VP – Compensation

VP – Compensation

Requirements

• Bachelor’s degree in finance, accounting, human resources or a related field required; Master’s preferred or equivalent work experience.
• 10+ years of progressive compensation experience, with at least 5 years in a leadership role.
• Experience in global compensation structures and strategies.
• Expertise in executive compensation, incentive programs, and equity-based compensation.
• Strong knowledge of compensation regulations, including FLSA, SEC, and global pay compliance laws.
• Proven ability to lead and influence senior executives in compensation decision-making.
• Strong analytical skills with proficiency in compensation analytics tools and HRIS systems.
• Excellent communication and stakeholder management skills.

Responsibilities

• Develop and execute a comprehensive compensation strategy aligned with the company’s business goals and talent strategy.
• Partner with the CPO and executive leadership to design executive and broad-based compensation programs, including base pay, incentives, equity, and other rewards.
• Lead the annual compensation planning cycle, including salary structures, merit increases, bonuses, and incentive plans.
• Ensure compensation programs are competitive by conducting regular market analysis and benchmarking against industry trends.
• Oversee the development of total rewards statements to communicate the full value of compensation and benefits to employees.
• Design and manage executive compensation plans, including short-term and long-term incentive programs and deferred compensation.
• Ensure compliance with federal, state, and international compensation laws and regulations, including FLSA, Equal Pay Act, and pay transparency laws.
• Develop policies and governance frameworks to mitigate risk and ensure pay equity across the organization.
• Provide data-driven insights and recommendations to senior leadership on compensation trends, workforce analytics, and pay equity analysis.
• Oversee job evaluation processes, including job architecture, leveling frameworks, and salary banding.
• Leverage compensation analytics to drive strategic decision-making and optimize the effectiveness of compensation programs.
• Partner with HR Business Partners and Talent Acquisition to develop competitive offer strategies and retention programs.
• Provide leadership and mentorship to the Compensation team, fostering a culture of innovation and continuous improvement.
• Educate managers and employees on compensation philosophy, policies, and processes through training and communication initiatives.
• Addition of benefits oversight (timing to be discussed)
• Other duties as assigned.

Preferred Qualifications

• Certified Compensation Professional (CCP) or similar certification.
• Knowledge of UKG, CompAnalyst or other HR technology platforms.