Vice President, Compensation & Benefits

Virtus•Hartford, CT

1d•$175,000 - $215,000•Onsite

About The Position

Virtus Investment Partners is seeking a Vice President, Compensation and Benefits to provide leadership and strategic oversight across compensation, benefits, payroll, and broader total rewards programs. Reporting directly to the Chief Human Resources Officer, the role partners closely with senior executives, Human Resources, Finance, and business leaders. The Vice President will lead and develop an experienced team, provide total rewards expertise, and ensure programs remain competitive, well governed, cost effective, and aligned with the organization’s talent and business objectives. The position is based in the Hartford, CT office. Virtus is a partnership of boutique investment managers serving individual and institutional investors. The organization combines the resources of a larger firm with an entrepreneurial environment and emphasizes collaboration, initiative, performance, integrity, innovation, and employee growth and well-being.

Requirements

Bachelor’s degree or equivalent experience.
Approximately 8+ years of progressive experience in compensation, benefits, or total rewards, with meaningful compensation expertise within the financial services sector.
Demonstrated people-management experience, including the ability to coach, develop, and lead professional-level employees.
Experience with compensation planning, market benchmarking, salary structures, incentive compensation, and job evaluation.
Working knowledge of employee benefits and retirement programs and related governance requirements.
Ability to effectively partner with senior leaders, Finance, Legal, Human Resources colleagues, and external advisors.
Strong analytical, communication, judgment, and executive presentation skills.
Collaborative, hands-on leadership style with the ability to balance strategic priorities with effective execution.

Nice To Haves

CCP, CEBS, an advanced degree, or comparable professional credentials are valued but not required.
Exposure to executive compensation, equity programs, executive-level compensation discussions, or Compensation Committee materials is strongly preferred; direct ownership of all areas is not required.

Responsibilities

Partner with the Chief Human Resources Officer to develop and execute the organization’s total rewards strategy across compensation, benefits, and payroll.
Lead, coach, and develop compensation and benefits professionals while fostering a collaborative, accountable, and data-driven team environment.
Provide strategic oversight of base compensation, annual compensation planning, market benchmarking, salary structures, incentive programs, job design, and compensation governance.
Partner with senior leaders, Human Resources, and Finance on compensation decisions, incentive plans, organizational changes, and other business and talent needs.
Support executive compensation activities, including equity and incentive programs and the development of materials and analysis for the Compensation Committee.
Oversee health and welfare, retirement, nonqualified, and wellbeing programs, including evaluation of program competitiveness, effectiveness, and cost.
Provide leadership oversight of payroll, ensuring appropriate controls, approvals, and effective administration.
Use market data and analytics to inform compensation and benefits recommendations and identify emerging trends.
Maintain appropriate compliance and governance across total rewards programs, including applicable requirements related to FLSA, ERISA, and pay transparency.
Manage relationships with key brokers, consultants, retirement providers, and other external partners.
Provide compensation and benefits guidance for international employees and support due diligence and planning associated with acquisitions and other strategic initiatives.