VP, Total Rewards, HR Technology & Operations

Carters Inc.•Atlanta, GA

About The Position

Serving the needs of all families with young children, Carter’s Inc. is the largest North American apparel retailer exclusively for babies and young children, encompassing Carter’s, OshKosh B’gosh, SkipHop and Little Planet brands. Meaningful work, constant learning, genuine people, and a community guided by core values that promote inclusion and innovation is in everything we do. There are many reasons to build your career at Carter's. HOW YOU’LL MAKE AN IMPACT: The Vice President, Total Rewards, HR Technology & Operations is a senior HR leader responsible for designing, executing, and continuously improving the company’s total rewards strategy, HR technology and people analytics ecosystem, as well as enterprise performance management and learning & development programs. This role ensures competitive, equitable rewards; modern, integrated HR systems; and data-driven performance and capability-building processes that enable informed decision-making and business results. Reporting to the Chief Administrative Officer, this leader partners closely with HR, Finance, IT, Legal, and business leadership (including the Board of Directors) to align people programs with enterprise strategy and growth objectives.

Requirements

15+ years of progressive HR experience, including senior leadership roles spanning total rewards, HR technology, people analytics, performance management, and learning & development.
Demonstrated experience building and scaling people analytics capabilities.
Strategic and analytical mindset with strong business and financial acumen
Strong people leadership and cross-functional influence
Proven ability to influence executive decision-making through data-driven insights.
Expertise in connecting data, performance, rewards, and development
Advanced data interpretation, storytelling, and executive communication skills
Background leading HR technology implementations (e.g., Workday, SAP SuccessFactors, Oracle, UKG) and analytics/reporting solutions.

Nice To Haves

Experience with a multi-national retail organization.
Experience leading HR transformation initiatives.
Previous experience in Workday.

Responsibilities

Lead the design and governance of total rewards programs, including base pay, short- and long-term incentives, equity, benefits, retirement, and wellness programs.
Ensure compensation and benefits programs are competitive, market-aligned, equitable, and compliant with applicable laws and regulations.
Oversee job architecture, leveling, pay structures, and incentive design to support performance, career progression, and organizational agility.
Partner with Finance and executive leadership on annual compensation planning, incentive funding, and rewards-related cost management.
Deliver executive-ready analytics and insights on pay equity, rewards competitiveness, and workforce cost drivers.
Lead the preparation of Compensation & Human Capital Committee materials as key liaison between Management, external consultants and the Committee.
Participate in quarterly Committee meetings.
Own the enterprise HR technology and people analytics roadmap, including HCM, payroll, benefits administration, performance management, learning platforms (LMS/LXP), and analytics and reporting tools.
Establish a robust people analytics capability that delivers actionable insights on workforce trends, performance, retention, skills, and leadership effectiveness.
Lead vendor selection, implementation, optimization, and ongoing governance of HR systems and analytics platforms.
Drive automation, self-service, and data visualization to improve employee, manager, and executive experience.
Design and lead the enterprise performance management philosophy, processes, and tools aligned with company strategy and values.
Ensure strong linkage between performance outcomes, rewards, development, and succession planning.
Oversee goal-setting, performance reviews, calibration, and performance improvement practices.
Use performance data and analytics to inform talent decisions and organizational effectiveness.
Lead the learning strategy through LinkedIn Learning and leverage learning analytics to assess skill gaps, program effectiveness, and return on investment.
Establish efficient, standardized, and scalable HR processes across the employee lifecycle.
Ensure compliance with labor laws, tax requirements, data privacy regulations, and internal controls.