VP Compensation

Role Overview

• Defines and implements a forward-looking, broad-based compensation philosophy that supports the organization’s strategic objectives, market competitiveness, and regulatory compliance.
• Aligns compensation programs with evolving care models, workforce strategies, and financial sustainability goals.
• Partners with People & Culture business partners and business leaders to support operating model transformation and workforce planning initiatives.
• Oversees pay structures, pay ranges, and job architecture for all non-executive roles across the enterprise.
• Ensures programs reflect market trends, internal equity, and support career progression.
• Serves as a key architect in supporting operating model redesign, ensuring compensation structures enable agility, scalability, and talent mobility.
• Drives continued integration of compensation frameworks across legacy organizations and new acquisitions.
• Leverages data analytics and technology to drive insights into pay equity, market competitiveness, and workforce trends.
• Utilizes benchmarking to anticipate market trends, inform strategic decisions, and introduce innovative pay solutions.
• Establishes robust governance and compliance frameworks to mitigate risk and ensure adherence to regulatory requirements.
• Leads and champions pay equity and transparency initiatives that reinforce organizational values.
• Ensures adherence to federal, state, and local regulations, including wage and hour laws and pay transparency requirements.
• Advises People & Culture leaders on compensation strategies that impact enterprise performance and talent outcomes.
• Collaborates with People & Culture, Finance, and operational leaders to integrate compensation strategies into talent management, organizational design, and broader workforce planning.
• Serves as a trusted advisor to senior leadership on broad-based compensation matters.
• Builds and leads a high-performing compensation team, fostering a culture of innovation, accountability, and strategic impact.
• Performs human resources responsibilities for staff which include interviewing and selection of new employees, promotions, staff development, performance evaluations, compensation changes, resolution of employee concerns, corrective actions, terminations, and overall employee morale.
• Develops and recommends operating capital budgets and controls expenditures within approved budget objectives.

Requirements

• Certified Compensation Professional certification (CCP) issued by the World at Work Society of Certified Professionals.
• Bachelor's degree in related field
• Typically requires 15 years of experience in compensation/human resources.
• Includes 10 years of management experience in administering and managing compensation principles, practices, and techniques.
• Experience in design and implementation of compensation programs, plans, and structures across multiple geographies.
• Experience in preparing high-quality materials for executive level audiences.
• Experience developing strategic partnerships with senior management and influencing key business decisions.
• Experience using HR ERP technology such as Workday, Oracle, or SAP/SuccessFactors and compensation administration software such as CompAnalyst, PayFactors, or MarketPay.

Tech Stack

• ERP
• Oracle

Benefits

• Paid Time Off programs
• Health and welfare benefits such as medical, dental, vision, life, and Short
• and Long-Term Disability
• Flexible Spending Accounts for eligible health care and dependent care expenses
• Family benefits such as adoption assistance and paid parental leave
• Defined contribution retirement plans with employer match and other financial wellness programs
• Educational Assistance Program