VP Total Rewards

Advisor Group•Atlanta, GA

1d•$170,000 - $180,000•Hybrid

About The Position

The VP, Total Rewards will direct the company’s total rewards strategy and programs to enable Osaic to attract, develop, reward, and retain top talent. This includes designing, developing, implementing, and sustaining contemporary compensation and benefits programs, policies, and practices. Vendor selection, partnership and management are critical parts of this role. The position has daily operational management for on-going administration of the comprehensive total rewards strategy for the organization, as well as oversight for compensation, payroll, and benefits teams. The role reports to the Chief Administration Officer and has significant exposure to the CEO, CFO, Chairperson and Compensation Committee. It is a critical member of the HR Leadership Team as a Center of Excellence leader. This role plays a key strategic and leadership role within the Osaic enterprise, as Osaic continues to build and refine human capital and engagement strategies supporting the company’s mission and aggressive growth strategy in the wealth management landscape. The ideal candidate for this strategic leadership role is a seasoned Total Rewards executive with a proven track record of designing and executing compensation and benefits strategies that align with enterprise-wide talent goals in a fast-paced, growth-oriented financial services environment.

Requirements

Minimum 15 years of experience in a Total Rewards role, including 10 years planning designing, negotiating, analyzing, and implementing benefits and compensation programs, and including 5-7 years in a people leader role.
Experience working with external compensation/benefit consultants, and other 3rd party solution providers as well as negotiating with brokers and insurance carriers.
Demonstrated ability to work in a fast-paced environment.
Owning strategic initiatives and deliverables.
Excellent leadership skills and fostering a high performing team.
Extensive expertise in data modeling, systems and integration, reporting, board level material generation, and financial reporting support (i.e., budgets, forecasts, etc.)
Experience in a multi-location or national organization, ideally with exposure to remote and hybrid workforce models.
Demonstrated ability to lead the development and execution of total rewards strategies that support organizational goals, talent acquisition, retention, and engagement.
Deep knowledge of compensation structures, incentive plans, equity programs, health and welfare benefits, retirement plans, and wellness initiatives.
Skilled in selecting, negotiating, and managing third-party vendors to optimize service delivery and cost efficiency.
Strong technology fluency including expertise with HR platforms and data analytics tools to drive insights and decision-making related to human capital.
Experience managing payroll, benefits administration, and compliance across multiple jurisdictions.
Influential communication skills and experience presenting to senior executives, including the CEO, CFO, and Compensation Committee.
Strong collaboration skills and ability to work effectively across HR, Finance, Legal, and business stakeholders to ensure alignment and integration of total rewards programs.
Leadership experience through change and comfort navigating ambiguity and driving transformation in a dynamic work environment
Leadership impact with track record of building and inspiring high-performing teams while fostering a culture of innovation, accountability, and continuous improvement

Nice To Haves

Prior experience in wealth management or financial services is highly preferred, with an understanding of advisor compensation models and regulatory considerations.
Workday HCM

Responsibilities

Create, develop, implement, evaluate, and manage Osaic’s compensation and benefits programs for executives and non-executives including base, variable incentive, equity, non-cash, and total cash compensation elements.
Execute compensation and benefits analysis of current plans and programs as discovery for designing potential new total rewards strategy.
Design, implementation and administration of health and welfare, voluntary benefit, 401K and retirement, life, disability, reward, and recognition programs.
Lead the strategic design and implementation of Osaic’s compensation and benefits policy, procedure, practices, and process development.
Evaluate and compare existing company compensation, executive compensation, rewards, benefits, and wellness initiatives through external benchmarking to understand our industry and competitive landscape.
Monitor effectiveness of existing benefit and compensation programs, plans, policies, guidelines, and procedures; recommend plan revisions or modifications as well as develop new plans to ensure cost effectiveness and consistency with compensation trends, competitiveness in marketplace and the organization's objectives.
Lead oversight for compensation programs, including job evaluation, job descriptions, salary structures, market analysis, merit and bonus planning, policy and procedure roll out and compensation communication.
Create and deliver a comprehensive and effective communication strategy for all total reward programs to drive performance objectives, attract, and retain valuable human capital, maintain compliance, and ensure administration accuracy.
Prepare all board materials and lead solution design with CEO, C-Suite executives, and the Compensation Committee.
Benchmark, manage and negotiate with brokers and third party solution providers.
Manage the administration of direct compensation including the processing, recording, and reporting of compensation-related actions in coordination with payroll, finance, accounting, and benefits systems.
Ensure compliance of federal, state, and local compensation and benefit laws and regulations.
Keep Apprised of statutory compliance with FMLA, ADA, COBRA, ERISA, HIPAA, and additional regulations that affect the organization.
Leverage Workday and technology to execute total rewards strategy.
Strong expertise in technology linked to HR databases interfacing with payroll processing, web portal access.
Benefit vendor data transmissions and usage for data driven decisions and analysis.
Collaborate with business leaders enhancing M&A activities, due diligence and acquisition matters relative to benefits and compensation.