Chief Total Rewards & Compensation Architect

TransMedics, Inc.; Andover (MA); On-site; USD 198,000 - 282,000; Full time

Job summary

TransMedics, Inc. seeks a Head of Total Rewards to lead the function during a period of rapid growth and scale.

You will own enterprise rewards strategy, governance, and Workday enablement, partnering with HR leadership and the business to design fit‑for‑purpose programs across compensation and benefits. The role requires deep compensation fundamentals, executive compensation experience, and the ability to drive scalable, compliant solutions in a fast‑moving environment.

Qualifications

• 12+ years of progressive Total Rewards leadership experience.
• Deep expertise in compensation design, including job leveling, salary structures, market benchmarking.
• Experience supporting executive compensation, equity planning, benchmarking, and proxy‑related processes.
• Ability to establish governance, approval frameworks, and decision rights for offers, promotions, equity, and adjustments.
• Experience with benefits strategy, vendor management, and scalable programs.
• HRIS workstream collaboration to enable total rewards in systems.

Responsibilities

• Design enterprise‑wide total rewards programs aligned to the company mission, growth, and operating model.
• Modernize compensation architecture: job levels, salary bands, grades, and market benchmarking.
• Establish governance for offers, promotions, equity grants, and adjustments across the organization.
• Advise leadership on executive compensation and proxy materials; support compensation committee prep.
• Evolve incentive programs, including sales incentives and role‑specific plans.
• Partner with HR Operations and HRIS to enable Workday pay structures and data integrity.

Skills

Total Rewards

Executive compensation

Compensation governance

Workday enablement

Benefits strategy

Tools

Workday

Job description

TransMedics, Inc. seeks a Head of Total Rewards to lead the function during a period of rapid growth and scale.

You will own enterprise rewards strategy, governance, and Workday enablement, partnering with HR leadership and the business to design fit‑for‑purpose programs across compensation and benefits. The role requires deep compensation fundamentals, executive compensation experience, and the ability to drive scalable, compliant solutions in a fast‑moving environment.