Senior Director - Global Total Rewards

Since 1989, SBA Communications has been a pillar of the wireless industry. Today, as a publicly traded global leader and S&P 500 company, our network of over 46,000 communication sites spans 10+ countries, forming the critical infrastructure that connects millions. We are the force behind the scenes —the essential infrastructure that keeps our world connected.

We are looking for innovators to join the dynamic team that makes it all possible. In an industry that moves fast, we rely on our agility to stay ahead of the curve and deliver results. However, we never achieve it alone. Our culture is defined by a "Team First" focus, where every team member matters, and we collaborate passionately to support our customers' objectives.

We believe in shared success. At SBA, we invite every team member to think like an owner.

Financial Wellbeing:

• Plan for your future with our Global Ownership Program (Annual RSU awards for eligible employees), a 401K with a generous company match, and an Employee Stock Purchase Plan offering company stock at a discount.

Mental Wellbeing:

• We prioritize your health with access to a dedicated Health Concierge service.

Personal Growth & Balance:

• Enjoy a generous Paid Time Off (PTO) package, paid holidays, and paid volunteer hours. We also fuel your ambition with tuition reimbursement, support for professional certifications, and a wellness reimbursement program.

If you’re ready to make an impact with a stable industry leader, we want to hear from you.

Your Next Career Opportunity – Senior Director, Global Total Rewards

The Senior Director, Global Total Rewards leads the organization's comprehensive rewards function, designing and executing an integrated framework of financial and non-financial rewards that aligns with business strategy to attract, motivate, and retain team members across all geographies. This role requires deep analytical capabilities to research and synthesize multiple perspectives including team member needs, external labor market competitiveness, cost management considerations, and evolving workforce requirements. The position translates these complex insights into effective, scalable reward programs that drive organizational performance. Scope encompasses the full spectrum of total rewards including base compensation design, short-term and long-term incentive architecture, executive compensation structures, equity program management, global benefits strategy development, wellness and work-life program oversight, career framework design, and rewards policy governance. The role holder is accountable for the ongoing operational management, strategic communication, and rigorous monitoring of program effectiveness and business outcomes. Workday system expertise is mandatory, with demonstrated proficiency in leveraging the platform to enable scalable, data-driven compensation processes and total rewards administration across the enterprise.

What You Will Do – Primary Responsibilities

• Design, implement, and continuously optimize the organization's global compensation philosophy, structure, and programs including base pay, variable pay, sales compensation, and executive compensation frameworks to ensure internal equity and external market competitiveness.
• Lead the research, analysis, and benchmarking of compensation and benefits practices across relevant labor markets and industries, synthesizing market intelligence into actionable recommendations for leadership.
• Develop and manage short-term incentive plans, long-term incentive programs, and equity compensation strategies that align with business performance objectives and shareholder value creation.
• Partner with Finance, Legal, HR Business Partners, and executive leadership to design total rewards programs that support talent acquisition, retention, and organizational culture goals.
• Oversee the design, vendor management, and administration of global benefits programs including health and welfare plans, retirement programs, wellness initiatives, and work-life balance offerings.
• Establish and maintain rewards governance frameworks, policies, and guidelines that ensure consistency, compliance, and appropriate controls across all compensation and benefits programs.
• Leverage Workday Compensation and Benefits modules to enable efficient merit cycles, bonus processing, equity administration, benefits enrollment, and rewards analytics with demonstrated expertise in system configuration and process optimization.
• Ensure full compliance with applicable compensation and benefits regulations across all operating jurisdictions including FLSA, ERISA, tax regulations, securities laws, and local country requirements.
• Lead the annual compensation planning cycle including merit increase budgeting, bonus pool allocation, equity grant planning, and benefits renewal processes with cross-functional coordination.
• Provide strategic guidance and thought leadership on emerging trends in total rewards including pay equity, pay transparency, flexible benefits design, well-being programs, and future work considerations.
• Develop comprehensive communication strategies and materials to educate team members and managers on total rewards programs, ensuring clarity and appreciation of the value proposition.
• Monitor and analyze program effectiveness through key metrics including cost per hire, retention rates, offer acceptance rates, benefits utilization, and employee satisfaction to drive continuous improvement.
• Build and lead a high-performing global total rewards team, providing coaching, development, and strategic direction to team members while fostering a culture of excellence and innovation.

