Vice President, Total Rewards

Travere • San Diego, CA

6d • Hybrid

About The Position

The Vice President, Total Rewards leads the enterprise strategy, design, and delivery of programs that support Travere’s business priorities and ability to attract, engage, and retain talent. The portfolio includes compensation, equity, executive compensation, health and wellbeing benefits, retirement, job architecture, and recognition. The role ensures programs evolve with the organization and balance employee value, market competitiveness, and long-term financial sustainability.

As a member of the People Success Leadership Team, the Vice President advises the Chief People Officer and senior leaders. The role partners with Finance and Legal on executive compensation, workforce investments, and Compensation Committee matters, and uses market data, analytics, technology, and AI to improve decisions, program effectiveness, and employee experience.

The position is based remotely with regular onsite presence in San Diego required; the posting states that no role is 100% remote. National or international travel of 10%–15% is required. Travere provides eligible employees and dependents with health, financial, work-life, and wellbeing offerings, including wellness and employee support programs, life and disability insurance, retirement plans with employer match, and generous paid time off. Compensation includes base pay, short-term incentives, and long-term incentive compensation in company stock. The target base pay range is $285,000–$385,000.

Requirements

• Bachelor’s degree or an equivalent combination of education and applicable experience.
• Typically 15 or more years of progressive experience in compensation, benefits, or total rewards, including significant leadership across a broad portfolio and a record of developing strong teams.
• Experience designing executive compensation at a publicly traded company and developing recommendations and materials for Compensation Committee and Board review.
• Deep expertise in equity and incentive design, compensation governance, and pay and performance analysis.
• Experience leading job architecture, job evaluation, salary structures, and pay equity work, and understanding how these frameworks support career development and organizational effectiveness.
• Experience building compensation programs that support business outcomes while balancing competitiveness, internal equity, and financial sustainability.
• Experience managing a comprehensive benefits portfolio in pharmaceutical or biotechnology settings, including cost management, vendor negotiations, and program evaluation.
• Strong financial modeling, scenario-planning, and analytical skills, with the ability to translate data into clear recommendations.
• Strong executive communication and presentation skills, including the ability to explain complex rewards issues to senior leaders and Board audiences.
• Ability to work effectively in a matrixed organization and influence decisions across People Success, Finance, Legal, and business leadership.
• Experience using AI, automation, and technology to improve decisions and service delivery, with sound judgment regarding privacy, accuracy, and human oversight.
• Advanced proficiency in Excel and PowerPoint.
• Experience with HRIS and Workday using recognized best practices is required.
• Must be able to regularly work onsite in San Diego and travel nationally or internationally 10%–15%.

Nice To Haves

• Experience supporting global organizations, including insurance, retirement, time off, and wellbeing programs.

Responsibilities

• Establish and lead a multiyear total rewards strategy aligned with business priorities, organizational growth, and talent needs.
• Evolve the compensation philosophy and mix of base pay, annual incentives, equity, and other rewards in response to talent markets and business priorities.
• Assess market trends and peer practices and recommend approaches that balance competitiveness, internal equity, employee impact, and financial sustainability.
• Lead total rewards budgeting, forecasting, and scenario planning with Finance.
• Anticipate total rewards implications of organizational change, business growth, and potential business development activity.
• Lead design, evaluation, and administration of executive compensation, including salary, incentives, and executive offer and retention arrangements.
• Partner with the Chief People Officer, Finance, Legal, and external advisors on executive compensation recommendations and materials for the Compensation Committee and Board.
• Assess peer positioning, pay and performance alignment, equity dilution, and share utilization to inform strategy and governance.
• Oversee annual compensation planning, salary structures, incentive programs, and equity awards.
• Lead pay equity analyses and translate findings into actions that strengthen fairness, consistency, and transparency.
• Guide differentiated rewards and retention approaches for critical capabilities, key talent, and competitive talent markets.
• Lead job architecture strategy and governance, including job evaluation, levels, and compensation structures, in partnership with relevant People teams and business leaders.
• Set the strategy for benefits and wellbeing programs while managing cost and long-term sustainability.
• Evaluate program use, costs, employee feedback, and talent outcomes to guide investment decisions and assess return on investment.
• Build, lead, and develop a high-performing Total Rewards team and ensure accurate, timely service delivery.
• Advise senior leaders on complex compensation and benefits decisions, providing sound judgment and clear recommendations.
• Lead employee communication and manager education about rewards and compensation decisions.
• Partner with HRIS, Finance, and technology stakeholders to improve data quality, systems integration, dashboards, and scalable processes.
• Apply AI, automation, and advanced analytics responsibly to improve modeling, market analysis, administration, and employee access to rewards information, with privacy safeguards and human oversight.
• Manage external advisors and vendors, including needs definition, contract negotiation, service performance, and program opportunities.
• Partner with Legal and Finance to maintain compliance with compensation, equity, benefits, disclosure, and reporting requirements.
• With the Chief People Officer, drive quarterly Compensation Committee activities and vendor relationships; manage the annual committee calendar, CEO performance process, and external executive compensation consultant assessment, and ensure timely materials.
• Lead continuous improvement of total rewards programs and processes to improve responsiveness, consistency, and employee experience.

Benefits

• Premium health, financial, work-life, and wellbeing offerings for eligible employees and dependents
• Wellness and employee support programs
• Life insurance
• Disability insurance
• Retirement plans with employer match
• Generous paid time off
• Base pay and short-term incentive compensation
• Long-term incentive compensation in company stock

What This Job Offers

• Job Type: Full-time
• Career Level: Executive