Vice President, Total Rewards
Epiq · Overland Park, KS · 3 wk ago
OTHR$225k–$250k/yrFull-time
We need to output HTML fragment with sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule headings only if content exists. We must not repeat job title. Remove boilerplate, navigation, EEO, etc. Keep substantive info.
We need to parse the posting.
Key sections:
- About the role: maybe the introductory paragraph before Job Description: "At Epiq, your work contributes to complex, global legal outcomes..." etc. That's about the role. We'll put that in maybe with subpoints? The instruction: Use
. - 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 bullet has paragraphs. We'll need to extract each bullet as
- for any list of duties/requirements/benefits. So we can treat each major bullet as
- and inside maybe
for prose? Usually we can put
...
. Simpler: - ... text ... . We'll keep content. - Requirements: "Professional Experience And Qualifications" includes experience, education, credentials. Could split into Requirements (experience) and Qualifications (education). But we can combine? The instruction: Use headings for sections like Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to decide what content fits each. We have: Professional Experience And Qualifications: bullet list of experience requirements (12+ years, leading global total rewards, etc). Then Education and Credentials: Bachelor's degree..., Master's degree and relevant credentials... We could treat "Professional Experience And Qualifications" as Requirements (experience) and "Education and Credentials" as Qualifications. Also there may be Skills: maybe not explicit but could infer from experience: strong financial acumen, etc. But we should not invent. There's no explicit Skills section. So we may omit Skills. Benefits: The posting mentions "Click Here To Learn About Epiq's Benefits." but no detail. 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 about flexibility. Also "We invest in your growth with enterprise‑wide learning and mobility." That's a benefit. Also "Enabled by modern platforms and AI, you’ll do the most meaningful work of your career and see your impact at scale." Not exactly benefit. There's also mention of bonus eligibility. But we need actual benefits statements. The posting includes: "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." Those are benefits. Also maybe "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. Thus we can create Benefits section with those statements. Pay: The compensation range and bonus eligibility. Schedule: Not mentioned. No schedule info (remote? It says "#Remote". That indicates remote work. Could be schedule? It's location remote. Not schedule like full-time/part-time. Probably we should not create Schedule section because no explicit schedule info (like hours). The remote note could be placed maybe in About the role or Benefits? But we should not invent. The instruction: never create Pay/Schedule/Benefits sections unless posting actually states them. Benefits we have statements. Pay we have. Schedule we do not have explicit schedule (like full-time, hours). So omit Schedule. We also need to include minor metadata like Job ID etc folded into short p or drop. There's none visible besides "#Remote". We could treat that as a short p maybe under About the role? But it's not metadata like Job ID. It's a work arrangement. Could be considered a benefit? It's remote work. Could be included in Benefits as "Remote work eligible". But it's not explicit benefit statement; it's a tag. Might be okay to include in Benefits as "Remote work eligible". However instruction: do not invent or summarize away detail. The "#Remote" is a detail; we can include it as a short p maybe under About the role or Benefits. Since it's about work arrangement, maybe better as a short p under About the role: "Remote work eligible." But we need to preserve ALL substantive information. So we should include that. Thus About the role paragraph: include the introductory paragraph plus maybe the remote note. Let's extract About the role: "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 the intro before Job Description. Then after that there is "#Remote". We'll add a short p: "Remote work eligible." Now Responsibilities: We'll list each major bullet. Let's extract each bullet content: 1. 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. 2. 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. 3. 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. 4. 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. 5. 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. 6. 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 Requirements: from Professional Experience And Qualifications bullet list: - 12+ 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. Now 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. Now Benefits: we have: - 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. - Remote work eligible (from #Remote). Maybe also mention bonus eligibility? That's Pay. Pay: The Compensation range for this role is $225,000.00 to $250,000.00 USD annually and may be eligible for an annual bonus. We should not include "Click Here To Learn About Epiq's Benefits." as it's a link instruction; we can drop as boilerplate/application instruction. Also we should drop the Epiq Leadership Compass sections (they are generic values). Those are boilerplate? They are not specific to the job; they appear to be generic leadership principles. Likely considered boilerplate; we should remove. Also drop EEO policy etc. Now construct HTML. We'll have:
- 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.
- 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.
- Own the budget
About the role
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.
Remote work eligible.