Director, Global Total Rewards

Role Overview

Woven by Toyota is seeking a strategic, globally minded Director, Global Total Rewards — an experienced people leader and hands-on practitioner responsible for leading the design, governance, and delivery of compensation, benefits, payroll, equity, and global mobility programs across the organization.

This role will develop a competitive, equitable, compliant, and scalable Total Rewards strategy that supports Woven by Toyota's ability to attract, retain, motivate, and develop talent globally. The Director will partner closely with executive leadership, Finance, Legal, Talent Acquisition, HR Business Partners, HR Operations, and regional HR teams.

The ideal candidate brings a balance of strategic thinking, analytical rigor, and operational execution, with comfort using modern HR technology to drive Total Rewards programs in a dynamic, data-driven environment. Regular collaboration across global time zones is required.

Key Responsibilities

Global Total Rewards Strategy
• Develop and implement Woven by Toyota's global Total Rewards philosophy and strategy
• Align rewards programs with business priorities, talent strategy, company values, and financial objectives
• Establish global principles while adapting programs to local market practices and regulatory requirements
• Advise senior leadership on compensation, benefits, retention, and rewards-related risks
• Build strong partnerships with Toyota related entities and external rewards providers
 
Compensation & Job Architecture
• Lead global compensation structures, salary ranges, incentive programs, and retention programs
• Oversee job architecture, job-code governance, career-track alignment, and market benchmarking
• Strengthen internal equity, pay transparency, and pay-for-performance practices
• Lead annual compensation planning and work with the Global Head of HR and HRBPs on annual performance review, promotion, calibration, and bonus processes
• Guide complex offers, counteroffers, retention awards, and compensation exceptions
• Ensure compensation decisions are data-driven, competitive, compliant, and aligned with the company's financial objectives
• Partner with HR Business Partners, Employee Relations Partners, and Legal on compliance-related programs such as leave of absence and severance
 
Benefits, Payroll & Mobility
• Establish the global strategy and governance model for employee benefits and wellbeing programs
• Oversee benefits design, vendor management, enrollment, communications, program evaluation, and compliance audits
• Provide strategic oversight of global payroll governance and payroll-related controls
• Partner with Finance, Legal, HR Operations, and vendors on tax, social security, deductions, and compliance
• Establish principles for international assignments, relocation, expatriate programs, and global mobility
 
Governance & Operations
• Establish clear approval matrices, decision rights, documentation standards, and escalation procedures
• Strengthen audit readiness, data privacy, internal controls, and regulatory compliance
• Partner with HRIS and HR Operations to improve data quality, systems, reporting, and process efficiency
• Build scalable Total Rewards processes that support a growing global organization
• Improve employee and manager understanding of Total Rewards programs through clear communication
 
Stakeholder Engagement & Communication
• Partner with HR, Finance, Legal, and business leaders to ensure alignment and execution of Total Rewards programs
• Develop and execute communication strategies to help employees understand and value Total Rewards offerings
• Build manager capability in understanding and applying compensation and benefits programs
 
Leadership
• Lead, coach, and develop a globally distributed Total Rewards team; clarify accountabilities across Compensation, Benefits, Payroll, Mobility, and regional HR teams
• Operate with sound judgment, governance discipline, and risk awareness
• Translate data and emerging capabilities into practical, business-relevant applications
• Build trust and collaboration across HR and business stakeholders, balancing strategic thinking with hands-on execution
• Foster a collaborative, inclusive, and service-oriented team culture
• Influence leaders across regions and functions without relying solely on formal authority
• Apply AI, automation, and emerging technologies thoughtfully and responsibly to improve Total Rewards efficiency, accuracy, scalability, and employee experience — streamlining processes, enhancing analytics, reducing administrative effort, and freeing the team for higher-value strategic work

Required Qualifications

10+ years of progressive experience in Total Rewards, Compensation, Benefits, Payroll, or a related HR discipline
Significant experience leading global or multi-country rewards programs
Deep expertise in compensation philosophy, job architecture, market pricing, incentive design, equity, and benefits
Experience partnering with senior executives, Finance, Legal, Talent Acquisition, HRBPs, and business leaders
Experience leading annual compensation and rewards planning processes
Strong understanding of rewards-related employment, tax, payroll, and regulatory requirements
Experience leading and developing high-performing teams
Strong analytical, financial, communication, and stakeholder-management skills
Executive presence, discretion, sound judgment, and the ability to influence across cultures
Demonstrated experience leading executive compensation programs and managing Compensation Committee or Board-level processes, including executive benchmarking, incentive design, preparation of decision materials, meeting governance, approvals, minutes, and follow-up
Business-fluent English

Preferred Qualifications

Experience in a global technology, automotive, mobility, robotics, or high-growth company
Experience working across the United States, Japan, the United Kingdom, and other international markets
Experience with SuccessFactors, Dayforce, compensation planning platforms, global payroll systems, and HR analytics
Experience implementing global job architecture, pay transparency, compensation harmonization, or pay-for-performance programs
Japanese language capability, or extensive experience working with Japanese stakeholders

Success Measures

Within the first 12–18 months, the Director will:

Establish and communicate a clear global Total Rewards philosophy. If changes applicable 

Strengthen job architecture, job-code governance, and compensation decision processes

Improve consistency and transparency in compensation planning and promotion decisions

Establish an integrated global governance model for benefits, payroll, equity, and mobility

Improve rewards-related controls, data quality, compliance, and operational reliability

Build a high-performing Total Rewards team and strong partnerships with global stakeholders

Improve employee and manager understanding of Total Rewards programs