Reporting to the Chief People and Culture Officer, the VP of Total Rewards will lead, build, implement, administer and communicate the Y’s comprehensive compensation programs, benefit plans, and employee rewards that attract, engage, and retain a high-performing, diverse workforce. The ideal candidate will be a strategic and dynamic leader who will align total rewards strategies with organizational goals and a community-serving mindset, ensuring employees feel valued and motivated to contribute their best work. The role leads a team of two.
Bachelor's degree in human resources, management, business, or related field
10+ years of experience developing and implementing compensation
6+ years of direct people management experience
Proficiency with HCM systems
Experience in advanced analytics, technology and/or project management
Experience in roles where you must work quickly and accurately under tight deadlines
Experience in creating financial analysis and modeling
Experience in creating presentations and presenting to colleagues and leadership
Compensation/HR subject matter knowledge
Advanced Excel and PowerPoint skills
Strong computer skills are required in HCM systems, preferably Workday, MS Office particularly Excel
Analytical skills and the ability to identify and execute continuous improvement for practices, policies, processes, and system effectiveness
Strong knowledge of Human Resources disciplines, regulations and practices
Must have the ability to handle confidential and sensitive information
Must possess strong interpersonal skills and an ability to work and communicate effectively with all levels and functions in the organization, including external vendors
Must have strong attention to detail, organization, project coordination skills, and can multi-task priorities and assignments with minimum supervision
Mathematical aptitude and analysis skills
Demonstrated track record of effective written and verbal communication skills
Skills in complex problem solving, judgment, critical thinking, and decision-making
Skills in consulting and presenting compensation concepts and practices to senior leadership
This individual must have the ability to maintain positive working relationships with the employee population and vendor partners
Attention to detail, accuracy, and proficient business writing skills are necessary
Knowledge of all pertinent federal and state regulations, filing, and compliance requirements
PREFERRED REQUIREMENTS:
CCP or similar certifications preferred
Workday experience is a plus
Experience using data visualization tools a plus (Tableau/Power BI)
Develop and execute a comprehensive total rewards strategy aligned with the organization’s mission, vision, values, and talent strategy.
Partner with the CPCO, executive leadership, and key stakeholders to design and manage programs that support the attraction and retention of diverse, top-tier talent.
Monitor market trends, best practices, and legal requirements in compensation, benefits, and rewards to inform strategy and maintain competitiveness and compliance.
Design and administer salary structures, job classifications, and incentive programs that reflect market competitiveness and internal equity.
Create, maintain, and administer compensation strategies, balancing nonprofit budgetary constraints with the need to attract and retain top leadership talent.
Lead and execute executive pay strategy, administration and compliance with nonprofit best practices and IRS regulations, avoiding intermediate sanctions, and in collaboration with the CPCO, CEO, and board compensation committee.
Maintain proper documentation and approval workflows to support all compensation decisions.
Recommend and administer pay scales for Union employees in partnership with business leader, finance, legal, and HR.
Collaborate with finance, business leaders and senior leadership for workforce planning and position management including but not limited to projecting compensation, benefits, and rewards expenses for workforce growth scenarios and competiveness.
Create and update financial models to support budgeting and executive compensation.
Conduct regular benchmarking and market analyses to assess the organization's pay position, recommend adjustments as needed, and implement approved changes.
Identify and submit compensation surveys to benchmark an organization’s competitive pay practices.
Lead, manage, and execute compensation, benefits, and reward survey submissions and ongoing job market-pricing efforts.
Oversee, manage, and communicate salary review processes, including but not limited to merit increases, promotions, pay adjustments and COLA.
Actively lead, communicate and manage compensation structures that meet the compliance requirements of federal grants (e.g., allowable salary caps, cost principles, performance standards)
Prepare, manage and execute documentation and systems for internal and external audits related to grant-funded compensation in partnership with the governance and audit team.
For federally funded positions, monitor and act to ensure payroll and benefits budgets adhere to grant requirements and guidelines.
Build, manage, and communicate pay best practices including but not limited to benchmarking, salary structures, salary administration, position management, and workforce planning.
Collaborate with Talent Acquisition and HR partners to monitor, consult, and ensure accurate role alignment, with pay equity based on established salary administration structure and guidelines.
Consult and communicate with all levels of leaders across the organizations on all pay related decisions.
Provide consultation to hiring managers and executives on compensation and benefits related matters.
Create and facilitate presentations suitable for executive level and hiring managers to include recommendations on salary administration, pay practices, workforce analytics focused on compensation, and pay equity.
Build, document, communicate and train on best practices in analytics and compensation processes with Workday HCM.
Own and manage job profiles and salary structures within Workday to ensure data accuracy and compliance to salary structure and administration guidelines.
Develop and facilitate compensation and benefits training for Hiring Manager.
Develop and deliver compensation workforce analytics.
Assess and implement compensation technology including systems for compensation planning, market pricing, and employee data management.
Lead and deliver ongoing and ad hoc compensation-related initiatives/projects.
Ensure compliance with all regulatory requirements, such as FLSA, ERISA, ACA, IRS, DOL, and other applicable laws.
Lead the design, implementation, administration, and communication of employee benefit programs, including health and wellness plans, retirement savings, leave policies, and voluntary rewards.
Evaluate, recommend, and implement enhancements or changes to benefit offerings to meet employee needs and organizational goal to attract and retain the best talent.
Lead and manage vendor relationships, negotiations, and renewals to optimize cost efficiency and service quality.
Develop and implement innovative rewards and recognition programs that reinforce organizational values and employee contributions.
Maintain accurate records and reporting systems to monitor compliance, trends, and program effectiveness.
Develop and implement communication strategies to enhance employee understanding and appreciation of total rewards offerings.
Build and lead a high-performing total rewards team, fostering a culture of innovation, collaboration, and continuous improvement.
Address and communicate with managers and employees regarding employee concerns related to pay and benefits, fostering trust and transparency.
Provide coaching and development opportunities to team members to enhance expertise and performance.
Network with other large YMCA associations on best practice.
Duties as assigned