Vice President, Global Total Rewards
for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections when posting has real specific content. We must not repeat job title. Must not include Job ID etc. Remove boilerplate, navigation, legal, EEO, etc. Must preserve all substantive info. We need to parse the posting. Key sections: - About the role: The initial paragraph(s) describing the role, mission, values, etc. The posting starts: "At Epiq, your work contributes to complex, global legal outcomes. You’ll join a values‑driven community where integrity guides decisions, relentless service sets the bar, and we thrive on big challenges together. We invest in your growth with enterprise‑wide learning and mobility. We celebrate who you are, and we respect life beyond work with flexibility that’s recognized externally. Enabled by modern platforms and AI, you’ll do the most meaningful work of your career and see your impact at scale." That's about the role/company. So we can put that under About the role. - Responsibilities: The "Key Responsibilities" section with sub-bullets: Enterprise Strategy and Executive Partnership, Compensation, Benefits, Payroll, And Recognition, Financial, Operational, and Vendor Stewardship, Transformation, Technology, and Analytics, Global Business Partnership and Leadership, Compliance and Risk Management. Each has bullet points. We'll need to extract each bullet as
- . Possibly group under one responsibilities list? The instruction: Use
- for any list of duties/requirements/benefits. So we can produce a single
- with all responsibility items. Or we could have multiple
- items for each duty. We'll need to capture each bullet point.
Let's list responsibilities bullet points:
From "Enterprise Strategy and Executive Partnership":
- Define and execute a global total rewards strategy aligned with Epiq’s business, workforce, financial, and employee value proposition priorities.
- Advise the Chief Administrative Officer, executive leadership, and HR leadership on compensation, benefits, payroll, recognition, and workforce reward strategies.
- Develop a multi-year roadmap that balances competitiveness, employee experience, affordability, compliance, and operational effectiveness.
- Partner on executive compensation strategy and prepare analyses and recommendations for executive leadership and the Board or applicable committees.
From "Compensation, Benefits, Payroll, And Recognition":
- Lead the design, implementation, governance, and administration of global compensation programs, including base pay, short- and long-term incentives, variable compensation, equity, and executive programs.
- Oversee global health and welfare, retirement, wellbeing, voluntary benefit, leave-related, and executive benefit programs.
- Provide strategic leadership for global payroll operations, technology, controls, compliance, vendor performance, and service delivery.
- Lead Epiq’s enterprise recognition strategy and ensure programs reinforce company values, culture, and business priorities.
From "Financial, Operational, and Vendor Stewardship":
- Own the budget, forecasting, financial modeling, and business cases for total rewards and payroll programs, connecting investments to business and talent outcomes.
- Identify cost-management and program optimization opportunities while preserving competitiveness and employee value.
- Lead vendor strategy, selection, negotiation, governance, and performance management across consultants, brokers, technology providers, and other partners.
- Establish effective policies, controls, metrics, and documentation to support strong governance, compliance, and audit readiness.
From "Transformation, Technology, and Analytics":
- Lead the modernization and simplification of total rewards and payroll through process redesign, automation, digital tools, and improved technology enablement.
- Use market data, workforce analytics, and financial insights to assess competitiveness, utilization, cost, effectiveness, and risk.
- Partner with HR Technology, HR Operations, Finance, Tax, and Legal to strengthen data integrity, system capabilities, controls, and the employee and manager experience.
- Lead change management, communication, education, and adoption for new or redesigned programs.
From "Global Business Partnership and Leadership":
- Serve as a trusted advisor to executive, business, and HR leaders on complex and sensitive total rewards matters.
- Balance enterprise consistency with appropriate geographic, regulatory, cultural, and business-specific requirements.
- Support mergers, acquisitions, divestitures, restructuring, and other business transformations through due diligence, planning, and integration.
- Build, lead, and develop a high-performing global team with strong strategic, analytical, operational, consulting, and technical capabilities.
From "Compliance and Risk Management":
- Ensure global compensation, benefits, payroll, and recognition programs comply with applicable laws, regulations, plan requirements, and company policies.
- Monitor legislative, regulatory, economic, and market developments and recommend actions to manage risk and maintain competitiveness.
