Vice President, Total Rewards

Job Summary The Vice President of Total Rewards defines, develops, and implements strategic compensation and benefits initiatives aligned with the company vision, culture, and strategic plans. This player‑coach leader operates both strategically and hands‑on, reporting to the Senior Vice President of People. Responsibilities include leading and presenting executive compensation programs, ensuring legal compliance, and designing and implementing all benefits and compensation practices for a high‑growth, acquisition‑driven organization. Responsibilities Lead total rewards due diligence and integration efforts for acquisitions, including compensation alignment, benefits harmonization, and retention strategies. Craft a total rewards strategy that drives business performance, considers competitive positioning and ROI, and aligns with team member needs and organizational culture. Design reward structures in professional services environments, incorporating incentive mechanisms tied to revenue, utilization, or book of business. Maintain and refine an employee benefits strategy, providing thought‑leadership on future benefits propositions and weighing competitive standards, costs, liability, and member interests. Assess and refine executive short‑ and long‑term incentive plans to balance individual performance, ownership, corporate goals, and governance interests of the Executive Compensation Committee. Analyze market data, incorporate industry trends, and apply best practices to the total rewards strategy. Strategize new communication channels for marketing total rewards and wellness initiatives. Qualifications Bachelor’s degree in Human Resources or business required; advanced degree preferred. 10+ years of HR, compensation, and benefits leadership experience. Experience leading total rewards in a global organization with multi‑region, multi‑regulatory environments. Background in scaled enterprises (5,000+ employees) or equivalent complexity. Strong experience in professional services, consulting, or partnership‑based business models. Demonstrated success supporting M&A activity, including harmonization of compensation and benefits across acquired entities. Certified Compensation Professional (CCP) certification preferred; SPHR or PHR certification a plus. High proficiency in executive compensation, including working with compensation consultants and presenting to the Compensation Committee of the Board of Directors. Ability to lead and manage people in a diverse and changing work environment. Geographically dispersed experience and strong business acumen. Experience leveraging Workday or equivalent ERP systems for compensation and benefits strategy, analytics, and scalability. Additional Skills Strong analytical and business‑acumen skills. Excellent communication and collaborative style. Inclusive stakeholder engagement across the corporation. Pragmatic, action‑oriented, and adaptable to changing priorities. Customer‑service mindset and relationship‑building ability. Supervisory Responsibilities Responsible for leading a group of approximately ten HR professionals. Work Environment Standard indoor work setting with long periods of computer use, occasional standing, and regular interaction with employees and vendors. Independent travel of 10–30% required. Equal Opportunity Employer Ryan is an equal opportunity employer committed to compliance with all applicable laws prohibiting employment discrimination. We are an affirmative‑action employer and take employment actions and make employment decisions without regard to race, color, religion, creed, gender, sex (including pregnancy), sexual orientation, gender identity or expression, national origin, ancestry, age, marital status, citizenship status, genetic predisposition or carrier status, disability, military status, or any other protected class. Data Privacy Notice To protect and handle personal information, please refer to our privacy notice for additional information on how we protect and process data. #J-18808-Ljbffr