Vice President of Total Rewards

Venteon • Full-time • Remote (Houston, TX, US) • 1w ago

Key Responsibilities

Develop and lead a global Total Rewards strategy that aligns with company goals, drives performance, and supports talent attraction and retention in a highly competitive tech environment.
Oversee the design, implementation, and optimization of Executive, Board, and Incentive Compensation programs, as well as Retirement Plans and Health & Welfare Benefits.
Provide strategic guidance and data analysis to support Compensation Committee meetings, ensuring informed decision-making on executive pay, equity, and long-term incentive plans.
Administer stock-based compensation plans that are fiscally sound, compliant, and designed to retain top-performing employees and support long-term business goals.
Evaluate and enhance current compensation and benefits programs by leveraging benchmarking tools such as Radford and Mercer to ensure competitiveness and alignment with industry trends.
Lead the HRIS and People Analytics functions to deliver predictive, actionable insights that support workforce strategy and drive people-related business outcomes.
Manage vendor relationships related to compensation, benefits, HR technology, and compliance, ensuring high-quality service and cost-efficiency.
Partner with internal compliance and risk teams to maintain robust governance and controls across people operations.
Integrate AI-driven tools and analytics to improve compensation, benefits, and recognition strategies, enhancing both employee experience and organizational effectiveness.
Support strategic initiatives and additional duties as assigned by senior leadership.

Required Qualifications

Bachelor’s degree in Business Administration, Human Resources, or a related field (or equivalent experience).
10+ years of progressive experience in Total Rewards, including compensation, benefits, and HRIS (UKG experience preferred), within innovative and high-growth environments.
Experience with public companies, including executive compensation and regular engagement with Compensation Committees.
Strong knowledge of compensation frameworks, equity programs, incentive plan design, SEC compliance, executive agreements, and market benchmarking using Radford and Mercer data sources.

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