Vice President of Total Rewards

  • Boston, MA


: $108,380.00 - $167,060.00 /year *

Employment Type

: Full-Time


: Executive Management

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The Company $20B Massachusetts based corporation The Position Reporting to the Senior Vice President, Chief Human Resource Officer the Vice President of Total Rewards will be responsible for the design, development, implementation, and maintenance of a Total Rewards function. The Vice President of Total Rewards will work closely with Executive Leadership to ensure we are attracting, retaining and motivating top talent. This role will also provide thought leadership and will facilitate a continuous dialogue to ensure any shifts in strategy or market conditions can be proactively managed. As part of a broader company transformation, including new HR leadership, the Vice President of Total Rewards will play a key role in setting, reshaping, driving and supporting a new culture and standard across the corporation.?This position offers an opportunity to develop and build a world-class Total Rewards organization from the ground up. In this high impact role, the Vice President of Total Rewards will work closely with senior business leaders on all critical compensation and benefits initiatives. The company is on a new branding and digital mission. Associate experience, personalization, and mobile access is a big part of this mission. The goal is to ultimately enhance the user experience and make things easier, so our associates can focus on our customers. The Vice President of Total Rewards will direct the management of benefits plans, including reporting and analysis, design, cost management, administration, customer service, communication, and vendor management. The Vice President of Total Rewards will execute compensation management processes and implement fiscally sound base pay salary structures, variable pay plans, and other employee recognition opportunities that will support Staples compensation philosophy. The Vice President of Total Rewards will be expected to stay current on legislation, trends, marketplace changes, and advances in the field, making recommendations that ensure competitiveness and compliance in all relevant markets. S/he will also manage mobility programs including policy development and program administration while working with and managing external consultants as needed. Summary of Essential Functions: Create the overall Total Rewards philosophy aligned with the Company s values and vision. Be the company expert on compensation and benefits strategy. Oversee and manage the design, development, implementation, and administration of all compensation and benefits programs to support the attraction, retention, and motivation of employees. Develop and continuously improve incentive and bonus plan designs that best fit with the organizational culture, priorities, and business model. Present to executive leadership. Develop strategy and talking points related to executive compensation matters Direct the design and development of the company s broad-based wage and salary programs and structures including competitive short and long-term incentive plans. Direct the management of benefits plans including reporting and analysis, design, cost management, administration, customer service, communication, and vendor management. Stay current on legislation, trends, marketplace changes, and advances and make recommendations to ensure competitiveness and compliance in all relevant markets. Partner with Corporate Finance and Legal on the design and administration of compensation and benefits plans. The Candidate The candidate must have a minimum of 15+ years of broad-based and progressive experience designing, developing, and managing compensation and benefits programs. S/he will have solid experience managing, engaging, and developing professional Compensation and Benefits teams. The candidate must have held leadership roles with experience presenting to an executive leadership team, Compensation Committee, or Board of Directors. The candidate must have led a Total Rewards and/or Compensation and Benefits organization within a large organization. The candidate must have demonstrated success operating at senior levels and have experience setting compensation and benefit strategies within a corporation. Additionally, the individual must be able to proactively build effective cross-functional groups and teams throughout the corporation. The successful candidate will have sound judgment in handling difficult challenges with solid business and external market trend acumen. S/he will be adaptable, strategic, and capable of solving complex business issues. The candidate will have a broad perspective and extensive knowledge in the design and implementation of best in class compensation and benefits programs within an organization. The candidate must be a creative leader with the executive presence and professional demeanor to represent the corporation in key meetings, both internally and externally. S/he will be confident in their role and an excellent ability to communicate intelligently about the company, its products, and the industry. S/he will be an effective and persuasive verbal and written communicator, both one-on-one and in a group setting. Personally, the candidate must be a professional with unquestionable honesty and integrity. S/he will be a creative individual and will have awesome influence and presence. The individual will be both a mentor and a manager. The successful candidate will thrive in an environment in which success is measured by accomplishment while building a collaborative environment with peers. Summary of Requirements: Extensive knowledge of a wide variety of compensation and benefits plans, techniques, and theories including base salary, merit programs, short-term incentives, equity programs, health and wellness plans, retirement plans, and recognition programs. Proven experience of working closely with an Executive Committee on all matters related to BOD and Executive Compensation, including overall competitive compensation positioning, short and long-term incentive design, equity management, and tax compliance. Demonstrated ability to prepare and present materials in a clear and concise manner providing experiential value. Demonstrated track record of the ability to design, develop, communicate and administer compensation strategies and plans, including bonuses, equity, incentives, profit sharing, and other compensation vehicles Strong business acumen and project management skills. Disciplined leader managing with facts, data and clear metrics. Takes a solutions-oriented approach and crafts innovative solutions to challenges. Required Education and Experience: BS/BA from an accredited college/university. A minimum of 15 years progressive experience in HR/Benefits specialist and leadership roles. Preferred Education and Experience: An advanced degree (MBA, Masters, Ph.D.) CCP/CEBS/CBP certification preferred
Associated topics: administrative, administrative staff, assistant, asso, associate, facilities, front office, food, operational assistant, operations director

* The salary listed in the header is an estimate based on salary data for similar jobs in the same area. Salary or compensation data found in the job description is accurate.

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