VP, Compensation

Focus Financial Partners•St. Louis, MO

21h•$185,000 - $200,000

About The Position

The Vice President, Compensation will be responsible for developing and managing executive, broad-based, and incentive compensation programs across multiple business lines and geographies. This role will also be responsible for collecting, analyzing, and maintaining HR data to ensure accurate reporting and informed decision-making. The ideal candidate is an experienced compensation leader, who enjoys working with data, with deep experience in financial services, particularly wealth management, and the ability to operate effectively in a complex, multi-entity environment.

Requirements

7+ years of progressive compensation experience, including at least 5 years leading executive and incentive pay programs in a complex, multi-entity environment.
Proven track record working with public or large private company boards and compensation committees.
Exceptional analytical skills and the ability to translate data into actionable insights.
Demonstrated ability to influence and build consensus with senior leaders.
Bachelor’s degree in Human Resources, Finance, Business, or related field required

Nice To Haves

Master’s degree or CCP (Certified Compensation Professional) preferred.

Responsibilities

Develop and execute a firmwide compensation strategy that aligns with business goals, talent priorities, and market competitiveness.
Partner with leadership to provide guidance on compensation philosophy, policy, and structure.
Lead annual compensation planning cycle, including salary reviews, bonus allocations, and long-term incentive grants.
Design and manage broad-based and executive compensation programs, including base salary, annual incentives, equity/long-term incentives, and retention programs.
Oversee the design and administration of incentive plans for revenue-generating roles across wealth management and business management businesses.
Lead market benchmarking efforts and partner with HR Leaders and Talent Acquisition to develop competitive offers and retention programs.
Manage external vendor relationships (e.g., compensation surveys, benchmarking tools, system providers, consultants) to support compensation operations and analysis.
Oversee job evaluation processes, including job architecture, leveling frameworks, and salary structures.
Ensure programs are competitive and equitable across geographies, roles, and business units.
Ensure compliance with federal, state, and international compensation laws and regulations, including FLSA, Equal Pay Act, and pay transparency laws.
Lead the design, implementation, and ongoing maintenance of Core Compensation and Advance Compensation modules in Workday.
Collect, analyze, and maintain HR data to ensure accurate reporting and informed decision-making.
Develop governance frameworks to mitigate risk and maintain consistent administration across entities.
Stay informed on market trends, regulatory developments, and best practices in executive and incentive pay.
Partner with Finance, Legal, and HR leaders to ensure alignment between compensation strategy, budgets, and overall business strategy.
Provide coaching and training to HR and business leaders on compensation practices and policies.
Build strong relationships with leaders in both wealth management and business management lines to address their unique needs.
Other duties as assigned.