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Who we are:
Shape a brighter financial future with us.
Together with our members, we’re changing the way people think about and interact with personal finance.
We’re a next-generation financial services company and national bank using innovative, mobile-first technology to help our millions of members reach their goals. The industry is going through an unprecedented transformation, and we’re at the forefront. We’re proud to come to work every day knowing that what we do has a direct impact on people’s lives, with our core values guiding us every step of the way. Join us to invest in yourself, your career, and the financial world.
We’re looking for a Vice President, Total Rewards to lead SoFi’s compensation, benefits, and rewards strategy at a company-building moment. This leader will evolve the programs, governance, and operating rhythms that help SoFi attract, motivate, and retain exceptional talent while supporting a high-performance culture and disciplined growth.
The VP, Total Rewards will partner closely with the Chief People Officer, Talent Acquisition, People Business Partners, Finance, and senior business leaders to ensure SoFi’s rewards philosophy and approach at scale and operating mechanisms scale with the business.
What you’ll do- Bring a data- and technology-forward mindset to Total Rewards, using systems, reporting, and automation to improve transparency, speed, governance, and decision quality.
- Own SoFi’s total rewards strategy across broad-based compensation, benefits, executive compensation, and sales compensation, ensuring programs are competitive, clear, and aligned to business priorities.
- Lead SoFi’s executive compensation strategy, including the design and administration of short-term and long-term incentive programs for senior leaders; partner with the CEO, Chief People Officer, and Board Compensation Committee to ensure programs are competitive, performance-driven, and aligned with business and shareholder outcomes.
- Lead the design, governance, and continuous improvement of global compensation frameworks, leveling practices, offer approvals, and rewards programs in partnership with Talent Acquisition, PBPs, and Finance.
- Partner with Finance and business leaders on workforce planning, total compensation forecasting, and headcount decision support so rewards decisions are proactive rather than reactive.
- Oversee benefits strategy and vendor governance, including annual review cycles, benchmarking, renewal support, and risk-aware management of key benefit partners and programs.
- Guide and mature the operating model behind rewards programs, including performance and rewards processes, approval matrices, and scalable decision tools for recruiters, managers, and leaders. Build strong cross-functional partnerships with Talent Acquisition and business leaders to align role design, market competitiveness, and hiring agility, especially for critical and executive hiring.
- Lead, coach, and develop a high-performing team of specialized leaders across Compensation and Benefits
- 15+ years of progressive experience across compensation, benefits, and total rewards leadership in a scaled technology, fintech, or similarly fast-moving, highly regulated environment.
- Deep expertise in broad-based compensation, market benchmarking, leveling, job architecture, offer governance, and executive-facing rewards decisions.
- Significant experience leading benefits strategy and vendor oversight, including renewals, benchmarking, and governance for large employee populations.
- Proven ability to partner credibly with senior executives, Finance, Talent Acquisition, and PBPs on organizational planning, talent investment, and workforce tradeoffs.
- Experience building scalable operating mechanisms, approval workflows, and manager/recruiter decision tools that balance speed, consistency, and control.
- Demonstrated success leading experienced Compensation and/or Benefits leaders and developing strong specialist teams.
- Strong executive communication skills and judgment in sensitive compensation, leveling, and talent decisions.
- A practical understanding of how rewards programs connect to culture, performance, and retention in a high-performance organization.
- Experience overseeing or partnering deeply with People Systems, People Technology, People Analytics, or broader people infrastructure functions.
- Experience in public-company or pre-/post-IPO fintech environments with complex equity programs and executive hiring needs.
- Experience building self-service compensation tools, reporting environments, or AI-enabled workflows for recruiters, managers, and leaders.
- Experience with global or multi-entity rewards programs.
Skills Required
- 15+ years of progressive experience across compensation, benefits, and total rewards leadership in a scaled technology, fintech, or similarly fast-moving, highly regulated environment.
- Deep expertise in broad-based compensation, market benchmarking, leveling, job architecture, offer governance, and executive-facing rewards decisions.
- Significant experience leading benefits strategy and vendor oversight, including renewals, benchmarking, and governance for large employee populations.
- Proven ability to partner credibly with senior executives, Finance, Talent Acquisition, and People Business Partners on organizational planning, talent investment, and workforce tradeoffs.
- Experience building scalable operating mechanisms, approval workflows, and manager/recruiter decision tools that balance speed, consistency, and control.
- Demonstrated success leading experienced Compensation and/or Benefits leaders and developing strong specialist teams.
- Strong executive communication skills and judgment in sensitive compensation, leveling, and talent decisions.
- Practical understanding of how rewards programs connect to culture, performance, and retention in a high-performance organization.
- Experience overseeing or partnering with People Systems, People Technology, People Analytics, or broader people infrastructure functions.
- Experience in public-company or pre-/post-IPO fintech environments with complex equity programs and executive hiring needs.
- Experience building self-service compensation tools, reporting environments, or AI-enabled workflows for recruiters, managers, and leaders.
- Experience with global or multi-entity rewards programs.
What the Team is Saying
SoFi Compensation & Benefits Highlights
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Healthcare Strength — Benefits materials describe comprehensive medical, dental, and vision coverage with mental‑health support, EAP, and wellness programs. Feedback suggests some plans include options with 100% company‑paid premiums.
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Parental & Family Support — Parental and family supports include up to 12 weeks fully paid parental leave, fertility/adoption resources, and subsidized backup child and elder care. Pet insurance is also available.
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Leave & Time Off Breadth — Time away benefits include flexible vacation for exempt employees, generous PTO/sick time for non‑exempt staff, and paid holidays. Early‑release “SoFi Fridays” are also cited.
SoFi Insights
What We Do
SoFi wasn’t built to be a bank. Or a technology company. We were built for one mission: help people achieve financial independence so they can realize their ambitions. Redefining an entire industry isn’t easy work—and it’s not for the faint of heart. It takes a certain kind of team. People with diverse perspectives and expertise, united by a common sense of purpose. People willing to challenge assumptions but always do the right thing. People proving that innovation and responsibility don’t have to compete, but can come together to create something truly unconventional in the world. For the last eight years, we’ve been charting this new path forward. We call it The SoFi Way. At SoFi, we don’t just talk about culture: we live it. The SoFi Way is how we show up every day, how we make decisions, and how we build for our members, clients, and each other.
Why Work With Us
Together with our members, we’re changing the way people think about and interact with personal finance. We’re a next-generation Fintech company using innovative, mobile-first technology to help our members reach their goals. The industry is going through an unprecedented transformation, and we’re at the forefront.
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SoFi Offices
Hybrid Workspace
Employees engage in a combination of remote and on-site work.
For the majority of our workforce who work on a hybrid schedule, the in-office requirement is a handful of days per month!
