VP Compensation

American Addiction Centers•Milwaukee, WI

1d•Onsite

About The Position

This role defines and implements a forward-looking, broad-based compensation philosophy that supports the organization’s strategic objectives, market competitiveness, and regulatory compliance. It aligns compensation programs with evolving care models, workforce strategies, and financial sustainability goals. The VP partners with People & Culture business partners and business leaders to support operating model transformation and workforce planning initiatives. This position oversees pay structures, pay ranges, and job architecture for all non-executive roles across the enterprise, ensuring programs reflect market trends, internal equity, and support career progression. The VP serves as a key architect in supporting operating model redesign, ensuring compensation structures enable agility, scalability, and talent mobility, and drives continued integration of compensation frameworks across legacy organizations and new acquisitions. This role leverages data analytics and technology to drive insights into pay equity, market competitiveness, and workforce trends, utilizing benchmarking to anticipate market trends, inform strategic decisions, and introduce innovative pay solutions. It establishes robust governance and compliance frameworks to mitigate risk and ensure adherence to regulatory requirements, and leads and champions pay equity and transparency initiatives that reinforce organizational values. The VP ensures adherence to federal, state, and local regulations, including wage and hour laws and pay transparency requirements. This role advises People & Culture leaders on compensation strategies that impact enterprise performance and talent outcomes, and collaborates with People & Culture, Finance, and operational leaders to integrate compensation strategies into talent management, organizational design, and broader workforce planning. The VP serves as a trusted advisor to senior leadership on broad-based compensation matters, and builds and leads a high-performing compensation team, fostering a culture of innovation, accountability, and strategic impact. This role also performs human resources responsibilities for staff, including interviewing and selection, promotions, staff development, performance evaluations, compensation changes, resolution of employee concerns, corrective actions, terminations, and overall employee morale. Additionally, the VP develops and recommends operating capital budgets and controls expenditures within approved budget objectives.

Requirements

Certified Compensation Professional certification (CCP) issued by the World at Work Society of Certified Professionals.
Bachelor's degree in related field
Typically requires 15 years of experience in compensation/human resources.
Includes 10 years of management experience in administering and managing compensation principles, practices, and techniques.
Experience in design and implementation of compensation programs, plans, and structures across multiple geographies.
Experience in preparing high-quality materials for executive level audiences.
Experience developing strategic partnerships with senior management and influencing key business decisions.
Experience using HR ERP technology such as Workday, Oracle, or SAP/SuccessFactors and compensation administration software such as CompAnalyst, PayFactors, or MarketPay
Demonstrated knowledge of and skills in Human Resource management functions such as employment, benefits, employee relations, and employee/organizational development.
Ability to integrate knowledge and skill into the development of effective compensation programs/procedures.
Proven ability to design and implement enterprise-wide compensation strategies that drive organizational performance.
Expertise in market analysis, regulatory compliance, and pay equity initiatives.
Exceptional strategic thinking, influencing, and stakeholder management skills.
Demonstrated ability to build strong cross-functional relationships, influence enterprise strategy, and navigate complex stakeholder environments.
Deep knowledge of compensation compliance and regulations with extensive understanding of the laws and regulations that impact compensation.
Excellent communication skills to work effectively and collaborate with all levels of employees and to address difficult and controversial issues.
With proven experience, preparing high-quality materials for executive forums.
Excellent analytical, quantitative, and qualitative skills to facilitate effective decision-making.
Ability to identify and solve problems creatively, to work within deadlines with a high attention to detail, and to work independently in a fast paced, dynamic environment.
Proficiency in the Microsoft Office suites or similar products.
Demonstrated ability to administer and evaluate compensation related applications.
Travel required to build relationships and support the business.

Responsibilities

Defines and implements a forward-looking, broad-based compensation philosophy that supports the organization’s strategic objectives, market competitiveness, and regulatory compliance.
Aligns compensation programs with evolving care models, workforce strategies, and financial sustainability goals.
Partners with People & Culture business partners and business leaders to support operating model transformation and workforce planning initiatives.
Oversees pay structures, pay ranges, and job architecture for all non-executive roles across the enterprise.
Ensure programs reflect market trends, internal equity, and support career progression.
Serves as a key architect in supporting operating model redesign, ensuring compensation structures enable agility, scalability, and talent mobility.
Drives continued integration of compensation frameworks across legacy organizations and new acquisitions.
Leverages data analytics and technology to drive insights into pay equity, market competitiveness, and workforce trends.
Utilizes benchmarking to anticipate market trends, inform strategic decisions, and introduce innovative pay solutions.
Establishes robust governance and compliance frameworks to mitigate risk and ensure adherence to regulatory requirements.
Leads and champions pay equity and transparency initiatives that reinforce organizational values.
Ensures adherence to federal, state, and local regulations, including wage and hour laws and pay transparency requirements.
Advises People & Culture leaders on compensation strategies that impact enterprise performance and talent outcomes.
Collaborates with People & Culture, Finance, and operational leaders to integrate compensation strategies into talent management, organizational design, and broader workforce planning.
Serves as a trusted advisor to senior leadership on broad-based compensation matters.
Builds and leads a high-performing compensation team, fostering a culture of innovation, accountability, and strategic impact.
Performs human resources responsibilities for staff which include interviewing and selection of new employees, promotions, staff development, performance evaluations, compensation changes, resolution of employee concerns, corrective actions, terminations, and overall employee morale.
Develops and recommends operating capital budgets and controls expenditures within approved budget objectives.

Benefits

Comprehensive suite of Total Rewards: benefits and well-being programs
Competitive compensation
Generous retirement offerings
Programs that invest in your career development
Paid Time Off programs
Health and welfare benefits such as medical, dental, vision, life, and Short- and Long-Term Disability
Flexible Spending Accounts for eligible health care and dependent care expenses
Family benefits such as adoption assistance and paid parental leave
Defined contribution retirement plans with employer match and other financial wellness programs
Educational Assistance Program