Vice President Total Rewards Global Industrial

SUMMARY

The Vice President Total Rewards is a strategic enterprise leader responsible for shaping and advancing the organizations total rewards strategy in support of business performance talent strategy and long-term growth. This role leads the design and execution of compensation benefits executive compensation recognition and broader rewards programs that attract motivate retain and engage a high-performing workforce.

Working closely with the Chief People Officer executive leadership and the Board of Directors the VP of Total Rewards brings a strong understanding of the intersection between people performance and economics. The role translates business priorities into reward strategies that are competitive in the market differentiated where it matters financially disciplined and meaningful to employees.

This leader will also play a critical role in evolving the Total Rewards function as the organization changesensuring programs governance technology and processes are scalable data-driven and aligned with the needs of a complex global enterprise.

JOB DUTIES

Develops and leads an integrated global Total Rewards strategy aligned with the companys business strategy talent priorities culture and financial objectives.

Establishes a clear rewards philosophy that balances market competitiveness internal equity pay-for-performance affordability and employee experience.

Serves as a trusted advisor to the CHRO and executive leadership on significant compensation and benefits decisions and emerging rewards trends.

Regularly assesses the effectiveness of the rewards portfolio and recommends changes based on business needs workforce insights market movement and financial considerations.

Leads the strategy and governance for executive compensation including annual and long-term incentive programs executive pay positioning and related governance requirements.

Partners with the CHRO CEO Board and Compensation Committee on executive compensation matters including preparation of materials recommendations and market analysis.

Oversees the design and administration of broad-based compensation programs including salary structures annual incentive plans sales incentives recognition programs and other performance-based rewards.

Strengthens the connection between individual and organizational performance and compensation outcomes.

Ensures compensation programs support attraction and retention of critical talent while maintaining appropriate cost discipline.

Provides strategic leadership for the companys global benefits portfolio balancing employee needs competitiveness financial sustainability and risk.

Oversees health retirement wellbeing leave and other benefit programs across applicable geographies.

Continuously evaluates the benefits portfolio to ensure it reflects changing workforce expectations and provides meaningful value to employees.

Partners with Finance Legal Risk and external advisors to manage benefit costs compliance vendor relationships and plan governance.

Establishes consistent global rewards principles while allowing appropriate flexibility for local market and regulatory requirements.

Uses workforce data external benchmarks and business intelligence to identify opportunities to improve rewards effectiveness.

Partners with HR Business Partners and business leaders on complex talent organizational and workforce decisions where compensation and rewards are a critical component.

Supports major organizational changes restructurings acquisitions divestitures and other strategic transactions through compensation and benefits analysis and planning.

Modernizes the Total Rewards function through effective use of technology analytics automation and emerging AI capabilities.

Builds stronger rewards insights through data and predictive analytics enabling leaders to understand the relationship between compensation performance retention talent risk and cost.

Identifies opportunities to simplify processes and improve the employee and manager experience through technology and automation.

Establishes meaningful metrics and dashboards that allow senior leaders to understand the impact and return of Total Rewards investments.

Maintains strong governance over compensation and benefit programs policies practices and decision-making.

Ensures programs comply with applicable legal regulatory tax accounting and governance requirements.

Partners closely with Legal Finance Internal Audit Payroll HR Operations and other stakeholders to manage risk and maintain appropriate controls.

Establishes clear decision rights and governance mechanisms for significant rewards decisions.

Leads develops and retains a high-performing Total Rewards organization with the expertise and capabilities required to support a complex enterprise.

Establishes clear priorities accountability and operating rhythms across the Total Rewards team.

Builds strong partnerships across HR and the broader enterprise particularly with Finance Legal Payroll HR Operations and business leadership.

Elevates the Total Rewards function from a program administrator to a strategic business partner.

Performs other duties as assigned.

EDUCATION & EXPERIENCE

Typically requires a bachelors degree in Human Resources Business Finance Economics or a related discipline. A masters degree is preferred along with fifteen (15) years of progressive experience in Total Rewards Compensation & Benefits or related HR leadership roles.

KNOWLEDGE SKILLS ABILITIES

Significant experience leading enterprise-level compensation and benefits strategies within a complex matrixed organization.

Demonstrated experience with executive compensation and Board/Compensation Committee engagement.

Strong understanding of broad-based compensation incentive design benefits retirement programs and rewards governance.

Experience leading global or multi-market rewards programs preferred.

Demonstrated ability to translate complex data and market information into clear business recommendations.

Experience leading organizational transformation M&A divestitures restructurings or other significant business change preferred.

Strong financial acumen and understanding of the cost implications of rewards decisions.

Demonstrated experience building and leading high-performing teams.

PHYSICAL DEMANDS:

LICENSES & CERTIFICATIONS:

SUPERVISORY RESPONSIBILITY: 2-5 Direct Reports

BUDGET RESPONSIBILITY : Yes

COMPANY INFORMATION:

Motion offers an excellent benefits package which includes options for healthcare coverage 401(k) tuition reimbursement vacation sick and holiday pay.

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Required Experience:

Exec