Vice President, Total Rewards

Job description

Why Ryan? Hybrid Work Options Award-Winning Culture Generous Personal Time Off (PTO) Benefits 14-Weeks of 100% Paid Leave for New Parents (Adoption Included) Monthly Gym Membership Reimbursement OR Gym Equipment Reimbursement Benefits Eligibility Effective Day One 401K with Employer Match Tuition Reimbursement After One Year of Service Fertility Assistance Program Four-Week Company-Paid Sabbatical Eligibility After Five Years of Service Job Summary: The Vice President of Total Rewards defines, develops and implements strategic compensation and benefits initiatives to coincide with the Ryan vision, culture and strategic plans. This role requires a player-coach leader who can operate both strategically and hands-on. Reporting to the Senior Vice President of People, the Vice President of Total Rewards will provide leadership and expertise in all areas of compensation and benefits including leading and prsentation of executive compensation programs and legal compliance. Most importantly, the Vice President of Total Rewards will lead the design and implementation of all benefits and compensation practices and implement the Total Rewards programs for the Ryan business in a high-growth, acquisition-driven organization. The ideal candidate will have exceptional analysis and communication skills, as well as effective management skills. The successful candidate will capably partner and consult with senior management and have experience working with a Compensation Committee of the Board of Directors on the total rewards strategy; research and evaluate new compensation and benefits trends; ensure compliance with applicable law, government regulations and internal controls; and engage resources and market expertise on projects, business plan objectives, and corporate initiatives. Duties and responsibilities, as they align to Ryan’s Key Results People: Lead Total Rewards due diligence and integration efforts for acquisitions, including compensation alignment, benefits harmonization and retention strategies. Craft a total rewards strategy to drive the performance of the business, considering competitive positioning and ROI. Align rewards strategy to the needs of our Team member and the culture of the organization. ⁠Experience designing rewards in professional services environments (e.g., consulting, tax, advisory) including incentive structures tied to revenue, utilization, or book of business Maintain/refine a relevant employee benefits strategy for the company. Bring thought leadership to defining the employee benefits proposition for the future, addressing what Ryan should provide team members considering competitive standards, costs, and liability and team member interests. Client: Assess and refine executive short & long-term incentive plans to properly balance individual performance achievement and ownership with both corporate business goals and the future governance interests of the Executive Comp Committee and shareholder. Value: Strike the right balance between incenting peak performance across the company and aligning total compensation strategy to the corporation’s business goals and governance interests. Analyze and assess market data, incorporating industry trends and best practices into compensation/benefits total rewards strategy. Strategize new and better channels for communicating and marketing Total Rewards and wellness/wellbeing initiatives and programs. Education and Experience: Bachelor's degree in Human Resource or business required; advanced degree preferred 10+ years HR, compensation and benefits leadership experience Experience leading Total Rewards in a global organization (multi-region, multi-regulatory environments) Background in Scaled enterprises with 5,000 + employees or equivalent complexity Experienced in professional services, consulting, or partnership-based business models strongly preferred Demonstrated success supporting M&A activity, including harmonization of compensation and benefits across acquired entities CCP certification is preferred High proficiency and knowledge set in Executive Compensation. Depth of experience working with compensation consultants in developing and presenting materials to a Compensation Committee of the Board of Directors Proven track record in designing and implementing total rewards strategy in best-practices organizations Proven ability to lead and manage people in a diverse and changing work environment Significant experience geographically dispersed environment High degree of business acumen Experience leveraging Workday (or equivalent) to drive compensation and benefits strategy, analytics and scalability. Additional Skills: Ability to analyze business needs and craft practices to support them Excellent communication skills; ability to work with all levels Strong team orientation and collaborative style…position requires an inclusive approach to engaging stakeholders across the corporation in ways that lead to good business decisions Pragmatic, quick thinking and action oriented Poised & confident… capable of influencing consensus in a result driven culture Outstanding listening and communication skills with an affinity for engaging people and building relationships Embraces change…highly adaptable to changing business conditions and priorities Provides a customer service mindset. Computer Skills: To perform this job successfully, an individual must be proficient in Microsoft® Word, Excel, Access, PowerPoint, Outlook, and Internet navigation and research. Must demonstrate technical proficiency with HR ERP systems (ideally Workday), including HRMS, ATS, Performance Management, and Compensation Management tools. Certificates and Licenses: This position requires a Certified Compensation Professional (CCP). Human Resources (SPHR or PHR) certification is a plus. Valid driver’s license required. Supervisory Responsibilities: This position is responsible for leading a group of approximately ten HR professionals. Work Environment: Standard indoor working environment. Long periods of sitting while working at computer. Occasional long periods of standing. Position requires regular interaction with employees and vendors both in person and via e-mail and telephone. Independent travel requirement: 10 to 30%. Equal Opportunity Employer: disability/veteran #LI-JN1