VP, Total Rewards & Shared Services

Summary

The Vice President of Total Rewards and Shared Services leads enterprise Human Resources programs and operations that shape the employee experience at Travis Credit Union. This role oversees Total Rewards, Executive Compensation, Benefits, HR Shared Services, HRIS, and HR policy and compliance, ensuring programs are competitive, compliant, financially disciplined, and aligned with TCU's values and business priorities. The VP partners closely with the Chief People Officer and senior leaders to build scalable, data‑informed, and employee‑centered solutions that support organizational growth and operational excellence.

Principal Responsibilities

• Lead and develop a high‑performing team.
• Align culture, strategy, and technology, ensuring people programs are both high‑impact and future‑ready.
• Partner with the Chief People Officer and Executive Leadership Team to build and influence the development and implementation of forward‑thinking enterprise Total Rewards strategy and programs.
• Lead all strategic Compensation, Benefits, and HR Shared Services processes, including salary planning, variable pay, benefits programs, annual benefits design/open enrollment, HRIS/People Analytics, and HR Shared Service operations.
• Create and implement functional strategic plans (3‑5 years), budget, and staffing for the Total Rewards & HR Shared Service functions.
• Serve as a subject‑matter expert and trusted partner for Compensation, Benefits, Perquisites, HRIS, and HR Shared Services, owning the Total Rewards philosophy and approach.
• Serve on HR Leadership Team and model leadership for the HR function, acting as an enterprise leader across TCU.

Total Rewards & Executive Compensation

• Own the Compensation program roadmap, driving strategy and program development, ensuring scalable, compliant processes and strong controls.
• Collaborate as required with Finance, Legal, Tax, and external advisors.
• Develop executive offers and continually enhance the offer process in collaboration with Talent Acquisition for optimal effectiveness and efficiency.
• Promote pay equity and pay transparency initiatives to strengthen organizational trust and mitigate reputational risk.

Benefits & Wellness

• Own the Benefits & Wellness roadmap, driving innovation in program offerings in alignment with the credit union's strategy and employee population needs.
• Lead design, administration, vendor management, and compliance of benefits and wellness programs, ensuring cost effectiveness, compliance, and marketplace competitiveness.
• Work with insurance consultants to ensure compliance with federal, state, and other regulatory agencies and limit liability.
• Remain current on benefits and employment law changes and trends; proactively recommend actions needed to comply with U.S. laws and fiduciary requirements.

HR Shared Services, HRIS & People Analytics

• Own the HR Shared Services and HRIS roadmap, driving scalable, compliant processes and high data integrity.
• Lead the use of HR systems to improve workforce planning, personalize rewards, and strengthen engagement and turnover insights.
• Identify solutions to automate HR Shared Services, improve data quality, and increase shared services efficiency.
• Ensure HR Shared Services and systems comply with legal requirements and organizational standards.

HR Policy, HR Compliance & Market Intelligence

• Develop and implement policies that align with TCU's people strategy and keep Total Rewards programs competitive and compliant.
• Benchmark across all areas of total rewards to understand current and future competitiveness; maintain market intelligence on pay transparency, internal equity, and emerging rewards practices.
• Oversee development of communication materials and training to educate managers and employees.
• Facilitate required government reporting, non‑discrimination testing, and required employee communications.

Required Skills

• Demonstrated experience managing HR systems (preferably ADP Workforce).
• Demonstrated success with process improvements and systems optimization.
• Hands‑on experience at an individual contributor level with a desire to build next‑level services.
• Exceptional executive presence and communication skills, with the ability to influence senior leaders and stakeholder groups.
• Extensive experience overseeing self‑funded and fully funded plans.
• Experience leading compensation programs, utilizing market pricing, variable pay, job evaluation, and cost modeling.
• Ability to handle shifting priorities and competing deadlines.
• Strong business acumen, financially astute, and detail oriented.
• Comprehensive experience supporting all areas of HR Shared Services.
• Proficiency in Microsoft Office Suite.
• Deep experience with executive compensation financials, including modeling base, incentives, long‑term incentives, and non‑qualified retirement plans.
• Ability to present executive compensation financials and recommendations to senior leaders and board audiences.
• Experience with executive compensation surveys, market studies, custom peer group development, pay philosophy and mix analysis.
• High degree of ability to maintain confidentiality and handle sensitive information with discretion.

Supervisory Relationships

• Reports directly to the Chief People Officer.
• Direct supervisory responsibility for Total Rewards, HR Shared Services, and HRIS.
• Overall management responsibility for all division staff.

Experience and Education

• Bachelor's degree in a related field or equivalent experience.
• 10+ years of progressive experience in compensation, benefits, and HRIS; an equivalent combination of experience and education may be considered.
• Minimum 8 years of demonstrated experience managing and developing people in a high‑performing cohesive team.
• Minimum 8 years’ sales compensation experience.
• Minimum 8 years of demonstrated leadership experience building cross‑organizational consensus with technology providers and/or business clients.
• SHRM or equivalent CP or SCP certification is highly desired but not required.
• Certified Sales Compensation (CSCP), Certified Compensation Professional (CCP), and/or CCBP certificates are highly preferred.
• Highly preferred to have worked at a Credit Union or Financial Services organization.

Compensation

Annual salary range: $200,000.00 – $310,000.00, commensurate with experience.

Benefits

• Competitive medical, dental, and vision insurance.
• Mental health and wellness programs.
• Employee performance incentive plan.
• Merit‑based salary increases.
• 401(k) program with immediately vested employer match.
• Generous holiday and vacation policies.
• Exclusive TCU perks such as employee loan and credit card discounts.

Travis Credit Union is an affirmative action employer. EOE / Individuals with Disabilities / Veteran Status.