Interim VP Total Rewards

IGT, a Nevada Corporation • Spring Valley, NV

5d

About The Position

The Interim Head of Total Rewards is responsible for leading the company's global compensation, benefits, executive compensation, incentive programs, and job architecture strategy. Reporting directly to the Chief People & Culture Officer (CPCO), this role serves as a strategic advisor to executive leadership and is accountable for ensuring Total Rewards programs drive employee performance, support business objectives, and create measurable enterprise value. This is an 8 week assignment beginning in September and sustaining through November, with the possibility of extending. The Interim Head of Total Rewards will sustain progress of the transformation, integration, and optimization of compensation and benefits programs across a dynamic, fast-paced organization. This leader will bring deep expertise in designing and implementing Total Rewards programs while ensuring market competitiveness, fiscal discipline, regulatory compliance, and a positive employee experience. The successful candidate will have strong operational execution and project management capabilities to lead complex, enterprise-wide initiatives across multiple businesses, geographies, and employee populations.

Requirements

• 12-15+ years of progressive experience in Total Rewards, Compensation, Benefits, or directly related Human Resources disciplines.
• 2+ years of leadership experience managing high-performing compensation and/or Total Rewards teams within large, complex organizations.
• Proven leadership of a global Total Rewards or Compensation function supporting thousands of employees across multiple geographies.
• Significant experience operating successfully in a fast-paced, high-growth, transformational, and/or merger integration environment.
• Demonstrated success leading enterprise-wide compensation transformation initiatives that improved business outcomes, employee performance, retention, and cost efficiency.
• Experience managing job architecture frameworks across complex organizations.
• Demonstrated expertise leading cross-functional projects involving Human Resources, Finance, Executive Leadership, Legal, and external consultants.
• Exceptionally strong project and program management capabilities, including developing implementation roadmaps, managing milestones, mitigating risks, and measuring program success through defined KPIs and outcomes.
• Deep knowledge of applicable U.S. regulations, including demonstrated success maintaining full compliance.

Nice To Haves

• Strategic Business Acumen
• Transformation Leadership
• Executive Presence and Influence
• Project and Program Management Excellence
• Change Management
• Financial and Analytical Acumen
• Data-Driven Decision Making
• Stakeholder Management
• Operational Excellence
• Team Leadership and Development

Responsibilities

• Ensuring increased employee productivity by designing compensation programs that reward performance and deliver measurable return on investment.
• Delivering market-competitive benefits programs at the most reasonable and sustainable cost.
• Assisting business leaders in identifying market practices, solutions, and vendor opportunities that deliver equal or improved employee value at lower cost.
• Reducing organizational risk through appropriate management of employee benefits, claims administration, and regulatory compliance.
• Aligning incentive compensation with enterprise, business unit, and employee performance goals.
• Sustaining scalable Total Rewards frameworks that support growth, talent retention, and merger integration activities.
• Driving data-based decision-making through analytics, governance, and continuous measurement of program effectiveness and outcomes.
• Lead the Total Rewards Organization and Sustain Momentum: Lead a growing team in the midst of company transformation to deliver employee and business results.
• Engage and motivate the team to achieve results.
• Partner and collaborate with a variety of critical stakeholders including People & Culture professionals/leadership, business leaders, managers, employees and consultants.
• Deliver a New, Integrated Job Architecture: Continue the integration of the company’s job architecture, including leveling, titling and compensation across the enterprise.
• Ensure on time and on budget delivery at high quality.
• Maintain equity and alignment that attracts, motivates and retains employees.
• Foster communication, collaboration and inclusion of all critical stakeholders.
• Integrate Benefits, with a Focus on USA Benefits: Support the Benefits team as they set up the company’s first open enrollment of the combined enterprise, with new carriers and vendors.
• Ensure employee inclusion and engagement in a new benefits program.
• Continue progress on benefits integration outside the USA.
• Deliver Executive and Incentive Programs: Support the Compensation team in the continued integration of compensation programs.
• Manage executive compensation, long-term incentive (LTI), short-term incentive (STI) and sales incentive programs.
• Ensure variable compensation is directly linked to enterprise, business unit, and individual value creation.

Benefits

• compensation programs that reward performance
• market-competitive benefits programs
• employee value at lower cost
• management of employee benefits, claims administration, and regulatory compliance
• incentive compensation aligned with enterprise, business unit, and employee performance goals
• scalable Total Rewards frameworks that support growth, talent retention, and merger integration activities
• analytics, governance, and continuous measurement of program effectiveness and outcomes

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Education Level: No Education Listed