Vice President, Total Rewards

The Role: We’re looking for a Vice President, Total Rewards to lead SoFi’s compensation, benefits, and rewards strategy at a company‑building moment. This leader will evolve the programs, governance, and operating rhythms that help SoFi attract, motivate, and retain exceptional talent while supporting a high‑performance culture and disciplined growth. The VP, Total Rewards will partner closely with the Chief People Officer, Talent Acquisition, People Business Partners, Finance, and senior business leaders to ensure SoFi’s rewards philosophy and approach at scale and operating mechanisms scale with the business. What you’ll do Bring a data‑and technology‑forward mindset to Total Rewards, using systems, reporting, and automation to improve transparency, speed, governance, and decision quality. Own SoFi’s total rewards strategy across broad‑based compensation, benefits, executive compensation, and sales compensation, ensuring programs are competitive, clear, and aligned to business priorities. Lead SoFi’s executive compensation strategy, including the design and administration of short‑term and long‑term incentive programs for senior leaders; partner with the CEO, Chief People Officer, and Board Compensation Committee to ensure programs are competitive, performance‑driven, and aligned with business and shareholder outcomes. Lead the design, governance, and continuous improvement of global compensation frameworks, leveling practices, offer approvals, and rewards programs in partnership with Talent Acquisition, PBPs, and Finance. Partner with Finance and business leaders on workforce planning, total compensation forecasting, and headcount decision support so rewards decisions are proactive rather than reactive. Oversee benefits strategy and vendor governance, including annual review cycles, benchmarking, renewal support, and risk‑aware management of key benefit partners and programs. Guide and mature the operating model behind rewards programs, including performance and rewards processes, approval matrices, and scalable decision tools for recruiters, managers, and leaders. Build strong cross‑functional partnerships with Talent Acquisition and business leaders to align role design, market competitiveness, and hiring agility, especially for critical and executive hiring. Lead, coach, and develop a high‑performing team of specialized leaders across Compensation and Benefits What you’ll need 15+ years of progressive experience across compensation, benefits, and total rewards leadership in a scaled technology, fintech, or similarly fast‑moving, highly regulated environment. Deep expertise in broad‑based compensation, market benchmarking, leveling, job architecture, offer governance, and executive‑facing rewards decisions. Significant experience leading benefits strategy and vendor oversight, including renewals, benchmarking, and governance for large employee populations. Proven ability to partner credibly with senior executives, Finance, Talent Acquisition, and PBPs on organizational planning, talent investment, and workforce tradeoffs. Experience building scalable operating mechanisms, approval workflows, and manager/recruiter decision tools that balance speed, consistency, and control. Demonstrated success leading experienced Compensation and/or Benefits leaders and developing strong specialist teams. Strong executive communication skills and judgment in sensitive compensation, leveling, and talent decisions. A practical understanding of how rewards programs connect to culture, performance, and retention in a high‑performance organization. Nice to have Experience overseeing or partnering deeply with People Systems, People Technology, People Analytics, or broader people infrastructure functions. Experience in public‑company or pre‑/post‑IPO fintech environments with complex equity programs and executive hiring needs. Experience building self‑service compensation tools, reporting environments, or AI‑enabled workflows for recruiters, managers, and leaders. Experience with global or multi‑entity rewards programs. Compensation and Benefits The base pay range for this role is listed below. Final base pay offer will be determined based on individual factors such as the candidate’s experience, skills, and location. To view all of our comprehensive and competitive benefits, visit our Benefits at SoFi page! SoFi provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion (including religious dress and grooming practices), sex (including pregnancy, childbirth and related medical conditions, breastfeeding, and conditions related to breastfeeding), gender, gender identity, gender expression, national origin, ancestry, age (40 or over), physical or medical disability, medical condition, marital status, registered domestic partner status, sexual orientation, genetic information, military and/or veteran status, or any other basis prohibited by applicable state or federal law. The Company hires the best qualified candidate for the job, without regard to protected characteristics. Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. New York applicants: Notice of Employee Rights SoFi is committed to an inclusive culture. As part of this commitment, SoFi offers reasonable accommodations to candidates with physical or mental disabilities. If you need accommodations to participate in the job application or interview process, please let your recruiter know or email View email address on click.appcast.io. Due to insurance coverage issues, we are unable to accommodate remote work from Hawaii or Alaska at this time. Internal Employees If you are a current employee, do not apply here - please navigate to our Internal Job Board in Greenhouse to apply to our open roles. #J-18808-Ljbffr Sofi