Vice President, Total Rewards

Why Ryan?Hybrid Work OptionsAward-Winning CultureGenerous Personal Time Off (PTO) Benefits14-Weeks of 100% Paid Leave for New Parents (Adoption Included)Monthly Gym Membership Reimbursement OR Gym Equipment ReimbursementBenefits Eligibility Effective Day One401K with Employer MatchTuition Reimbursement After One Year of ServiceFertility Assistance ProgramFour-Week Company-Paid Sabbatical Eligibility After Five Years of ServiceJob SummaryThe Vice President of Total Rewards defines, develops, and implements strategic compensation and benefits initiatives to support Ryan's vision, culture, and strategic plans. This role requires a leader who can operate both strategically and in a hands-on manner. Reporting to the Senior Vice President of People, the Vice President of Total Rewards will provide leadership and expertise in all areas of compensation and benefits, including the presentation of executive compensation programs. The Vice President of Total Rewards will lead and design all benefits and compensation practices and implement the Total Rewards programs for the Ryan business in a high-growth, acquisition-driven organization.The ideal candidate will have exceptional analytical and communication skills, as well as effective management skills. The successful candidate will effectively partner and consult with senior leaders and have experience working with a Compensation Committee of the Board of Directors on the total rewards strategy; research and evaluate new compensation and benefits trends; ensure compliance with applicable laws, government regulations, and internal controls. Engage resources and apply market expertise to projects, business plan objectives, and corporate initiatives.Duties and Responsibilities, as they align to Ryan's Key ResultsPeople:Lead Total Rewards due diligence and integration efforts for acquisitions, including compensation alignment, benefits harmonization and retention strategies.Craft a total rewards strategy to drive business performance, considering competitive positioning and return on investment. Align the strategy with team member needs and the organization's culture.Design rewards in professional services environments, including consulting, tax, advisory organizations, with incentive structures tied to revenue, utilization, or book of business.Maintain and refine the employee benefits strategy for the company. Bring thought leadership to defining the future employee benefits proposition, considering competitive standards, costs, and liabilities, and team member interests.Client:Assess and refine executive short-and long-term incentive plans to balance individual performance achievement and ownership with corporate business goals and the future governance interests of the Executive Compensation Committee and shareholder.Value:Strike the right balance between incentivizing peak performance across the company and aligning total compensation strategy with the corporation's business goals and governance interests.Analyze and assess market data, incorporating industry trends and best practices into the Total Rewards strategy.Develop new and improved channels for communicating and promoting Total Rewards, wellness, and well-being initiatives and programs.Education and ExperienceBachelor's degree in human resources or business required; advanced degree preferredTen or more years of human resources, compensation and benefits leadership experienceExperience leading Total Rewards in a global organization with multiple regions and regulatory environmentsBackground in scaled enterprises with 5,000 or more employees or equivalent complexityExperience in professional services, consulting, or partnership-based business models strongly preferredDemonstrated success supporting mergers and acquisitions activity, including the harmonization of compensation and benefits across acquired entitiesAdvanced knowledge of executive compensation and experience working with compensation consultants to develop and present materials to a Compensation Committee of the Board of DirectorsProven record of designing and implementing Total Rewards strategies in organizations with leading practicesProven ability to lead and manage people in a diverse and changing work environmentSignificant experience working in a geographically dispersed environmentStrong business acumenExperience using Workday or an equivalent system to support compensation and benefits strategy, analytics and scalabilityAdditional SkillsAbility to analyze business needs and develop practices to support themExcellent communication skills; ability to work with all levels and the ability to work effectively with employees and leaders at all levelsStrong team orientation and collaborative style. Position requires an inclusive approach to engaging stakeholders across the organization and supporting sound business decisionsPragmatic, quick-thinking, and action-oriented approachPoised and confident. Capable of influencing with the ability to build consensus in a results-driven cultureOutstanding listening and communication skills with an affinity for engaging people with the ability to engage others and build relationshipsHighly adaptable to changing business conditions and prioritiesDemonstrates a customer service mindsetComputer SkillsTo perform this job successfully, an individual must be proficient in Microsoft® Word, Excel, Access, PowerPoint, Outlook, and internet navigation and research. The individual must also demonstrate human resources enterprise planning (ERP) systems, ideally Workday, including human resources management systems (HRMS), applicant tracking systems, performance management tools and compensation management tools.Certificates and LicensesSenior Professional in Human Resources (SPHR) or Professional in Human Resources (PHR) certification preferredCertified Compensation Professional (CCP) certification preferredValid driver's license requiredSupervisory ResponsibilitiesThis position is responsible for leading a group of approximately ten human resources professionals.Work EnvironmentWork is performed in a standard indoor environment.The role requires extended periods of sitting while working at a computer.The role may require occasional extended periods of standing.The position requires regular interaction with employees and vendors in person, by email, and by telephone.Independent travel of 10% to 30% is required. Ryan, LLC