VP Total Rewards

MultiCare Health System•Tacoma, WA

3d•$328,578 - $444,538

About The Position

As a key leader within a mission-driven, not-for-profit health system, the Vice President of Total Rewards is responsible for designing and governing Total Rewards programs—including compensation, benefits, wellbeing, and retirement plans—to support a diverse workforce of more than 28,000 employees. The VP ensures programs strengthen MultiCare’s ability to attract, retain, and engage talent across clinical, administrative, technical, and union-represented roles, while supporting long-term workforce sustainability and organizational performance.

Requirements

15+ years of progressive Total Rewards leadership, preferably in health care or similarly complex, regulated environments.
Experience working with unionized workforces.
Executive compensation governance experience, including Board and Committee engagement.
Strong financial and analytical skills supporting long-term planning and stewardship.
Advanced degree (MBA, Master’s, JD) or relevant certifications (CEBS, CCP, CBP, GRP).

Responsibilities

Strategic Leadership: Develop a Total Rewards strategy that supports system-wide engagement, retention, and workforce wellbeing. Align all programs with MultiCare’s mission and vision, ensuring competitive and financially responsible offerings. Contribute as an active member of the Human Potential senior leadership team, fostering collaboration across Centers of Expertise.
Compensation Leadership (Clinical, Union, and Executive): Oversee equitable and consistent compensation programs for all employee groups. Partner with Labor Relations to support collective bargaining with strong market analysis, costing, and contract-aligned structures. Lead executive and leadership compensation governance to ensure compliance, transparency, and alignment with not-for-profit standards.
Benefits, Wellbeing, and Retirement Programs: Provide strategic and fiduciary oversight of retirement programs, including: Defined contribution plans (403(b), 401(a), 401(k), 457(b)/(f)); Defined benefit plans; SERPs and deferred compensation programs. Design benefits and wellbeing programs that promote mental health, resilience, and whole-person care for a 24/7 caregiving workforce.
Governance, Compliance & Not-for-Profit Stewardship: Maintain strong governance for all compensation, benefits, and retirement programs. Ensure compliance with ERISA, ACA, HIPAA, IRS regulations (including 409A), and not-for-profit compensation standards. Provide transparent reporting to the Board, Compensation Committee, and Retirement/Pension Committees.
Labor Relations Partnership: Support labor negotiations with competitive, sustainable Total Rewards proposals. Ensure contract compliance and maintain strong, collaborative relationships with union partners.
HR Technology, People Analytics & Operational Excellence: Advance HRIS and people analytics capabilities that enhance insight into workforce investment, pay equity, retirement liabilities, and benefit utilization. Streamline processes to improve employee experience and operational effectiveness.
Engagement & Communication: Serve as a trusted advisor to HR, clinical, and executive partners. Deliver clear and accessible Total Rewards communication that supports understanding, transparency, and trust.