OMNI Human Resource Management

  • Vice President Total Rewards

    OMNI HR Management
    Job Location(s)
  • Overview

    OMNI has been retained by our client who seeks a Vice President Total Rewards to serve as a critical member of an accomplished HR leadership team. This role will partner with key HR and operations executives to ensure the continued growth and success of this industry leader’s business performance and people practices.  


    Reporting to a highly respected Chief Human Resources Officer, this individual will be instrumental in providing leadership and direction for the strategy, oversight, development and communication of the corporation’s total rewards strategy for all business segments encompassing over 10,000 employees. This includes managing all aspects of compensation, benefits, HRIS, and payroll systems, programs and people.  Ideal candidates will be based within two hours of Washington DC.




    • Evaluates, designs and develops compensation and benefits programs; recommending cost-effective and forward-thinking modifications to drive talent acquisition and retention.
    • Develops and communicates the organization’s total rewards strategy as it relates to base salary, variable pay, equity, benefits (health and welfare, 401k) and work / life components, including associate and executive bonus plans.
    • Leads and manages the annual focal review merit cycle for including conducting calibration employee meetings to include an executive roll up and summary.
    • Develops and executes tactical plans to assure that Human Resources information systems support the company's strategic objectives. Identifying areas for operational efficiency.
    • Directs the activities of a multi-state centralized payroll department for 10,000 plus employees.
    • Creates and designs and ensures all compensation, benefits and HRIS models are in compliance with governmental regulations and best practices.
    • Engages and actively manages all aspects of external relationships, including vendor selection, performance assessments and contract negotiations.
    • Keeps abreast of current market practices and assesses competitiveness of the compensation, benefit, payroll and HRIS practices and programs on an ongoing basis.
    • Leads a high performing team focused on individual, department and company performance.


    • Bachelor’s degree (B.A. or B.S.) from a four-year college or university is expected with a Master’s degree in HR or related field preferred, or an equivalent combination of education and experience.
    • Demonstrated executive leadership in the compensation and benefits field, including a minimum of 6 years in a supervisory role. SPHR, CCP and/or CEBS is highly desired. Executive compensation knowledge is preferred.
    • Proven experience creating and managing innovative, compelling compensation and total rewards programs in a high growth, highly competitive environment.
    • Strong analytical skills incorporating data and trends into key insights and recommendations with attention to forecasting and budgets.
    • Possesses unquestionable professional integrity and a candid, honest style evoking credibility and confidence.
    • Must have executive level written and verbal communications skills, relationship building skills, and presentation skills.
    • Exceptional capacity for managing and leading people and multiple priorities in a fast-paced, growth organization where resourcefulness is critical.
    • Advanced knowledge and abilities with Microsoft Word, Excel, and PowerPoint and utilizing HRIS systems to advance operational efficiencies.

    Our client has a strong commitment to their associates, clients and community. They offer an excellent compensation and benefits package and significant career progression opportunities.


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    Inquiries about the position may be directed to Michelle Anderson at 913.653.8067

    OMNI and our clients are Equal Opportunity Employers and seek diversity in candidates for employment. EEO Employer W/M/Vet/Disabled/Sexual Orientation/Gender Identity.


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