Next Decade21d ago

Head of Total Rewards

United States·HoustonFull-timesenior

OtherHuman ResourcesTotal RewardsTotal Rewards Specialist

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Quick Summary

Overview

ABOUT NEXTDECADE CORPORATION NextDecade is committed to providing the world access to reliable, lower-carbon energy.

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OtherHuman ResourcesTotal RewardsTotal Rewards Specialist

ABOUT NEXTDECADE CORPORATION

NextDecade is committed to providing the world access to reliable, lower-carbon energy. We are focused on delivering secure and cost-effective energy through the safe and efficient development and operation of natural gas liquefaction capacity at Rio Grande LNG. Through our subsidiaries, we are developing and constructing the Rio Grande LNG natural gas liquefaction and export facility near Brownsville, Texas, with approximately 48 MTPA of potential liquefaction capacity currently under construction or in development, sufficient space at the site for up to 10 liquefaction trains, and a potential carbon capture and storage project. NextDecade’s common stock is listed on the Nasdaq Stock Market under the symbol “NEXT.” NextDecade is headquartered in Houston, Texas. For more information, please visit www.next-decade.com.

SUMMARY OF THE ROLE

The Senior Director, Total Rewards leads enterprise Total Rewards, including short and long-terms incentive programs, job architecture, Executive compensation , payroll and benefits management, HR systems and workforce planning strategy.

This position serves as a strategic advisor to executive leadership and a leader over core HR function, balancing employee experience, financial discipline, internal equity, and governance

What We Offer

~1 min read

✓Develop and lead enterprise compensation strategies, including base pay, annual short and long-term incentives, and recognition.

✓Owns job architecture, market pricing, leveling, and internal equity frameworks across corporate, commercial, and operational populations.

✓Lead annual compensation cycles (merit, bonus, incentives), including modeling, governance, leader guidance, and executive recommendations.

✓Partner with Finance and Legal to ensure compensation programs align with financial targets, governance standards, pay transparency, and regulatory requirements.

What We Offer

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✓Owns benefits strategy, design, and administration across health, welfare, retirement, and wellness programs.

✓Manage broker and vendor relationships, renewals, negotiations, and cost containment strategies.

✓Ensure benefit plans are competitive, compliant, and aligned with workforce demographics and market practices.

✓Oversee employee communications and education related to benefits and total rewards.

Provide executive oversight of payroll operations to ensure accurate, timely, and compliant payroll execution.
Establish payroll controls, audits, escalation processes, and compliance monitoring.
Partner closely with Finance, HR, and Payroll vendors to resolve exceptions, support audits, and maintain SOX aligned controls where applicable.

Lead enterprise workforce planning to align headcount and labor costs with business priorities and growth milestones.
Partner with Finance and business leaders to translate business plans into forward looking workforce demand across employees, contractors, and temporary labor.
Drive annual and multi‑year workforce planning, including scenario modeling and labor cost forecasting.
Provide clear workforce insights—headcount trends, labor cost drivers, and contractor mix—to support executive planning and decision making.
Ensure workforce planning aligns with compensation, benefits, and payroll programs to anticipate the cost impact of organizational change and growth.

Own HRIS strategy and governance, including system configuration, data integrity, security controls, document retention compliance, and process optimization.
Ensure seamless integration between compensation, benefits, payroll, and core HR data.
Lead HRIS enhancements, upgrades, testing cycles, and cross functional implementations.
Deliver executive ready analytics, dashboards, and workforce insights to support decision making.

Ensure compliance with federal, state, and international laws related to compensation, benefits, payroll, and employee data.
Serve as escalation point for risk sensitive decisions related to pay, benefits, systems, and data accuracy.

Lead and develop high performing teams across Compensation, Benefits, Payroll, and HRIS.
Act as a strategic partner to HR Business Partners, HR Talent, Finance, Legal, executive leadership, compensation committee and executive compensation independent consultants.
Translate complex technical topics into clear, practical recommendations for senior leaders.

Bachelor’s degree in Human Resources, Business, Finance, or related discipline;
15+ years of progressive experience spanning Compensation, Benefits, Payroll, and/or HRIS at increasing levels of responsibility or relevant experience.
Demonstrated success leading Total Rewards in complex, regulated, public trading organizations and high growth environments.
Deep expertise in executive compensation, short and long-term incentive (plans management.
Strong knowledge of compensation governance, benefits design, payroll controls, and HRIS data architecture.
Advanced analytical, financial modeling, and executive communication skills.

Master’s degree in related field or MBA.
Professional certifications such as CCP (Certified Compensation Professional), CBP, GRP, or CECP
Prior experience in public company.
Experience supporting rapid workforce ramp-ups
Good Workday or comparable enterprise HRIS expertise.
Experience supporting executive leadership and Board level compensation topics.