Director of Total Rewards

<p><strong>EōS Fitness is bold, upbeat, and motivating. Not only in our fitness routines, but in our work environment as well. Like our members, our employees know how to rise to a challenge and handle it head on. EōS Fitness' Core Purpose is to create loyal, lifelong fans and exercise practitioners. To achieve this purpose, our Core Values are: Take Personal Responsibility, Be Optimistic &amp; Have Fun, Learn &amp; Grow, Be A Team Player, and Fight Hard To Win.</strong></p>

<p><strong>Core Purpose: To create loyal, lifelong fans and exercise practitioners.</strong></p><p><strong>About This Role</strong>&nbsp;</p>

<p>The Director of Total Rewards leads the design and execution of compensation and benefits strategies that attract,&nbsp;retain,&nbsp;and motivate top talent across gyms, field,&nbsp;and corporate teams. This role drives scalable programs that support rapid growth, operational excellence,&nbsp;and organizational readiness, including experience in IPO or&nbsp;public‑company&nbsp;environments.&nbsp;This leader brings proven success&nbsp;operating&nbsp;in large, multi-state retail or brick-and-mortar organizations&nbsp;similar to&nbsp;ours, with 13,000+ employees, high-volume variable-hour deskless workforces, and leadership teams at various levels.&nbsp;</p>

<p><strong>Department</strong>: Human Resources&nbsp;<br><strong>Reports To</strong>: Chief People Officer&nbsp;</p>

<p><strong>Key Responsibilities</strong>&nbsp;</p>

<ul>

<li>Support Board Compensation Committee&nbsp;activities and&nbsp;materials,&nbsp;including peer group benchmarking, market data analysis, and proxy&nbsp;statement Compensation Discussion &amp; Analysis&nbsp;contribution and drafting&nbsp;for Named Executive Officers&nbsp;</li>

<li>Assist&nbsp;with the&nbsp;design and administration of&nbsp;long-term incentive&nbsp;compensation programs (such as&nbsp;RSUs, stock options, ESPP, as well as cash-based LTI programs), including 409A compliance and cap table coordination with Legal and Finance&nbsp;</li>

<li>Design incentive and variable pay structures for a&nbsp;multistate,&nbsp;deskless, high-turnover, variable-hour workforce, ensuring FLSA Regular Rate of Pay compliance across blended pay types (hourly, per-class, commission, bonus)&nbsp;</li>

<li>Lead compensation and&nbsp;benefits&nbsp;due diligence, harmonization, and integration for mergers and acquisitions&nbsp;</li>

<li>Serve as a fiduciary or committee member for 401(k) and retirement plan governance,&nbsp;promoting&nbsp;ERISA compliance&nbsp;</li>

<li>Conduct proactive pay equity audits and develop remediation strategies in partnership with Legal&nbsp;</li>

<li>Manage relationships with executive compensation consultants and market survey providers to ensure competitive, defensible pay positioning&nbsp;</li>

<li>Lead&nbsp;the design, implementation, and governance of compensation programs that attract,&nbsp;retain, and motivate talent across&nbsp;gyms&nbsp;and corporate populations&nbsp;</li>

<li>Partner with senior leaders to align compensation programs with business performance, career progression, and workforce planning&nbsp;</li>

<li>Provide strategic and operational oversight of annual compensation cycles, including merit, bonus, and equity programs&nbsp;</li>

<li>Serve as subject matter expert on market trends, pay transparency, regulatory compliance, and executive compensation alignment&nbsp;</li>

<li>Support compensation strategy and infrastructure in&nbsp;private, transitional,&nbsp;or&nbsp;public‑company&nbsp;environments, including governance, documentation, and audit readiness&nbsp;</li>

<li>Develop and execute a&nbsp;multi‑year&nbsp;benefits strategy that balances cost management with team member health,&nbsp;well‑being, and experience&nbsp;</li>

<li>Reimagine how benefits are communicated, using clear, engaging education that connects programs to&nbsp;real‑life&nbsp;moments and decisions&nbsp;</li>

<li>Use data, feedback, and analytics to evaluate program effectiveness and drive continuous improvement&nbsp;</li>

<li>Partner with Finance, Legal, brokers, and external consultants to manage plan design, funding strategies, and compliance across health, welfare, retirement, and ancillary programs&nbsp;</li>

<li>Represent Total Rewards with senior executives by providing clear, data-driven insights and recommendations, and designing systems to communicate incentive compensation goal progress, achievement, and related compensation statements&nbsp;&nbsp;</li>

<li>Manage relationship with executive comp consultants as needed&nbsp;</li>

</ul>

<p><strong>Qualifications</strong>&nbsp;</p>

<ul>

<li>Experience designing incentive and variable compensation programs for commission-based, piece-rate, or variable-hour workforces&nbsp;</li>

<li>Experience with&nbsp;long-term&nbsp;incentive&nbsp;compensation plan design, 409A compliance, and public-company disclosure requirements (proxy statements, CD&amp;A)&nbsp;</li>

<li>Proficiency&nbsp;with compensation planning and market data tools (e.g., ADP, Workday, Pave,&nbsp;Payfactors, Mercer, Salary.com&nbsp;or WTW surveys)&nbsp;</li>

<li>Experience supporting Board Compensation Committee processes&nbsp;</li>

<li>Bachelor’s degree&nbsp;required&nbsp;or equivalent experience&nbsp;</li>

<li>Minimum of&nbsp;7+&nbsp;years of progressive experience in Total Rewards, Compensation, or Benefits&nbsp;</li>

<li>5+ years of people leadership experience managing and developing&nbsp;high performing&nbsp;teams&nbsp;</li>

<li>Foundational knowledge of multi-state employment law, training compliance practices, and reporting requirements across diverse regulatory environments&nbsp;</li>

<li>Demonstrated experience supporting organizations through IPO or&nbsp;public‑compan</li></ul>