Dedicated to innovative placemaking, Howard Hughes Communities is the real estate platform of `Howard Hughes Holdings Inc. (NYSE: HHH) and is recognized for its ongoing commitment to design excellence and to the cultural life of its communities. Building on that foundation, we foster a culture of curiosity that empowers every employee to shape their own story within our organization.

About The Role

The Director, Compensation & Benefits is a strategic and hands‑on leader responsible for designing, implementing, and managing comprehensive compensation, benefits, and recognition programs that attract, retain, and motivate top talent. This role partners closely with Culture & People, Finance, and business leadership to ensure our total rewards philosophy is competitive, performance‑driven, and aligned with company values, business objectives, and our evolving operating model.

The ideal candidate combines deep total rewards expertise with strong business acumen, analytical capability, and the ability to communicate complex concepts in a clear and compelling way to leaders and employees at all levels.

What You Will Do

Total Rewards Strategy & Governance

Develop and refine a comprehensive total rewards strategy (compensation, benefits, recognition, and well‑being) that supports business priorities, drives performance, and enhances employee engagement and retention.
Translate strategy into clear programs, guidelines, and governance frameworks that can be consistently applied across locations and business units.
Monitor external trends, competitive practices, and regulatory developments to ensure our programs remain market‑competitive, equitable, and compliant.
Partner with Culture & People leadership to evolve and articulate the company’s total rewards philosophy, ensuring it is clearly understood by leaders and employees.

Compensation Programs

Lead the design, administration, and continuous improvement of base salary structures, short‑term incentive plans, and long‑term/equity‑based programs for assigned populations.
Oversee the annual compensation cycle, including market benchmarking, salary structure reviews, incentive plan funding and design, and individual pay decisions.
Provide consultation and decision support on job evaluation, leveling, and internal equity, partnering closely with Talent Acquisition and HR Business Partners on offers, promotions, and adjustments.
Support executive and leadership compensation analyses and materials as needed, including modeling and preparation of data for senior leadership and Board‑level review (in partnership with VP/Total Rewards leadership).
Maintain and enhance job architecture, career frameworks, and pay bands, ensuring alignment with business needs and a clear line of sight to growth opportunities for employees.

Benefits & Well‑Being

Oversee the design, funding, and administration of health & welfare, retirement, time‑off, and well‑being programs, ensuring they are competitive, cost‑effective, and aligned with our culture.
Lead relationships with benefits brokers, carriers, and vendors, including renewal negotiations, plan design recommendations, and ongoing service management.
Direct annual open enrollment planning and execution, including employee communications, systems configuration/testing, and issue resolution.
Evaluate and implement well‑being and recognition initiatives that reinforce our culture, support diverse employee needs, and drive measurable utilization and impact.

Analytics, Systems & Compliance

Use data and analytics to evaluate program effectiveness, inform design changes, and tell a clear story about pay and benefits competitiveness, internal equity, and return on investment.
Partner with HRIS (e.g., Workday) and Finance to ensure the accuracy and integrity of compensation and benefits data, reporting, and workflows.
Ensure compliance with all federal, state, and local regulations affecting compensation and benefits (e.g., pay transparency laws, FLSA, ERISA, ACA, COBRA, HIPAA, IRS rules).
Develop and maintain policies, procedures, and documentation that support audit readiness and consistent application of total rewards practices.

Business Partnership & Communication

Serve as a trusted advisor to HR Business Partners and leaders on compensation, benefits, and recognition matters, including organization design, offers, promotions, and retention strategies.
Create and deliver clear, employee‑friendly communications that help employees understand the full value of their total rewards package.
Provide training and tools for managers to have effective pay and performance conversations and to apply guidelines consistently.
Support M&A / integration activities as needed, including due diligence, rewards harmonization, and change management.

About You

Bachelor’s degree in Human Resources, Business Administration, Finance, or related field required. Master’s degree preferred.
Certified Compensation Professional (CCP), Certified Benefits Professional (CBP), or similar professional designation preferred.
8+ years of progressive experience in compensation, benefits, and total rewards, including ownership of large‑scale programs.
3–5+ years in a leadership or senior individual contributor role with responsibility for strategy design and implementation.
Strong background in job evaluation, market pricing, salary structure design, and incentive plan design.
Demonstrated experience managing health & welfare and retirement programs, including vendor management and annual renewals.
Experience in a multi‑state, corporate and field‑based environment; real estate, hospitality, or related industries a plus.
Exceptional analytical and financial modeling skills; advanced proficiency in Excel and strong comfort with HRIS/comp planning tools (Workday experience preferred).
Ability to interpret complex data, identify insights, and make clear, data‑driven recommendations to senior leaders.
Strong consulting, relationship‑building, and influencing skills, with the ability to work effectively across HR, Finance, Legal, and business leadership.
Excellent written and verbal communication skills, including the ability to simplify complex concepts for non‑experts.
Proven ability to balance strategic thinking with hands‑on execution, managing multiple priorities and deadlines in a fast‑paced environment.
High level of discretion, integrity, and judgment in handling sensitive and confidential information.

Benefits Built For You

At Howard Hughes Communities, we offer competitive, market-based compensation that rewards performance and supports career growth. Our comprehensive benefits package designed to support employees at every stage of their career, is focused on holistic wellness—social, emotional, financial, and physical.

Competitive 401k plan
Generous PTO policy
Premium medical, dental, and vision coverage
Voluntary benefits for unexpected life events
Student loan assistance and stipends to assist with lifelong learning

About Howard Hughes Communities

Howard Hughes Communities develops, owns, and operates the nation’s premier large-scale master planned communities and mixed-use developments. Our award-winning portfolio includes The Woodlands®, Bridgeland®, and The Woodlands Hills® in Greater Houston; Summerlin® in Las Vegas; Teravalis™ in Greater Phoenix; Ward Village® in Honolulu; and Merriweather District® in Columbia, Maryland. Strategically positioned to meet and accelerate development based on market demand, we offer one of the strongest real estate platforms in the country. Learn more at  communities.howardhughes.com .

NOTICE TO THIRD-PARTY AGENCIES

Please note that Howard Hughes Communities does not accept unsolicited resumes from recruiters or employment agencies. In the absence of a signed Recruitment Fee Agreement, Howard Hughes Communities will not consider or agree to payment of any referral compensation or recruiter fee. In the event a recruiter or agency submits a resume or candidate without a previously signed agreement, Howard Hughes Communities explicitly reserves the right to pursue and hire those candidate(s) without any financial obligation to the recruiter or agency. Any unsolicited resumes, including those submitted to hiring managers, are deemed to be the property of Howard Hughes Communities.

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Director, Compensation & Benefits