- Partner with Legal, Finance, Tax, Risk, and audit resources to maintain appropriate governance, controls, and documentation.
Now "Professional Experience And Qualifications": This includes experience and qualifications. We need to split into Requirements, Qualifications, Skills maybe. The instruction: Use headings for Requirements, Qualifications, Skills. We need to decide what goes where.
We have "Professional Experience And Qualifications" bullet list:
- 10+ years of progressively responsible experience across total rewards, compensation, benefits, payroll, or related Human Resources disciplines.
- Significant experience leading a broad, global total rewards function in a complex, geographically dispersed organization.
- Demonstrated success designing and executing enterprise compensation, benefits, executive compensation, incentive, and payroll strategies.
- Experience advising C-suite executives and preparing analyses or recommendations for a Board or applicable Board committee.
- Strong financial and commercial acumen, including ownership of significant budgets, forecasts, business cases, contracts, and vendor relationships.
- Demonstrated success leading transformation, operating-model redesign, technology enablement, or process optimization.
- Strong knowledge of global total rewards governance, regulatory requirements, internal controls, and risk-management practices.
- Exceptional executive presence, judgment, communication, influencing, analytical, and team leadership skills.
- Experience with mergers, acquisitions, divestitures, or integrations and experience in professional services are preferred.
Then "Education and Credentials":
- Bachelor’s degree in Human Resources, Business Administration, Finance, Organizational Leadership, or a related field, or an equivalent combination of education and relevant experience.
- Master’s degree and relevant credentials such as CCP, CBP, GRP, SHRM-SCP, or SPHR are preferred.
We also have "The Compensation range for this role is $225,000.00 to $250,000.00 USD annually and may be eligible for an annual bonus." That's Pay.
Also "#Remote" indicates remote work, maybe schedule? Not exactly schedule. There's no explicit schedule info. So we should not create Schedule section unless posting actually states it. It does not. So omit Schedule.
Benefits: The posting mentions "Click Here To Learn About Epiq's Benefits." but no details. There's also earlier: "We celebrate who you are, and we respect life beyond work with flexibility that’s recognized externally." That's a benefit? It's more about flexibility. Also "We invest in your growth with enterprise‑wide learning and mobility." That's a benefit. However the instruction: include Benefits section only when posting has real, specific content for it. The posting does not list specific benefits like health insurance, 401k, etc. It mentions flexibility, learning, mobility. Those are somewhat specific but not a list. Might be considered substantive? The instruction says: "Prefer a few substantive sections over many thin ones." And "include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. 'commensurate with experience', 'not specified', 'N/A', 'varies', 'TBD')". The benefits mentioned are somewhat specific: flexibility recognized externally, enterprise-wide learning and mobility. Could be considered benefits. However there is also a link "Click Here To Learn About Epiq's Benefits." which suggests details elsewhere. Since we don't have actual benefit details, maybe we should omit Benefits section to avoid thin content. But we could include a short paragraph under Benefits summarizing flexibility, learning, mobility. However that might be considered not a list but prose. The instruction: Use
for prose. So we could have a Benefits section with a
describing flexibility, learning, mobility. That seems substantive enough. Pay: we have compensation range and bonus eligibility. So include Pay section. Schedule: none. Now we need to decide on Requirements vs Qualifications vs Skills. Typically Requirements = experience, Qualifications = education/credentials, Skills = abilities. Let's map: Requirements (Professional Experience): - 10+ years of progressively responsible experience across total rewards, compensation, benefits, payroll, or related HR disciplines. - Significant experience leading a broad, global total rewards function in a complex, geographically dispersed organization. - Demonstrated success designing and executing enterprise compensation, benefits, executive compensation, incentive, and payroll strategies. - Experience advising C-suite executives and preparing analyses or recommendations for a Board or applicable Board committee. - Strong financial and commercial acumen, including ownership of significant budgets, forecasts, business cases, contracts, and vendor relationships. - Demonstrated success leading transformation, operating-model redesign, technology enablement, or process optimization. - Strong knowledge of global total rewards governance, regulatory requirements, internal controls, and risk-management practices. - Experience with mergers, acquisitions, divestitures, or integrations and experience in professional services are