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.
The Director, Total Rewards and People Operations owns the design, implementation, and management of Tides Network and Tides Center total rewards strategy, including compensation, benefits, recognition, and HR systems that support the employee lifecycle. The incumbent works in partnership with Talent Management, Finance, and organizational leadership to ensure the integrity of compensation practices, pay equity, recognition programs, and data-driven workforce insights.
As a member of the People department leadership team, the Director leads employee well-being programming and initiatives including 403(b), medical, dental, vision, leave of absence, health and flexible spending accounts, and additional ancillary benefits. This role also leads key People Operations functions, including HRIS administration, workforce data integrity, and operational processes that support an efficient and scalable employee experience.
The Director facilitates people-centered interactions with all stakeholders demonstrating a high degree of empathy and commitment to Tides values and JEDI principles in each interaction. The incumbent ensures Total Rewards and People Operations strategies are aligned with Tides' strategic and operating plans while ensuring compliance with all relevant laws and regulations across a multi-state workforce.
The Director, Total Rewards reports directly to the Chief People Officer and leads a team currently comprised of 3 FTE while providing strategic oversight for HRIS and people operations processes. This leader thrives on continuous improvement within highly dynamic environments and possesses exceptional attention to detail, analytical thinking, and strong operational leadership skills, delivering services to Tides Network employees and fiscally sponsored projects through Tides Center. This is a “working director” role requiring the individual to function as a strategic architect and hands on operator.
The Director is responsible for embodying Tides JEDI beliefs and core values of future focus, accountability, transparency, respect, and collaboration in all aspects of their work.
As a Senior Leader the Director is responsible for modeling and demonstrating core competencies:
Leading Self
Self-awareness
JEDI practice
Continuous learning
Project management
Leading People
Building trusting relationships
Team leadership
Decision making
Developing teammates
Leading Results
Strategic planning
Change leadership
Driving outcomes
Total Rewards Strategy, Governance & Program Leadership (35%)
Lead the strategy, design, governance, and continuous improvement of Tides’ total rewards programs, including compensation structures, salary benchmarking, benefits, recognition programs, and pay equity practices.
Develop, maintain, and communicate the organization’s Total Rewards philosophy, policies, and procedures.
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 Broker to monitor market trends and regulatory changes impacting compensation and benefits strategies.
Benefits Strategy, Administration & Compliance (30%)
Design, 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.
Leads by example and stewards commitment to Tides’ mission, impact goals, and JEDI principles.
Proven track record in developing and leading successful total rewards strategies including fixed and variable compensation program design, benefits administration, and employee well-being initiatives.
Ability to design, document, and implement benefit and compensation policies, procedures, and operational guidelines.
Strong analytical skills and financial acumen with the ability to translate workforce data into strategic insights.
Strong track record of designing effective education and communication strategies to maximize the value and understanding of an organization’s total rewards programs and employee value proposition.
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 financial and business acumen with the ability to evaluate short and long-term financial implications of total rewards strategies.
Strong change management skills and the ability to steward equitable and sustainable organizational change.
Strong cross-functional relationship-building and stakeholder management skills.
Strong operational background with the ability to manage complex projects and people systems.
Growth mindset and focus on continuous improvement.
Strong knowledge of relevant laws and regulations (e.g., FLSA, FMLA, ERISA, COBRA).
Knowledge of HRIS systems and HR technology platforms used to support workforce reporting, compliance, and people analytics. ADP Workforce Now experience preferred.
Track record of demonstrating trauma-informed and emotionally intelligent leadership solutions.
Demonstrated commitment to social justice and experience working within justice and equity-focused issue areas.
8 years of direct experience leading total rewards and relevant bachelor’s degree; or 10 years of relevant experience.
4 years of experience must be in a supervisory capacity.
Certification in Human Resources (e.g., SHRM or HRCI) and/or benefits (e.g., CEBS), preferred.
Demonstrated ability to architect and govern organization-wide total rewards frameworks in complex or rapidly evolving environments.
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 operating in a multi-state, remote first, and geographically distributed workforce.
Experience implementing new programs, technologies, or operating models with an equity-centered approach.
Hands-on experience in HR operations, workforce data governance, and functional optimization of HRIS and other HR systems, in partnership with IT. Experience with ADP Workforce Now strongly preferred.
Experience leading vendor relationships, broker partnerships, contract negotiations, audits, and large-scale open enrollment cycles in a non-profit environment.
Experience working in a fiscal sponsor environment preferred.
Experience leading in a union-represented environment, preferred.
Please submit your resume and a cover letter expressing why you are well-qualified for this role and your motivation for joining the team at Tides. For best consideration, apply by Monday, April 27 at 11:59pm ET.
We look forward to reviewing applications from all qualified job seekers. We strongly encourage applications from women, people of color, and bilingual and bicultural individuals, as well as members of the LGBTQIA+ communities. No applicant will be discriminated against because of their race, religion, sex, national origin, ethnicity, age, disability, political affiliation, sexual orientation, gender identity, color, marital status, or medical condition including acquired immune deficiency syndrome (AIDS) and AIDS-related conditions. Pursuant to the San Francisco Fair Chance Ordinance, we encourage and will consider qualified applicants with arrest and conviction records. Where required by state law, we utilize E-Verify as a part of our employment authorization process.
Reasonable accommodation will be made so that all who are interested may participate in our interview process. If you are in need of an accommodation, please advise in writing at the time you apply.