Interim VP of Total Rewards (Remote)

Job Description

Job Description

HumCap is recruiting on behalf of a growing, private-sector employer in Louisville, Kentucky for an Interim VP of Total Rewards to lead the function through a defined, high-stakes transition — with real influence on what the permanent role becomes next.
This is a hands-on leadership seat for an experienced total rewards executive who can step in immediately, assess what's working and what isn't, and drive the function forward without a long ramp-up. You'll own compensation, benefits, and wellbeing strategy end-to-end, report directly into senior HR and executive leadership, and be the person the C-suite turns to for a clear, credible answer on pay and rewards — starting week one.

Key Responsibilities

• Step in immediately to assess the current state of compensation and benefits programs, identify gaps and risks, and stabilize the function during the transition.
• Design and own the enterprise-wide total rewards strategy: base pay, incentive compensation, equity, benefits, and retirement programs.
• Partner directly with the CHRO, CFO, and Compensation Committee on executive compensation design, market positioning, and board-level reporting.
• Own job architecture and compensation structure: pay bands, market pricing, leveling, and pay equity analysis across the organization.
• Lead annual compensation cycles — merit, bonus, equity refresh, and market adjustments — with a clear, defensible methodology.
• Own benefits strategy: health and welfare plans, wellness programs, retirement plans, vendor selection, and renewals.
• Ensure compliance with FLSA, ACA, ERISA, and state pay transparency requirements; keep programs audit-ready.
• Build and lead a total rewards team, raising the bar on data quality, program design, and internal consulting skills.
• Partner with Talent Acquisition on offer strategy and competitive positioning to help the company win talent.
• Own vendor relationships with brokers, actuaries, and compensation survey providers (Mercer, WTW, Radford, or similar).
• Translate total rewards philosophy into clear, compelling communication for employees and leaders alike — people should understand why they're paid what they're paid.
• Support M&A due diligence and integration of compensation and benefits programs as the organization grows.
• Document current-state programs, decisions, and rationale so the transition to permanent leadership — or an extended engagement — is clean and well-supported.

Core Requirements

• 10+ years of progressive experience in compensation, benefits, or total rewards, including at least 3–5 years in a senior leadership role.
• Prior experience in an interim, fractional, or transitional executive HR leadership role strongly preferred.
• Demonstrated experience designing executive compensation packages and presenting to senior leadership or a board/compensation committee.
• Deep knowledge of compensation regulations, job architecture, and market pricing methodologies.
• Experience owning benefits strategy end-to-end, including vendor management and renewals.
• Strong analytical skills — comfortable building and defending compensation models, not just reviewing them.
• Bachelor's degree required; CCP, CEBS, or similar total rewards certification preferred.
• Experience with HRIS and compensation planning systems (Workday or similar).
• Executive presence and the communication skill to make complex pay decisions clear and credible to any audience, from frontline employees to the board.
• Ability to start quickly and commit to a defined engagement, with willingness to work onsite in Louisville, Kentucky.

Preferred Qualifications

• Experience building or scaling a total rewards function inside a high-growth or newly public/PE-backed organization.
• Experience integrating compensation and benefits programs through M&A.
• Advanced proficiency in Excel and compensation modeling tools.