preferred. Qualifications (Education and Credentials): - Bachelor’s degree in Human Resources, Business Administration, Finance, Organizational Leadership, or a related field, or an equivalent combination of education and relevant experience. - Master’s degree and relevant credentials such as CCP, CBP, GRP, SHRM-SCP, or SPHR are preferred. Skills (maybe from "Exceptional executive presence, judgment, communication, influencing, analytical, and team leadership skills." Also maybe "Strong financial and commercial acumen" etc but that's more experience. We'll extract skills: Exceptional executive presence, judgment, communication, influencing, analytical, and team leadership skills. Also maybe "Strong financial and commercial acumen" could be skill but we already used in requirements. We'll keep skills as that line. Now About the role: we have the initial paragraph(s). Also maybe the sentence "Job Description: Position Summary The Vice President, Global Total Rewards is a key member of the Human Resources leadership team responsible for defining and executing Epiq’s global total rewards strategy. Reporting to the Chief Administrative Officer, this executive leads compensation, executive compensation, benefits, retirement, wellbeing, payroll, and recognition programs. This leader partners with the Chief Administrative Officer, executive leadership, the Board of Directors, and business and functional leaders to deliver market-competitive, financially sustainable programs that advance Epiq’s business strategy, talent priorities, and employee experience. The role also leads the continued modernization of global total rewards and payroll through strong governance, analytics, technology, and operational excellence." That is part of Job Description. Should we include that in About the role or Responsibilities? It's more about role summary. Could be part of About the role. We'll combine the initial paragraph and the Position Summary into About the role. Thus About the role content: combine: "At Epiq, your work contributes to complex, global legal outcomes. You’ll join a values‑driven community where integrity guides decisions, relentless service sets the bar, and we thrive on big challenges together. We invest in your growth with enterprise‑wide learning and mobility. We celebrate who you are, and we respect life beyond work with flexibility that’s recognized externally. Enabled by modern platforms and AI, you’ll do the most meaningful work of your career and see your impact at scale. Position Summary: The Vice President, Global Total Rewards is a key member of the Human Resources leadership team responsible for defining and executing Epiq’s global total rewards strategy. Reporting to the Chief Administrative Officer, this executive leads compensation, executive compensation, benefits, retirement
- under subheadings? But they said use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So only one
Responsibilities. Under that we can have a
- with
- items for each duty. We'll need to capture each bullet point.
Let's list responsibilities bullet points:
From "Enterprise Strategy and Executive Partnership":
- Define and execute a global total rewards strategy aligned with Epiq’s business, workforce, financial, and employee value proposition priorities.
- Advise the Chief Administrative Officer, executive leadership, and HR leadership on compensation, benefits, payroll, recognition, and workforce reward strategies.
- Develop a multi-year roadmap that balances competitiveness, employee experience, affordability, compliance, and operational effectiveness.
- Partner on executive compensation strategy and prepare analyses and recommendations for executive leadership and the Board or applicable committees.
From "Compensation, Benefits, Payroll, And Recognition":
- Lead the design, implementation, governance, and administration of global compensation programs, including base pay, short- and long-term incentives, variable compensation, equity, and executive programs.
- Oversee global health and welfare, retirement, wellbeing, voluntary benefit, leave-related, and executive benefit programs.
- Provide strategic leadership for global payroll operations, technology, controls, compliance, vendor performance, and service delivery.
- Lead Epiq’s enterprise recognition strategy and ensure programs reinforce company values, culture, and business priorities.
From "Financial, Operational, and Vendor Stewardship":
- Own the budget, forecasting, financial modeling, and business cases for total rewards and payroll programs, connecting investments to business and talent outcomes.
- Identify cost-management and program optimization opportunities while preserving competitiveness and employee value.
- Lead vendor strategy, selection, negotiation, governance, and performance management across consultants, brokers, technology providers, and other partners.
- Establish effective policies, controls, metrics, and documentation to support strong governance, compliance, and audit readiness.
From "Transformation, Technology, and Analytics":
- Lead the modernization and simplification of total rewards and payroll through process redesign, automation, digital tools, and improved technology enablement.
