VP, Total Rewards

Assistant Vice President, Total Rewards
Location: Confidential | Compensation: 170k - 210k + Bonus

About the Company
Our client is a complex, multi-entity organization with a clear commitment to building competitive, equitable, and strategically aligned people programs. This is a confidential search.

About the Role
The Assistant Vice President, Total Rewards is a senior enterprise leader accountable for the full spectrum of total rewards, compensation, benefits, and the governance and execution that holds it all together. It is for the rewards executive who understands that well-designed programs directly drive attraction, retention, performance, and business outcomes.

This leader will partner closely with executive leadership, Finance, Legal, HR Business Partners, Talent Acquisition, and Payroll to deliver market-informed, operationally sound reward programs across the organization.

Responsibilities
Total Rewards Strategy & Leadership

Own and drive an enterprise-wide total rewards strategy that connects directly to business performance, workforce priorities, and long-range organizational goals

Establish and steward a rewards philosophy that balances market positioning, internal fairness, pay transparency, and meaningful performance differentiation

Serve as the executive accountable for the integrity, competitiveness, and governance of all compensation and benefits programs

Bring a sharp external lens to leadership discussions, translating labor market intelligence, cost dynamics, and emerging risks into actionable recommendations

Ensure reward programs are consistently working to win, keep, and motivate the talent the business needs

Benefits Strategy & Administration

Set the strategic direction for health and welfare, retirement, leave, and ancillary benefit programs ensuring they are valued by employees and sustainable for the business

Hold vendors accountable to performance standards while continuously evaluating whether the portfolio reflects both employee needs and market realities

Use data utilization trends, employee feedback, cost analysis to make informed decisions about program design and investment

Ensure employees actually understand and can access the value of their benefits through clear, effective communication strategies

Compensation Strategy, Design & Administration

Build and maintain the foundational infrastructure of compensation, job architecture, leveling frameworks, salary bands, and incentive structures that scales with the business

Run rigorous pay equity analyses, both internally and against the market, ensuring the organization can stand behind its pay decisions

Manage the full annual merit cycle from end to end, including system configuration, manager guidance, execution, and outcome reporting

Ensure compensation decisions at every employee touchpoint: offers, promotions, transfers, adjustments are consistent, defensible, and aligned to strategy

Equip managers and leaders with the tools, education, and frameworks they need to make confident, well-reasoned pay decisions

Partner with Finance on budget modeling, cost forecasting, and the financial sustainability of compensation programs

Design and enforce governance structures that bring discipline and consistency to how pay decisions get made across the organization

Stakeholder Partnership & Executive Advisory

Function as a true cross‑functional partner working alongside HR, Finance, Legal, Payroll, IT, and business leaders to ensure rewards programs are both strategically sound and operationally executable

Advise senior leaders with clarity and confidence on complex pay and benefits decisions, bringing data and market context to every conversation

Translate complex rewards topics into straightforward, actionable guidance for managers and meaningful communications for employees

Prepare and present to executive and board audiences on program strategy, market competitiveness, cost positioning, and outcomes

Team Leadership & Functional Excellence

Recruit, develop, and lead a high‑performing total rewards team, setting high standards, clear accountabilities, and a culture of excellence

Build a function that is known for being responsive, rigorous, and trusted across the organization

Continuously evaluate whether the team's structure, capabilities, and vendor partnerships are the right ones to meet the business where it's going

Drive change management when programs evolve ensuring transitions are smooth, well‑communicated, and adopted effectively

Qualifications

15+ years of progressive experience in compensation, benefits, or total rewards, including senior leadership responsibility

Demonstrated experience designing and leading enterprise compensation and benefits strategies

Strong knowledge of job architecture, market benchmarking, pay practices, incentives, and benefits administration

Strong financial, analytical, and business acumen with the ability to connect rewards strategy to business outcomes

Proven ability to influence senior leaders and partner effectively across HR, Finance, Legal, Payroll, and the business

Strong written and verbal communication, change leadership, and project management skills

Bachelor's degree required in Human Resources, Business Administration, Finance, or related field; advanced degree preferred

CCP, CEBS, or related certification preferred

Equal Opportunity
Our client is committed to building strong, diverse teams and an environment where high performers can do their best work.

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