Director of Total Rewards & People Operations

Aspire Living & Learning is a mission-driven, non-profit organization dedicated to empowering neurodiverse individuals across New England and Maryland. Through innovative programs and compassionate services, we support people to live, learn, and work as independently as possible. Join a collaborative, values-based organization where your work directly impacts the lives of others.

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. 

• Excellent interpersonal, communication, and leadership skills. 

• Strategic thinker who can balance operational precision with long-term vision. 

• Must have satisfactory background checks.  

• Valid driver’s license and safe driving record. 

Aspire Living & Learning's Internal Mobility Policy ensures an equitable and efficient internal mobility system that aligns with the agency’s commitment to professional development and growth. This policy fosters a culture of mobility within the organization, aiming to provide employees with opportunities for career advancement and fulfillment. Please reference the Internal Mobility Policy to review the process to be considered for other jobs at Aspire Living & Learning.  

Lateral Transfers: You do not need to submit an application at this time. You need to let your HR Partner know you’re interested in being considered for the position. Your HR Partner will be the point of contact between you, your current manager, and your hiring manager.   

Promotions/ Cross-functional jobs: Please let your HR partner know you’re interested in being considered for the position and they will confirm your eligibility to apply. Once you speak with your HR Partner, please submit an application.  

Below is the name and information of your HR Partners to be contacted prior to applying for a promotion or cross-functional opportunity.  

Connecticut (AS) employees: Heather Murphy, hmurphy@allinc.org  

Connecticut (Child Services) employees: Wanetta Wilcher wwilcher@allinc.org  

Maryland employees: Debbie Duran dduran@allinc.org  

Massachusetts employees: Michelle Cutting  mlcutting@allinc.org 

New Hampshire employees: Michelle Cutting  mlcutting@allinc.org 

Vermont employees: Judy Stermer, jstermer@allinc.org  

Shared Services and Agency Leadership: Judy Stermer jstermer@allinc.org