VP, Total Rewards & Shared Services

Travis Credit Union•Vacaville, CA

2d•$200,000 - $310,000•Hybrid

About The Position

The Vice President of Total Rewards and Shared Services leads enterprise Human Resources programs and operations that shape the employee experience at Travis Credit Union. This role oversees Total Rewards, Executive Compensation, Benefits, HR Shared Services, HRIS, and HR policy and compliance, ensuring programs are competitive, compliant, financially disciplined, and aligned with TCU’s values and business priorities. The VP partners closely with the Chief People Officer and senior leaders to build scalable, data-informed, and employee-centered solutions that support organizational growth and operational excellence.

Requirements

Demonstrated experience managing HR systems (preferably ADP Workforce).
Demonstrated success with process improvements and systems optimization.
Hands-on experience being involved in individual contributor work with a desire to build next level services.
Exceptional executive presence and communication skills, with the ability to influence senior leaders and diverse stakeholder groups.
Extensive experience overseeing self-funded and fully funded plans.
Demonstrated experience leading compensation programs, utilizing market pricing, variable pay, job evaluation, and cost modeling.
Demonstrated ability to handle shifting priorities and managing shifting priorities with competing deadlines.
Strong business acumen, financially astute, and detail oriented.
Comprehensive experience supporting all areas of HR Shared Services.
Extensive experience with Microsoft Office Suite.
Deep experience with executive compensation financial acumen, including modeling base, incentives/bonus, long-term incentives/retention, nonqualified retirement (e.g., 457(b)/457(f)/SERP concepts), benefits and perquisites; quantifying short- and long-term cost impacts; and partnering with Finance on planning/forecasting of human capital expense.
Demonstrated ability to present executive compensation financials and recommendations to senior leaders and board/committee audiences.
Solid experience with executive compensation surveys and market studies; custom peer group development; pay philosophy and pay mix analysis; and producing executive compensation recommendations grounded in a documented, defensible methodology.
High degree of ability to maintain confidentiality and handle sensitive information with absolute discretion.
Bachelor’s degree in a related field or equivalent experience.
10+ years of progressive experience in compensation, benefits, and HRIS, required (an equivalent combination of experience and education may be considered).
Minimum of 8 years demonstrated experience managing and developing people in a high-performing cohesive team, required.
Minimum 8 years’ Sales Compensation experience, required.
Minimum 8 years of demonstrated leadership experience building cross-organizational consensus with exposure to technology providers and/or business clients, required.

Nice To Haves

SHRM or equivalent CP or SCP certified, highly desired but not required.
Certified Sales Compensation (CSCP), Certified Compensation Professional (CCP), and/or CCBP (Certified Compensation and Benefits Professional), highly preferred.
Highly preferred to have worked at a Credit Union, or Financial Services organization.

Responsibilities

Lead and develop a high-performing team.
Align culture, strategy, and technology, ensuring our people programs are both high-impact and future-ready.
Partner with the Chief People Officer and Executive Leadership Team to build and influence the development and implementation of forward-thinking enterprise Total Rewards strategy and programs, which will ensure the credit union’s success in attracting, developing, and retaining the best talent while engaging with People Leadership & Cross-Functional Partnership in maintaining fiscal discipline.
Lead all strategic Compensation, Benefits, and HR Shared Services processes, including salary planning and administration, variable pay development and administration, benefits programs, annual benefits design/open enrollment, HRIS/People Analytics, and HR Shared Service operations.
Create and implement functional strategic plans (3-5 years), associated budget, and staffing for the Total Rewards & HR Shared Service functions.
Serve as a subject matter expert and trusted partner for Compensation, Benefits, Perquisites, Human Resources (HR) Information Systems (HRIS) and HR Shared Services, owning the Total Rewards philosophy and approach to support the company’s continued growth and increasing organizational complexity.
Serve on HR Leadership Team and model leadership for HR function, acting as an enterprise leader across TCU.
Own the Compensation program roadmap, driving strategy and program development, ensuring scalable, compliant processes, strong controls, and high data and program integrity.
Participate as required in collaboration with Finance, Legal, Tax, and external advisors.
Develop executive offers and continually enhance the offer process in collaboration with Talent Acquisition for optimal effectiveness and efficiency in accordance with Total Rewards principles.
Promote pay equity and pay transparency initiatives to strengthen organizational trust and mitigate reputational risk.
Own the Benefits & Wellness roadmap, driving innovation in program offerings in alignment with the credit union’s strategy and diverse employee population needs.
Lead the design, administration, vendor management, and compliance of benefits and wellness programs, ensuring cost effectiveness, compliance, and marketplace competitiveness.
Work in partnership with insurance consultants to ensure compliance with federal, state, and other regulatory agencies and to limit company exposure to liability associated with fiduciary responsibilities.
Remain current on benefits and employment law changes and trends; proactively recommend actions needed to comply with U.S. employment laws, governmental agency requirements, fiduciary requirements pertaining to U.S. benefit plans, and international benefits programs as applicable.
Own the HR Shared Services and HRIS roadmap, driving scalable, compliant processes, strong controls, and high data integrity across the employee lifecycle.
Lead the use of HR systems to improve workforce planning, personalize rewards, and strengthen insights into engagement and turnover.
Identify solutions to automate HR Shared Services, improve data quality, and increase shared services efficiency.
Ensure HR Shared Services and systems comply with legal requirements and organizational standards in the credit union industry.
Develop and implement policies that align with TCU’s people strategy and ensure Total Rewards programs are competitive with market practices and comply with federal and state laws.
Benchmark across all areas of total rewards to elevate understanding of current and future competitiveness; maintain market intelligence on pay transparency, internal equity, and emerging rewards practices.
Oversee development of communication materials and training to educate managers and employees on Total Rewards philosophies, programs, and value.
Facilitate required government reporting, non-discrimination testing, and required employee communications.