AVP, Total Rewards

The Assistant Vice President, Total Rewards is responsible for leading the enterprise strategy, design, governance, and execution of the company’s total rewards programs, including compensation, benefits, and rewards-related policies and practices. This role ensures programs are competitive, equitable, compliant, financially sound, and aligned to business strategy, talent priorities, and the company’s employee value proposition. This leader partners closely with executive leadership, Finance, Legal, HR Business Partners, Talent Acquisition, Payroll, and business leaders to deliver market-informed and operationally effective reward programs that support attraction, retention, engagement, and performance across the organization. Essential Job Functions: Lead and execute a comprehensive total rewards strategy aligned to business goals, workforce needs, and long-term organizational priorities. Define and maintain a clear total rewards philosophy supporting market competitiveness, internal equity, pay transparency, and performance differentiation. Serve as the senior leader accountable for compensation and benefits strategy, governance, and execution. Advise executive leaders on labor market trends, reward-related risks, cost implications, and strategic trade-offs. Ensure total rewards programs effectively support attraction, retention, engagement, and business performance. Benefits Strategy & Administration Lead the strategy, design, and oversight of health and welfare, retirement, leave, and other benefit programs. Ensure benefits offerings balance employee needs, market competitiveness, cost management, and compliance. Oversee vendor relationships, contracts, and performance to ensure effective and efficient benefit delivery. Evaluate plan utilization, employee feedback, and market trends to improve program value and sustainability. Partner with internal teams and external providers to enhance benefit communication and employee understanding. Design, implement, and manage a comprehensive compensation infrastructure, including job architecture, job evaluation, salary structures, and rewards frameworks Conduct internal and external pay equity analyses to ensure competitive, fair, and compliant compensation practices Oversee the consistent application of compensation programs that drive performance, align with company strategy, and support attraction and retention of talent Manage compensation practices across key employee touchpoints, including new hire offers, promotions, transfers, and annual market or merit adjustments Lead the annual compensation merit process end-to-end, including HRIS configuration, testing, execution, and reporting Provide strategic education, guidance, and tools to managers and leaders on compensation philosophy, structure, promotions, critical talent, organizational changes and best practices Partner with Finance and HR leaders on compensation budgeting, cost forecasting, and ongoing program financial management Establish governance, approval frameworks, and controls to ensure consistency and sound pay decision‑making Stakeholder Partnership & Executive Advisory Partner closely with HR Business Partners, Talent Acquisition, Finance, Legal, IT, Payroll, and business leaders to align rewards programs with workforce and business strategies. Serve as a trusted advisor to senior leaders on pay, benefits, and reward‑related decisions. Develop clear and practical manager and employee communications related to compensation and benefits. Support executive and board‑level presentations on total rewards strategy, market positioning, cost, and program outcomes. Build tools, guidance, and education to improve manager confidence and consistency in rewards decisions. Team Leadership & Functional Excellence Build, lead, and develop a high‑performing total rewards team across compensation and benefits disciplines. Set clear priorities, performance expectations, service standards, and accountability for the function. Foster a culture of operational excellence, continuous improvement, responsiveness, and strong partnership. Assess organizational design, internal capabilities, and vendor support to ensure scalability and effectiveness. Lead change management efforts related to new or redesigned compensation and benefits programs. Skills & Experience: Bachelor’s degree in Human Resources, Business Administration, Finance, or related field required; advanced degree preferred. 10+ 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. CCP, CEBS, or related certification preferred. #J-18808-Ljbffr Confidential Careers