Vice President, Total Rewards
About the role
The Vice President, Total Rewards is responsible for designing, implementing, and overseeing the organization’s global total rewards strategy, including compensation, benefits, recognition, and related employee value programs. This role ensures that total rewards programs align with business objectives, attract and retain top talent, reinforce a high‑performance culture, and comply with regulatory requirements. The VP works closely with senior leadership, HR business partners, Finance, and business leaders to develop competitive, equitable, and sustainable rewards structures that support the company’s growth and strategic goals.
Responsibilities
- Develop and execute an integrated Total Rewards strategy aligned with the company’s business goals, talent strategy, employee experience, and growth objectives.
- Design and oversee broad‑based, executive, compensation, recognition, and benefits programs that are competitive, equitable, compliant, and financially sustainable.
- Lead the annual compensation planning cycle, including salary structures, merit increases, bonus programs, incentive plans, and pay‑for‑performance processes.
- Oversee benefits strategy and administration, including health and welfare, retirement, wellness, leave programs, vendor partnerships, compliance, and employee communications.
- Conduct market analysis, benchmarking, job evaluation, job architecture, leveling, and salary banding to ensure competitive and consistent rewards programs.
- Partner with Finance, Legal, Payroll, HR Operations, HR Business Partners, Talent Acquisition, and external vendors to manage governance, cost effectiveness, compliance, and service delivery.
- Ensure compliance with applicable federal, state, and international compensation and benefits laws, including FLSA, Equal Pay Act, pay transparency, and related regulatory requirements.
- Use workforce analytics, compensation data, benefits insights, and pay equity analysis to provide data‑driven recommendations to senior leadership.
- Create communication strategies, total rewards statements, training, and resources that help leaders and employees understand the full value of the company’s rewards offerings.
- Provide leadership and mentorship to the Total Rewards team, fostering innovation, accountability, continuous improvement, and strong stakeholder partnership.
Desired Competencies
- Compensation Management
- Executive Compensation
- Incentive Programs
- Market Pricing
- Compensation Program Design
- Compensation Strategy Development
- Compensation Communication
- HR Regulatory Compliance
- Compensation Management Software
- Benefits Strategy
- Benefits Administration
- Benefits Compliance
Your Experience
- Bachelor’s degree in finance, accounting, human resources, or a related field required; Master’s preferred or equivalent work experience.
- 10+ years of progressive compensation experience, with at least 5 years in a leadership role.
- Demonstrated experience with global benefits strategy, administration, vendor management, compliance, and employee communications.
- Extensive focus on U.S. and Canadian health and welfare plan design.
- Experience in global compensation structures and strategies.
- Expertise in executive compensation, incentive programs, and equity‑based compensation.
- Strong knowledge of compensation regulations, including FLSA, SEC, and global pay compliance laws.
- Experience in the consulting industry or financial services industry is a plus.
- Proven ability to lead and influence senior executives in compensation decision‑making.
- Strong analytical skills with proficiency in compensation analytics tools and HRIS systems.
- Excellent communication and stakeholder management skills.
Certifications (Preferred)
- Certified Compensation Professional (CCP) or similar certification.
- Knowledge of UKG, CompAnalyst, or other HR technology platforms.
Pay
Base Compensation Range: $250,000 USD – $280,000 USD. The individual may also be eligible for a variety of bonus and financial incentives based on individual and company performance. Compensation is determined by factors such as skill set, experience, certifications, geographic location, and other business needs.