Vice President, Total Rewards

Guardian Pharmacy Services Management•Atlanta, GA

18d

About The Position

The Vice President, Total Rewards provides strategic leadership for Guardian’s enterprise-wide compensation, benefits, executive compensation, and HR technology programs. The role develops and evolves Total Rewards strategies aligned with business objectives, talent priorities, and financial goals, and serves as a senior advisor to executive, HR, and business leaders. It oversees governance, compliance, vendor relationships, reporting, communications, acquisition due diligence, and integration planning across the function. The position leads benefits strategy and governance, including health and welfare plans, retirement-plan processes, required filings, and audits. It also leads compensation strategy and administration, including job architecture, career levels, salary structures, market pricing, annual merit, bonus and equity cycles, pay-equity analyses, pay-transparency compliance, and applicable variable incentive programs. For executive compensation, the role partners with executive leadership, Legal, Finance, external advisors, and the Compensation Committee; prepares Board and committee materials; supports proxy and Compensation Discussion and Analysis disclosures; and oversees equity administration and related governance. The role provides executive oversight of Guardian’s Workday HCM platform and broader HR technology roadmap, ensuring effective systems, accurate and secure data, reporting, analytics, workflows, controls, and employee and manager self-service. It drives automation, process improvement, and system optimization in partnership with HR, Payroll, Finance, IT, Security, Internal Audit, and other stakeholders. The Vice President leads and develops the Total Rewards team across Benefits, HR Technology/HRIS, and Compensation, balancing strategic leadership with strong operational execution.

Requirements

Bachelor's degree in Human Resources, Business Administration, Finance, or a related field.
At least 15 years of progressive experience across Total Rewards and HR technology.
At least 6 years of experience leading multidisciplinary teams.
Demonstrated expertise in compensation, benefits, executive compensation, equity programs, and HR technology strategy and delivery.
Experience supporting a public-company Board and Compensation Committee, including proxy and CD&A processes, executive compensation disclosures, and governance requirements.
Working knowledge of applicable compensation, benefits, equity, pay-transparency, data-privacy, and public-company compliance requirements.
Strong executive presence and communication skills, with the ability to influence senior leaders and the Board.
Strategic and analytical ability to translate business objectives into scalable, financially disciplined Total Rewards solutions.
Required attributes include integrity and strong work ethic, leadership, relationship-building, strategic planning, problem-solving, and collaborative teamwork.

Nice To Haves

Master's degree in Human Resources, Business Administration, or a related field.
CCP (Certified Compensation Professional) or CEBS (Certified Employee Benefit Specialist) certification.
Public-company experience.
Workday HCM experience.

Responsibilities

Develop, implement, and continuously evolve an enterprise-wide Total Rewards strategy aligned with business objectives, talent priorities, and financial goals.
Advise executive leadership, HR leadership, and business leaders on compensation, benefits, wellness, and broader Total Rewards matters.
Monitor market practices, workforce dynamics, and legislative and regulatory developments to maintain competitive, equitable, compliant, and financially sustainable programs.
Establish governance frameworks, policies, processes, documentation, testing, and internal controls across Compensation, Benefits, and HRIS.
Oversee vendors and external partners, including performance expectations, service quality, escalated issues, contracts, and renewals.
Deliver executive-level reporting and insights on Total Rewards spending, market position, program effectiveness, employee outcomes, risk, and return on investment.
Develop communications that explain the value of Total Rewards offerings and support employee understanding.
Lead Total Rewards due diligence and integration planning for acquisitions and other strategic transactions, as applicable.
Develop and execute a multi-year benefits strategy and define the employee benefits proposition based on competitive practices, cost, liabilities, workforce needs, and business priorities.
Oversee health and welfare plan compliance and retirement-plan governance, including fiduciary processes, filings, audits, and coordination with Legal, Finance, Payroll, and external advisors.
Lead compensation strategy and maintain enterprise job architecture, career levels, salary structures, market-pricing methodology, and compensation governance.
Partner with senior leaders to align base pay, incentive, and equity programs with business performance, career growth, and workforce planning objectives.
Lead annual merit, bonus, and equity planning cycles, including governance, budgeting, data integrity, system administration, approvals, controls, executive reviews, and employee communications.
Oversee pay-equity analyses and compliance with pay-transparency and compensation disclosure requirements.
Design and govern sales, field, or other variable incentive programs, as applicable, with Finance and business leadership.
Partner with executive leadership, external compensation advisors, Legal, Finance, and the Compensation Committee on executive compensation programs and governance.
Prepare and present Compensation Committee and Board materials, including market analyses, peer-group assessments, pay-for-performance reviews, equity recommendations, incentive plan updates, and governance matters.
Lead Total Rewards support for the annual proxy statement and Compensation Discussion and Analysis, coordinating accurate and timely disclosures with relevant partners.
Oversee equity compensation administration and governance, including award processes, plan compliance, and coordination of Section 16 reporting and insider-related requirements.
Develop a multi-year HR technology roadmap aligned with organizational growth, workforce, employee experience, and compliance priorities.
Provide executive oversight for Workday administration, configuration, governance, and ongoing enhancement.
Ensure integrity, security, availability, workflows, and governance of HR and compensation data used in payroll, financial reporting, executive compensation, regulatory filings, and management decisions.
Maintain system access, change-management, data-privacy, and control processes with IT, Security, Internal Audit, and Finance.
Drive automation, process simplification, system optimization, and disciplined evaluation of emerging technologies.
Lead and develop the Benefits, HR Technology/HRIS, and Compensation teams, ensuring strategic capability and effective day-to-day support.
Partner with HR Business Partners, Finance, Legal, Payroll, IT, business leaders, and other stakeholders to integrate Total Rewards programs with broader HR and organizational strategies.

Benefits

Competitive pay.
401(k) with company match.
Medical, dental, and vision benefits for full-time employees working 30 or more hours per week.
Health Savings Accounts and Flexible Spending Accounts.
Company-paid Basic Life and Accidental Death & Dismemberment insurance.
Company-paid Long-Term Disability and optional Short-Term Disability.
Voluntary Employee and Dependent Life, Accident, and Critical Illness insurance.
Dependent Care Flexible Spending Accounts.
Employee Assistance Program (EAP).
Guardian Angels employee assistance fund.
Paid holidays and sick days.
Vacation benefits based on years of service.