Vice President, Compensation

Rocket Mortgage•Detroit, MI

1d•Remote

About The Position

The Vice President of Compensation executes the company’s vision and mission across the compensation discipline throughout the enterprise. Serving as a key strategic partner to the business, this leader will act as a "builder," establishing foundational compensation policies, processes, and programs. They will direct the team’s output, managing the annual broad-based compensation cycle while also partnering with the team that supports executive compensation. As a highly data-driven, consultative leader, they will provide an integrated guiding system for all compensation programs and initiatives, partnering with cross-functional leads and executive leadership to drive strategy. About the role Lead the success of the compensation team by executing the compensation team’s vision, mission and strategy, specifically focusing on a 2-3 year mandate to rebuild and modernize foundational compensation policies and processes. Lead the development of the compensation team by finding, hiring, inspiring and retaining top talent, ensuring the team operates as strategic partners rather than transactional order-takers. Oversee the design and execution of broad-based annual compensation plans. Analyze compensation programs performance and use industry best practices to identify opportunities and provide recommendations to increase team and company performance as well as streamline workflow. Develop data-driven dashboards and reporting mechanisms to effectively socialize the impact and effectiveness of the compensation function to executive leadership. Provide subject matter expertise when identifying and choosing compensation technologies to support our compensation programs and initiatives. Drive learning and development opportunities as well as recognition for the compensation team. Drive innovation and inspiration within team meetings to ensure information is engaging and well received. Optimize the compensation team through leading leaders to ensure successful and timely achievement of team goals by planning, prioritizing and executing. Manage capabilities of the team to execute and maintain a long-term vision.

Requirements

15 years of progressive compensation experience, ideally with a strong focus on broad-based compensation and managing large-scale annual compensation plans.
10 years of leadership experience, with a proven ability to lead, mentor, and advocate for a strategic compensation team.
Demonstrated experience administering career frameworks and standardized bonus targets across a complex business.
Working knowledge of executive compensation principles and the ability to collaborate with a team supporting executive compensation initiatives.
Deep understanding of compensation technologies and how to best leverage them to drive efficiencies and streamline workflows.
Demonstrated experience leveraging AI to optimize the compensation function by reducing manual work to produce strategic compensation professionals.
Highly data-driven mindset with the ability to build dashboards, measure compensation effectiveness, and "tell the story" of compensation to the business.
Demonstrated ability in taking ambiguous and complex situations and communicating them effectively and efficiently to various leadership and team member levels.
Strong consultative skills, including the ability to confidently advise, push back, and partner with business leaders.
Demonstrated ability in driving compensation programs across the company, particularly during periods of rebuilding or transformation.
Demonstrated ability in working cross functionally and partnering with executive leadership to drive solutions across the enterprise.
Demonstrated ability in providing thought leadership, innovation and change management.
Demonstrated ability in asking proactive and deep questions to solve problems at the root cause.

Nice To Haves

Bachelor's degree and/or certification in a related field (e.g., CCP).
Experience working across multiple industries, particularly in mid-to-large size organizations (8,000–20,000+ employees).
Previous experience in a Total Rewards leadership capacity.

Responsibilities

Execute the compensation team’s vision, mission and strategy, focusing on a 2-3 year mandate to rebuild and modernize foundational compensation policies and processes.
Lead the development of the compensation team by finding, hiring, inspiring and retaining top talent, ensuring the team operates as strategic partners.
Oversee the design and execution of broad-based annual compensation plans.
Analyze compensation programs performance and use industry best practices to identify opportunities and provide recommendations to increase team and company performance as well as streamline workflow.
Develop data-driven dashboards and reporting mechanisms to effectively socialize the impact and effectiveness of the compensation function to executive leadership.
Provide subject matter expertise when identifying and choosing compensation technologies to support compensation programs and initiatives.
Drive learning and development opportunities as well as recognition for the compensation team.
Drive innovation and inspiration within team meetings.
Optimize the compensation team through leading leaders to ensure successful and timely achievement of team goals by planning, prioritizing and executing.
Manage capabilities of the team to execute and maintain a long-term vision.