or interim placement experience
• Deep, hands-on expertise in 403(b) retirement plans — compliance, plan structure, and employee communications (primary differentiator for this role); executive comp and step program experience required
• High proficiency in financial analysis, modeling, budgeting, and data analytics (including Excel)
• Knowledge of federal and state employment laws governing compensation and benefits
• Strong consultation, communication, collaboration, and people management skills; committed to inclusive excellence
• Workday proficiency strongly preferred

Key Competencies

• Retirement plan expertise with the ability to translate regulatory complexity into clear, actionable guidance
• Execution ownership — rolls up sleeves, gets into the details, and drives deliverables without waiting to be directed
• Thought partnership — helps directors and leadership anticipate gaps and compliance requirements before they become problems
• Change management steadiness — employees are operating at high capacity and need a calm, stabilizing presence
• Compliance discipline — understands that mandatory notices and benefit communications cannot be missed, even when the team is stretched

Contract Details

Engagement:  Independent Contractor (1099)

Duration:  4–6 months

Location:  Washington, DC region — Hybrid (3 days on-site; Tuesday is a core in-office day)

Hours: Standard 9:00 AM – 5:00 PM (occasional 8 am meetings)                                   

Reports To:  Associate Vice President of Financial Operations (solid line) and incoming Interim HR Executive Consultant (dotted line)

Client:  Confidential higher education institution, Washington, DC region (disclosed to qualified candidates)

Offers must be contingent on the successful completion of professional reference and background checks.