Global Head of Total Rewards

The Director of Total Rewards is the company’s technical authority for the design, governance, and execution of compensation, equity, commissions, and benefits programs — ensuring all People spend is competitive, controlled, compliant, and aligned to business strategy. This role owns the talent-side economics of pay and rewards, partnering with Finance and Legal on accounting, SEC, and audit requirements while preserving People-led control of how rewards are used to attract, motivate, and retain talent. Core Responsibilities Compensation, Commissions Rewards Architecture Own global compensation structures, including job leveling, salary bands, incentives, and sales commission plans Govern promotion, adjustment, and offer frameworks Model workforce cost, incentive effectiveness, and retention risk Equity Long-Term Incentives Own the design and structure of all equity programs (RSUs, PSUs, options, director equity) Define offer, promotion, and retention grant frameworks Draft and maintain grant templates, exhibits, and documentation Structure non-standard equity events in partnership with Legal and Finance Executive Director Compensation Design and govern executive and board compensation Model pay-for-performance and retention scenarios Manage peer benchmarking and market data Support compensation-related employment and equity terms Global Benefits Strategy Compliance Own the design, cost modeling, and vendor strategy for all global benefits programs Ensure regulatory compliance across health, welfare, retirement, and leave programs Partner with Finance on cost forecasting and with HR Ops on administration and enrollment Evaluate benefit competitiveness and retention impact Board, Governance Risk Own Compensation Committee materials, resolutions, and decision logs Ensure consistency across board decks, proxy disclosures, and internal records Maintain standards for exceptions, accelerations, and off-cycle grants Monitor dilution, pay equity, and incentive risk Finance, Legal External Partnerships Own Section 16 reporting governance for officers and directors, partnering with Legal and Finance to ensure accurate and timely SEC filings, insider compliance, and alignment across equity administration, proxy disclosure, and Compensation Committee records Partnering with legal on Section 16 reporting, contract and regulatory interpretation Partner with Accounting on RSU expense, dilution, SEC and proxy reporting Own compensation consultants, benefits brokers, and equity counsel scope and deliverables Operating Model This role sits within HR Operations Governance and works across: Talent Acquisition (offer economics) HR Operations (payroll, systems, benefits administration) Finance (equity accounting and disclosure) Legal (governance and compliance) This ensures one integrated People-economics model with clean separation of duties. Qualifications 8–12+ years in total rewards, executive compensation, and equity governance Public company and board support experience required Deep expertise in equity, incentives, commissions, and benefits Strong financial modeling, drafting, and governance skills Comfortable operating independently with CFO, CPO, and CLO Spire operates a hybrid work model, and this position will require you to work a minimum of three days per week in the office. Access to US export-controlled software and/or technology may be required for this role. If needed, Spire will arrange the necessary licenses—this is not something candidates need to have before applying. #LI-RK1 The anticipated base salary range for this position is listed below. Final base salary for this role will be based on the location, skills, experience and qualifications. In addition to base compensation, this role may be eligible for annual equity awards and our employee benefits program, including vacation, sick, and personal time off; optional medical, dental, vision, life, and disability coverage; a ... (truncated, view full listing at source)