VP, Rewards

Assistant Vice President, Total Rewards

Location:

Confidential | Compensation: 170k - 210k + Bonus

Our client is a complex, multi-entity organization with a clear commitment to building competitive, equitable, and strategically aligned people programs. This is a confidential search.

The Assistant Vice President, Total Rewards is a senior enterprise leader accountable for the full spectrum of total rewards, compensation, benefits, and the governance and execution that holds it all together. It is for the rewards executive who understands that well-designed programs directly drive attraction, retention, performance, and business outcomes.

This leader will partner closely with executive leadership, Finance, Legal, HR Business Partners, Talent Acquisition, and Payroll to deliver market-informed, operationally sound reward programs across the organization.

• Own and drive an enterprise-wide total rewards strategy that connects directly to business performance, workforce priorities, and long-range organizational goals
• Establish and steward a rewards philosophy that balances market positioning, internal fairness, pay transparency, and meaningful performance differentiation
• Serve as the executive accountable for the integrity, competitiveness, and governance of all compensation and benefits programs
• Bring a sharp external lens to leadership discussions, translating labor market intelligence, cost dynamics, and emerging risks into actionable recommendations
• Ensure reward programs are consistently working to win, keep, and motivate the talent the business needs

• Set the strategic direction for health and welfare, retirement, leave, and ancillary benefit programs ensuring they are valued by employees and sustainable for the business
• Hold vendors accountable to performance standards while continuously evaluating whether the portfolio reflects both employee needs and market realities
• Use data utilization trends, employee feedback, cost analysis to make informed decisions about program design and investment
• Ensure employees actually understand and can access the value of their benefits through clear, effective communication strategies

• Build and maintain the foundational infrastructure of compensation, job architecture, leveling frameworks, salary bands, and incentive structures that scales with the business
• Run rigorous pay equity analyses, both internally and against the market, ensuring the organization can stand behind its pay decisions
• Manage the full annual merit cycle from end to end, including system configuration, manager guidance, execution, and outcome reporting
• Ensure compensation decisions at every employee touchpoint: offers, promotions, transfers, adjustments are consistent, defensible, and aligned to strategy
• Equip managers and leaders with the tools, education, and frameworks they need to make confident, well-reasoned pay decisions
• Partner with Finance on budget modeling, cost forecasting, and the financial sustainability of compensation programs
• Design and enforce governance structures that bring discipline and consistency to how pay decisions get made across the organization

• Function as a true cross‑functional partner working alongside HR, Finance, Legal, Payroll, IT, and business leaders to ensure rewards programs are both strategically sound and operationally executable
• Advise senior leaders with clarity and confidence on complex pay and benefits decisions, bringing data and market context to every conversation
• Translate complex rewards topics into straightforward, actionable guidance for managers and meaningful communications for employees
• Prepare and present to executive and board audiences on program strategy, market competitiveness, cost positioning, and outcomes

• Recruit, develop, and lead a high‑performing total rewards team, setting high standards, clear accountabilities, and a culture of excellence
• Build a function that is known for being responsive, rigorous, and…