- Use market data, workforce analytics, and financial insights to assess competitiveness, utilization, cost, effectiveness, and risk.
- Partner with HR Technology, HR Operations, Finance, Tax, and Legal to strengthen data integrity, system capabilities, controls, and the employee and manager experience.
- Lead change management, communication, education, and adoption for new or redesigned programs.
From "Global Business Partnership and Leadership":
- Serve as a trusted advisor to executive, business, and HR leaders on complex and sensitive total rewards matters.
- Balance enterprise consistency with appropriate geographic, regulatory, cultural, and business-specific requirements.
- Support mergers, acquisitions, divestitures, restructuring, and other business transformations through due diligence, planning, and integration.
- Build, lead, and develop a high-performing global team with strong strategic, analytical, operational, consulting, and technical capabilities.
From "Compliance and Risk Management":
- Ensure global compensation, benefits, payroll, and recognition programs comply with applicable laws, regulations, plan requirements, and company policies.
- Monitor legislative, regulatory, economic, and market developments and recommend actions to manage risk and maintain competitiveness.
- Partner with Legal, Finance, Tax, Risk, and audit resources to maintain appropriate governance, controls, and documentation.
Now "Professional Experience And Qualifications": This includes experience and qualifications. We need to split into Requirements, Qualifications, Skills maybe. The instruction: Use headings for Requirements, Qualifications, Skills. We need to decide what goes where.
We have "Professional Experience And Qualifications" bullet list:
- 10+ years of progressively responsible experience across total rewards, compensation, benefits, payroll, or related Human Resources disciplines.
- Significant experience leading a broad, global total rewards function in a complex, geographically dispersed organization.
- Demonstrated success designing and executing enterprise compensation, benefits, executive compensation, incentive, and payroll strategies.
- Experience advising C-suite executives and preparing analyses or recommendations for a Board or applicable Board committee.
- Strong financial and commercial acumen, including ownership of significant budgets, forecasts, business cases, contracts, and vendor relationships.
- Demonstrated success leading transformation, operating-model redesign, technology enablement, or process optimization.
- Strong knowledge of global total rewards governance, regulatory requirements, internal controls, and risk-management practices.
- Exceptional executive presence, judgment, communication, influencing, analytical, and team leadership skills.
- Experience with mergers, acquisitions, divestitures, or integrations and experience in professional services are preferred.
Then "Education and Credentials":
- Bachelor’s degree in Human Resources, Business Administration, Finance, Organizational Leadership, or a related field, or an equivalent combination of education and relevant experience.
- Master’s degree and relevant credentials such as CCP, CBP, GRP, SHRM-SCP, or SPHR are preferred.
We also have "The Compensation range for this role is $225,000.00 to $250,000.00 USD annually and may be eligible for an annual bonus." That's Pay.
Also "#Remote" indicates remote work, maybe schedule? Not exactly schedule. There's no explicit schedule info. So we should not create Schedule section unless posting actually states it. It does not. So omit Schedule.
Benefits: The posting mentions "Click Here To Learn About Epiq's Benefits." but no details. There's also earlier: "We celebrate who you are, and we respect life beyond work with flexibility that’s recognized externally." That's a benefit? It's more about flexibility. Also "We invest in your growth with enterprise‑wide learning and mobility." That's a benefit. However the instruction: include Benefits section only when posting has real, specific content for it. The posting does not list specific benefits like health insurance, 401k, etc. It mentions flexibility, learning, mobility. Those are somewhat specific but not a list. Might be considered substantive? The instruction says: "Prefer a few substantive sections over many thin ones." And "include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. 'commensurate with experience', 'not specified', 'N/A', 'varies', 'TBD')". The benefits mentioned are somewhat specific: flexibility recognized externally, enterprise-wide learning and mobility. Could be considered benefits. However there is also a link "Click Here To Learn About Epiq's Benefits." which suggests details elsewhere. Since we don't have actual benefit details, maybe we should omit Benefits section to avoid thin content. But we could include a short paragraph under Benefits summarizing flexibility, learning, mobility. However that might be considered not a list but prose. The instruction: Use