Supervisory Responsibilities

• Work with Talent Acquisition to recruit, interview, select, hire, and employ a talented and diverse group of high-performing team members.
• Provide oversight and direction to team members in accordance with the organization's policies and procedures.
• Coach, mentor, and develop team members, including overseeing new team member onboarding and providing career development planning and growth opportunities.
• Empower team members to take ownership of their job and goals. Delegate responsibilities as needed and provide routine constructive feedback on performance.
• Create a culture that is consistent with the organization's focus on team member engagement, and that aligns with the organization's mission, vision, and values.
• Lead team members using a performance management and development-focused approach to assist in goal setting, two-way feedback, and performance development planning.
• Lead team members to meet the organization's expectations for productivity, quality, and goal accomplishment.

What You’ll Need – Qualifications & Requirements

• Bachelor's degree in Human Resources, Business Administration, Finance, or related field required; Master's degree in Business Administration, Human Resources Management, or related discipline strongly preferred.
  • Minimum 12-15 years of progressive experience in total rewards, compensation, and benefits functions with at least 5-7 years in leadership roles managing teams and enterprise-wide programs.
• Compensation Expertise: Demonstrated expertise in global compensation strategy and design including job architecture, salary structure development, incentive plan design, executive compensation, and equity programs across multiple geographies.
• Benefits Program Design: Extensive experience with benefits program design and administration including health and welfare plans, retirement programs, global benefits strategies, vendor management, and regulatory compliance.
• Workday HCM Proficiency: Mandatory hands-on experience with Workday HCM with specific proficiency in Workday Compensation, Workday Benefits, and Workday Advanced Compensation modules including system configuration, business process design, and reporting capabilities.
• Professional Certifications: Professional certifications strongly preferred including Certified Compensation Professional (CCP), Certified Benefits Professional (CBP), Global Remuneration Professional (GRP), or SHRM Senior Certified Professional (SHRM-SCP).
• Regulatory Knowledge: Expert knowledge of compensation and benefits regulations including Fair Labor Standards Act (FLSA), Employee Retirement Income Security Act (ERISA), Securities and Exchange Commission (SEC) rules for equity compensation, IRS regulations, and international labor laws.
• Analytical Capabilities: Advanced analytical skills with proven ability to conduct complex market analyses, perform statistical modeling, interpret compensation survey data, and translate findings into strategic recommendations.
• Business Acumen: Strong business acumen with ability to understand organizational strategy, financial objectives, talent priorities, and translate them into effective total rewards programs that drive business results.
• Executive Presence: Exceptional stakeholder management and executive presence with experience presenting to C-suite leadership, Board Compensation Committees, and cross-functional senior leadership teams.
• Project Management: Superior project management capabilities with track record of leading large-scale initiatives including system implementations, compensation philosophy redesigns, and global benefits harmonization projects.
• Communication Skills: Excellent communication skills both written and verbal with ability to distill complex compensation and benefits concepts into clear, accessible messages for diverse audiences.
• Organizational Skills: High attention to detail with strong organizational skills and ability to manage multiple priorities, tight deadlines, and cyclical processes simultaneously. Demonstrated discretion and sound judgment in handling highly confidential information including executive compensation, individual pay data, and strategic business information.

Physical Requirements

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Ability to stoop, bend, kneel or crouch.
• Ability to stand, walk and sit.
• Ability to reach with hands and arms
• Visual ability correctable to 20/20.
• Sitting up to 90% of the day.
• Ability to respond verbally in an understandable, professional manner in person and over the telephone.
• Manual dexterity to input data into the computer and the calculator and operate the equipment listed above.
• Ability to lift up to 15 pounds.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Office/ Cubicle workspace.
• Moderate noise level.

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