Director, Total Rewards, HR Ops & Payroll

The Fertility Partners; Toronto; On-site; CAD 140,000 - 190,000; Full time

Job summary

The Fertility Partners in Canada seeks a Director, Total Rewards & HR Operations to lead the evolution of our total rewards program and people technology ecosystem. This hands-on leadership role owns the systems, processes, and programs that make the employee lifecycle from hire to retire consistent, compliant, and scalable.

You will set the strategy for total rewards, payroll, and HR operations, partner with leadership to design competitive benefits, pay equity, onboarding efficiencies, and

Qualifications

• 8+ years of progressive experience across Total Rewards, HR Operations and/or Payroll.
• Experience leading a small team and delegating while staying close to detail.
• Experience building or scaling compensation frameworks, job architecture, pay equity practices.
• Hands-on with a modern HRIS (Dayforce or similar) and system implementation.
• Comfort operating at both strategic and tactical levels in payroll, HRIS, or data problems.
• Fluency with people data and using automation/AI thoughtfully.
• Experience working across multi-site or multi-entity organizations.
• Strong vendor management and negotiation skills.

Responsibilities

• Own Total Rewards: job architecture, leveling, benchmarking, and pay equity analysis.
• Design and evolve benefits programs including vendor management.
• Build physician equity program with leadership.
• Lead HR Operations lifecycle: onboarding, offboarding, transfers, promotions, leaves, documentation; improve policies.

Skills

Executive leadership

Total Rewards

HR Operations

Payroll management

Automation & AI in HR

Vendor management

HRIS (Dayforce)

Tools

Dayforce

Job description

The Fertility Partners is looking for a Director, Total Rewards & HR Operations to lead the evolution of our total rewards program and people technology ecosystem. As we continue to grow across clinics, this role will own the systems, processes, and programs that make the employee lifecycle from hire to retire consistent, compliant, and scalable. This is a hands-on leadership role: you'll set the strategy for total rewards, payroll, and HR operations.

What You’ll Own

Total Rewards

• Develop and implement total rewards strategies that align with the organization’s goals and objectives.
• Own job architecture, leveling, benchmarking, and pay equity analysis.
• Design and evolve a competitive, cost-effective benefits program that supports recruitment and retention.
• Manage benefits end-to-end — vendor relationships and the day-to-day systems and workflows that keep delivery accurate, compliant, and easy for employees to use.
• Build a new physician equity program — partnering with leadership to define eligibility, structure, and rollout timeline.
• Develop and implement recognition programs to drive employee engagement and retention.

HR Operations

• Lead employee lifecycle administration: onboarding, offboarding, transfers, promotions, leaves, performance-process support, and HR documentation. Establish, document, and continuously improve HR policies, processes, and standard operating practices.
• Identify and implement high-value automation and AI use cases across onboarding, employee service, and compensation cycles.

Payroll

• Manage relationships with payroll managed-service provider, including SLAs, KPIs, and escalations.
• Ensure accurate, timely processing of all pay elements: salary changes, bonuses, commissions, leaves, deductions, garnishments, severance, and one-time payments.
• Serve as the executive escalation point for complex payroll issues.
• Own the HRIS roadmap, workflows, automation, and governance.
• Build HR dashboards and reporting that leaders trust and use for workforce planning and decisions.
• Lead the implementation of a modern HR system — configuration, data migration and rollout
• Establish common data definitions and governance so reporting is consistent across clinics and any acquired businesses

What We’re Looking For

• 8+ years of progressive experience across Total Rewards, HR Operations, and/or Payroll, including experience in a people-leadership capacity
• Proven ability to lead a small team effectively — comfortable coaching and delegating, while staying close enough to the details to step in when needed
• Experience building or scaling compensation frameworks, job architecture, and pay equity practices
• Hands-on experience with a modern HRIS (Dayforce or similar); experience leading a system implementation is a strong asset
• Comfort operating at both a strategic and tactical level — you can get into the details of a payroll, HRIS, or data problem while still seeing the bigger operating model.
• You're fluent in people data and energized by using automation and AI thoughtfully, not just theoretically.
• Experience working across a multi-site or multi-entity organization is a strong asset
• Strong vendor management and negotiation skills