Our client, an IT SaaS organization, is seeking a remote (EST/CST only) part-time (10-15 hours per week) Global Total Rewards SME to provide high-level strategic oversight and fiduciary management of global benefits and retirement programs during a planned leave (May - October 2026). The primary focus is the successful execution of renewals in Mexico, Canada, India, and the US, alongside ensuring 100% compliance for the annual 401k audit of two plans. Responsibilities include:

A. Global Benefits Renewals & Strategy
- Mexico (May): Lead the imminent renewal process for Mexico-based employees, ensuring competitive supplemental medical and life offerings are balanced against statutory requirements.
- India & Canada (Summer): Direct the renewal strategy for India and Canada, ensuring plans are benchmarked correctly for high-growth tech markets in partnership with our benefits partner.
- US Renewal (July-Sept): Architect the 2027 plan design, lead broker negotiations, and execute cost-modeling for the US health and welfare plans.
- Vendor Management: Act as the primary point of contact for global brokers and local carriers in all four regions; lead weekly performance and renewal meetings.

B. Fiduciary Oversight & 401k Audit
- Audit Defense: Act as the "Audit Lead" for the annual 401k audit for 401k plans. Oversee the Rewards & Systems Coordinator in data collection and perform final validation of census/payroll reconciliation.
- Compliance: Ensure all US federal (Form 5500) and international statutory filings are executed within regulatory deadlines.

C. Team Mentorship & Operational Oversight
- Mentorship: Provide functional guidance to the Rewards & Systems Coordinator to ensure high-quality execution of daily benefits administration.
- Escalation Point: Serve as the final escalation point for complex global benefits or mobility cases that exceed the Coordinator-s P2-level scope.

Required Skills

- Experience: 7+ years of progressive HR/Total Rewards experience. Prior experience within an IT SaaS organization is a plus
- Education: A Bachelor-s degree in HR, Business, or Finance is standard; a Master-s degree or MBA is often preferred.
- Certifications would be a big plus: Professional credentials such as CCP (Certified Compensation Professional) or CEBS (Certified Employee Benefits Specialist) are highly desirable.

Core Technical Skills
- Global Compensation & Benefits Design: Expertise in creating and managing salary structures, job leveling, and pay bands across international regions (e.g., North America, EMEA, and APAC).
- Executive & Equity Compensation: Experience designing complex incentive programs, including stock options (RSUs/ESOPs) and executive pay frameworks, often for private equity-backed or publicly traded companies.
- Sales Incentive Strategy: The ability to design performance-driven sales commission models that align with SaaS metrics like Annual Recurring Revenue (ARR).
- Data Analytics & Financial Modeling: Advanced proficiency in Microsoft Excel and data visualization to model the financial impact of reward programs and conduct pay equity audits.
- HR Technology (HRIS) Proficiency: Hands-on experience with platforms like HiBob, Workday, or similar systems to manage global employee data and benefits administration