VP, Compensation

 

Position Summary
The Vice President, Compensation will lead the design, implementation, and ongoing management of broad-based and incentive compensation programs across a complex, multi-entity organization. This role is responsible for building scalable compensation infrastructure, including salary structures and compensation frameworks, while owning end-to-end compensation planning cycles.

The role partners closely with HR Operations on job architecture and leveling to ensure alignment with compensation strategy, market data, and internal equity.

The ideal candidate brings deep expertise in operationalizing compensation programs within a multi-entity environment, strong expertise in compensation systems (including Workday), and the ability to drive consistent, market-competitive, and equitable pay practices.

 

Primary Responsibilities

• Own and execute end-to-end compensation planning cycle, including Workday configuration, data validation, governance, and stakeholder alignment.
• Serve as the functional lead for Workday Compensation, including design, configuration, and optimization of compensation modules and planning cycles.
• Partner with HR Operations to design and implement job architecture and leveling frameworks, ensuring alignment with compensation strategy, salary structures, and internal equity.
• Drive broad-based compensation strategy, including base salary, annual incentives, and workforce segmentation.
• Develop reporting and dashboards to enhance data transparency, support decision making, and improve the efficiency of compensation processes.
• Partner with HR and business leaders to build, standardize, and scale compensation practices across a multi-entity environment.
• Lead market benchmarking and pay equity analyses, translating insights into actionable recommendations.
• Establish and maintain governance frameworks to ensure consistency, compliance, and disciplined execution of compensation programs across entities.
• Build processes that enable efficient administration and data integrity across compensation programs.
• Support executive compensation programs as needed, in partnership with senior leadership.
• Stay informed on market trends, regulatory developments, and best practices in broad-based compensation, incentive pay, and executive compensation within the industry.
• Partner with Finance, Legal, and HR leaders to ensure alignment between compensation strategy, budgets, and overall business strategy.
• Provide coaching and training to HR and business leaders on compensation practices and policies.
• Build strong relationships with leaders in both wealth management and business management lines to address their unique needs.

 

Qualifications

• 10+ years of progressive compensation experience, with a strong focus on broad-based compensation and program execution.
• Demonstrated experience leading compensation planning cycles in a complex, multi-entity environment.
• Deep understanding of job architecture, leveling, and salary structure design.
• Hands-on experience with Workday Compensation (required), including configuration and execution of compensation planning cycles.
• Strong analytical skills and problem-solving skills with the ability to translate data into actionable insights.
• Experience building or transforming compensation programs, processes, or infrastructure in a complex environment.
• Proven ability to operate in a fast-paced, high-growth, and decentralized organization.
• Demonstrated ability to influence and build consensus with senior leaders.
• Bachelor’s degree in Human Resources, Finance, Business, or related field required; Master’s degree or CCP (Certified Compensation Professional) preferred.

 

This position is an exempt position. The annualized base pay range for this role is expected to be between $175,000-195,000 base salary compensation range. Actual base pay may vary based on factors including, but not limited to, experience, subject matter expertise, geographic location where work will be performed, and the applicant’s skill set. The base pay is just one component of the total compensation package. Other rewards may include an annual cash bonus and a comprehensive be