VP, Global Total Rewards

VP, Global Total Rewards

The Global Head of Total Rewards is a strategic role responsible for designing, governing, and delivering a comprehensive, market-competitive, and values-aligned total rewards strategy for a publicly traded, multinational organization. Reporting to the CHRO, this role ensures pay-for-performance alignment, supports talent attraction and retention across geographies, and meets the governance and disclosure requirements of a public company. The role leads global compensation, benefits, executive compensation, equity programs, and rewards governance, partnering closely with the Board Compensation Committee, executive leadership, Finance, Legal, and external advisors.
Key job responsibilities include developing and executing a global total rewards strategy aligned with business priorities, talent strategy, and shareholder expectations; leading executive and equity compensation programs and partnering with the Board Compensation Committee; owning public company compensation governance and regulatory disclosures; designing and managing global compensation programs and annual pay cycles; providing strategic oversight of benefits, well-being, and retirement programs; partnering with VP HR Operations/technology to execute global pay equity and transparency efforts; partnering with Finance on budgeting, forecasting, and financial controls; and leading and developing a high-performing global total rewards team.
Benefits design and administration responsibilities include strong knowledge in design, funding, compliance, administration, and communication of employee benefits programs; establishing strategy for global benefits and continuously evaluating all benefits plans to ensure they are cost effective, competitive, and meet the needs of the employees and the company; proposing plan changes for utilization and financial impact; providing recommendations to the Benefit Committee for the annual benefits and compensation budget; managing execution and administration of company-wide health and welfare programs for all employees including group medical, dental, vision, life, disability, retirement, and voluntary benefit programs; working effectively with external vendors and service providers; and applying comprehensive knowledge of federal and state regulations.
Compensation design and administration responsibilities include developing, implementing, and managing base and variable compensation programs that ensure competitiveness and sound administration policies; aligning pay programs with company vision and core values; monitoring the effectiveness of existing compensation policies and incentive plans; recommending plan revisions as well as new plans that are cost effective and consistent with compensation trends and corporate objectives; leading the deployment of a global standardized job leveling structure which supports career development across the entire organization; and execution of all merit and incentive plans in collaboration with leadership and payroll.
People development responsibilities include leading a team responsible for the day to day employee benefits and compensation administration; role modeling both how to lead/coach/develop talent while concurrently showing willingness and ability to execute staff work in partnership with the team; creating a culture of service and innovation that results in effective delivery of plans to the entire organization; managing staff by setting clear goals and delegating tasks within appropriate deadlines; developing team to accomplish results through training, development, performance management and recognition; providing focused and continued training and coaching; monitoring team performance, report on metrics, and discover improvement areas; and encouraging creativity, risk taking, and open communication.
Strategic initiatives include representing Total Rewards as a critical component to cross-functional projects; delivering simplification and continuous improvement of compensation and incentive plans globally; participating, leading, and driving HR transformational initiatives and strategic projects; assessing all existing processes and procedures; developing and implementing new processes to improve efficiency and effectiveness of HR/payroll function; collaborating with HR, Finance, Operations, and Legal is critical to ensure programs and systems are optimized; and identifying new approaches leveraging AI/Automation for benchmarking compensation relative to jobs, job levelling and incentive performance analysis.
Job qualifications include a Bachelor's degree required; MBA or advanced degree preferred; 12+ years of progressive total rewards experience in a global organization; strong public company executive compensation and equity experience; proven experience supporting Boards and Compensation Committees; strong financial, analytical, and strategic capabilities; experience in multinational, matrixed organizations; familiarity with global HRIS and equity administration platforms; experience managing compensation consultants and benefit brokers; exceptional leadership, collaboration, influence, and communication skills; experience with systems used for compensation planning, modeling and market research; excellent management skills, with experience in managing a staff of at least 6 and building a culture of customer service focus; and excellent verbal and written communications skills.
Competencies include executive presence and Board-level credibility; strategic and analytical mindset; sound judgment and integrity; ability to simplify complex topics; global mindset and cultural fluency.