The Vice President, Total Rewards is responsible for designing, implementing, and overseeing the organization’s global total rewards strategy, including compensation, benefits, recognition, and related employee value programs. This role ensures that total rewards programs align with business objectives, attract and retain top talent, reinforce a high-performance culture, and comply with regulatory requirements. The VP of Compensation / Total Rewards will work closely with senior leadership, HR business partners, Finance, and business leaders to develop competitive, equitable, and sustainable rewards structures that support the company’s growth and strategic goals.
Your Impact
- Develop and execute an integrated Total Rewards strategy aligned with the company’s business goals, talent strategy, employee experience, and growth objectives.
- Design and oversee broad-based, executive, compensation, recognition, and benefits programs that are competitive, equitable, compliant, and financially sustainable.
- Lead the annual compensation planning cycle, including salary structures, merit increases, bonus programs, incentive plans, and pay-for-performance processes.
- Oversee benefits strategy and administration, including health and welfare, retirement, wellness, leave programs, vendor partnerships, compliance, and employee communications.
- Conduct market analysis, benchmarking, job evaluation, job architecture, leveling, and salary banding to ensure competitive and consistent rewards programs.
- Partner with Finance, Legal, Payroll, HR Operations, HR Business Partners, Talent Acquisition, and external vendors to manage governance, cost effectiveness, compliance, and service delivery.
- Ensure compliance with applicable federal, state, and international compensation and benefits laws, including FLSA, Equal Pay Act, pay transparency, and related regulatory requirements.
- Use workforce analytics, compensation data, benefits insights, and pay equity analysis to provide data-driven recommendations to senior leadership.
- Create communication strategies, total rewards statements, training, and resources that help leaders and employees understand the full value of the company’s rewards offerings.
- Provide leadership and mentorship to the Total Rewards team, fostering innovation, accountability, continuous improvement, and strong stakeholder partnership.
Desired Competencies:
Compensation Management
Executive Compensation
Incentive Programs
Market Pricing
Compensation Program Design
Compensation Strategy Development
Compensation Communication
HR Regulatory Compliance
Compensation Management Software
Benefits Strategy
Benefits Administration
Benefits Compliance
Your Experience:
- Bachelor’s degree in finance, accounting, human resources or a related field required; Master’s preferred or equivalent work experience.
- 10+ years of progressive compensation experience, with at least 5 years in a leadership role.
- Demonstrated experience with global benefits strategy, administration, vendor management, compliance, and employee communications. Extensive focus on US and Canadian health and welfare plan design is required
- Experience in a global compensation structures and strategies
- Expertise in executive compensation, incentive programs, and equity-based compensation.
- Strong knowledge of compensation regulations, including FLSA, SEC, and global pay compliance laws.
- Experience in the consulting industry or financial services industry is a plus.
- Proven ability to lead and influence senior executives in compensation decision-making.
- Strong analytical skills with proficiency in compensation analytics tools and HRIS systems.
- Excellent communication and stakeholder management skills.
Certifications (Preferred):
- Certified Compensation Professional (CCP) or similar certification.
- Knowledge of UKG, CompAnalyst or other HR technology platforms
Determining compensation for this role (and others) at Highspring depends upon a wide array of factors including but not limited to the individual’s skill sets, experience and training, licensure and certifications, office location and other geographic considerations, as well as other business and organizational needs. With that said, as required by local law, Highspring believes that the following salary range reasonably estimates the base compensation for an individual hired into this position in geographies that require salary range disclosure to be between the range below. The individual may also be eligible for a variety of bonus and financial incentives based on individual and company performance.
Skills Required
- Bachelor's degree in finance, accounting, human resources or related field
- Master's degree or equivalent work experience
- 10+ years of progressive compensation experience
- At least 5 years in a leadership role
- Demonstrated experience with global benefits strategy, administration, vendor management, compliance, and communications
- Extensive focus on US and Canadian health and welfare plan design
- Experience with global compensation structures and strategies
- Expertise in executive compensation, incentive programs, and equity-based compensation
- Strong knowledge of compensation regulations including FLSA, SEC, and global pay compliance laws
- Proven ability to lead and influence senior executives in compensation decision-making
- Strong analytical skills with proficiency in compensation analytics tools and HRIS systems
- Excellent communication and stakeholder management skills
- Experience in consulting or financial services (plus)
- Certified Compensation Professional (CCP) or similar certification
- Knowledge of UKG, CompAnalyst or other HR technology platforms
MorganFranklin Consulting Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about MorganFranklin Consulting and has not been reviewed or approved by MorganFranklin Consulting.
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Fair & Transparent Compensation — Pay is considered competitive for a mid‑market consultancy, with compensation often characterized as good or comparable relative to expectations. Feedback suggests pay is generally above average within its segment rather than top‑of‑market.
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Healthcare Strength — Health coverage is frequently described as solid, with medical, dental, and vision plans complemented by wellness resources. Feedback suggests healthcare benefits are a relative strength within the overall package.
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Pay Growth & Progression — Compensation shows clear upside with seniority, with wide ranges across levels and materially higher totals at advanced roles. Feedback suggests advancement and strong performance can meaningfully increase total pay.
MorganFranklin Consulting Insights
What We Do
MorganFranklin Consulting is a management advisory firm that works with leading businesses to address complex and transformational finance, technology and business objectives. Areas of expertise include: • Accounting & Risk Advisory • Technology Enablement • Cybersecurity • Transaction Services • Strategic Transformation & Program Execution • Supply Chain Planning MorganFranklin is headquartered in the Washington D.C. area with regional offices in Atlanta, New York, San Francisco, Los Angeles, Raleigh, Nashville and Charlotte. The company supports clients across the globe
