Head of Total Rewards

Verily•Dallas, TX

17h•$204,000 - $306,000

About The Position

Verily is looking for a Head of Total Rewards who will report directly to the Chief Human Resources Officer. This is a pivotal role for a leader who thrives in the space between startup agility and enterprise maturity. You will lead all aspects of global total rewards evaluating our current state with an outside-in lens to enhance, design and build fit-for-purpose reward programs including executive, sales and equity. This role requires a senior-level strategist who is also a hands-on builder. You will not only design the roadmap, but will roll up your sleeves to execute. You will partner closely with the CHRO and executive team to help deliver business value of our talent strategy. The ideal candidate is an expert in leveraging market intelligence to demonstrate return on investment and the value of change, combining a sophisticated understanding of total rewards with a startup mindset owning work from initial design through execution.

Requirements

10+ years of total rewards, compensation, and/or benefits experience, with growing levels of responsibility and achievement, particularly focused in high-growth organizations with a highly skilled workforce.
7+ years experience managing total rewards in a globally dispersed workforce.
Previous experience managing complex compensation inclusive of base, bonus, equity, sales incentive, and other forms of payment.
Experience with strategic planning, designing business cases and measuring ROI.
Demonstrated success communicating and influencing all levels of the organization including senior leadership and Board of Directors.
Proven track record of partnering with senior leadership teams and business leaders to leverage total reward philosophy to shift and transform a company’s organization, culturally and professionally.
Previous success implementing total reward processes, programs and best practices balancing effectiveness and speed.
Demonstrated balance of IQ and EQ as a thought leader and collaborator among a senior leadership team.
Ability to lead across a high-performing and geographically distributed team.
Qualified applicants must not require employer sponsored work authorization now or in the future for employment in the United States.

Nice To Haves

15+ years of total rewards, compensation, and/or benefits experience, with growing levels of responsibility and achievement, particularly focused in high-growth organizations with a highly skilled workforce.
10+ years experience managing total rewards in a globally dispersed workforce.
Experience working in technology, healthcare, life sciences, or biotech organizations.

Responsibilities

Leverage an outside-in approach rooted in market data, lead a total rewards philosophy to attract and retain top talent and support the company’s core values, mission, and business objectives.
Design business cases for reward programs with a focus on balancing market competitiveness, business objectives and pay for performance.
Partner within human resources and cross-functionally to ensure seamless implementation and management of total rewards programs.
Manage relationships with external consultants and lead the benchmarking process to identify best practice and ensure market alignment.
Support the CHRO in development of updates and proposals for senior management and the Board of Directors.
Lead administration of global compensation programs including general, sales/incentive, and executive compensation plans.
Lead the annual administration process for compensation: merit, annual incentive, annual equity grants, pay equity, etc.
Lead job architecture execution, evaluation, competitive assessment, program administration and compensation infrastructure.
Serve as the total rewards strategic advisor, benefits and compensation expert, and thought partner to the CHRO and Senior Leadership team.
Drive efforts to design and enhance foundational total reward elements including global salary structures, annual incentive plan design, sales incentive design, executive compensation, and establishment of appropriate practices and policies for various global offices.