In addition, the VPTR will collaborate with System and Local executives and HR leaders to deliver high quality compensation, health and welfare benefits, and retirement benefits services tailored to the system. They will partner with Talent Acquisition and local leadership to develop and deliver Total Rewards packages that are competitive within each region and in line with organizational objectives.

The VPTR will have ultimately accountability for the success of Total Rewards programs. This role will also maintain the Total Rewards budget as well as act as a responsible steward for the management of the budgets/expenses for the employee health plan and retirement plan. Specifically, the VPTR oversees the development and implementation of compensation and benefits, including service-related policies, procedures, and processes.

The VPTR will be responsible for decisions made about Total Rewards offerings as well as the success of the programs and services. They will collaborate with local HR leadership and HR Shared Services to prepare and deliver relevant compensation, benefits, and employee health services in addition to defining strategies and programs for identified critical workforce segments. S/he will be responsible for Total Rewards competency knowledge and knowledge development, resolving Total Rewards issues, confirming transactional activities relating to Total Rewards are completed in a timely manner and the customers well serviced, and assisting the CHRO with executing Executive Compensation strategy. In addition, the VPTR will provide guidance, ensure compliance, allocate resources regarding Total Resources as needed, while optimizing tax efficiency of the Total Rewards program and maintaining the Human Resources budget.

The ideal candidate will be a dynamic and accomplished healthcare executive who can work effectively in a highly matrixed and relationship-driven culture. They must be a transformative and visionary leader who knows how to effectively drive change in a complex and system-oriented environment. A highly respected leader with excellent relationship-building, the VPTR will be a transparent and collaborative leader who spends time on coaching and mentoring his/her team. It is paramount that this VPTR is visible in the organization and builds a strong culture of customer service, compliance and collaboration. The ideal candidate will be highly flexible and someone who can adapt quickly to a dynamic healthcare environment. The VPTR must embody UMMS’ mission, embrace its vision and must lead through its values.

Above all, this new leader must determine “what matters” to team members with regards to the current and potential reward components to ensure a competitive position, while maximizing employee productivity, engagement, and retention.

Experience and Professional Qualifications

 A minimum of ten years of experience in Total Rewards, including experience in both Compensation and benefits, within a $1 Billion or larger healthcare system is required, of which 8 years must be Management experience.

 A deep HR knowledge in Total Rewards, across Health and Welfare Benefits, Retirement Benefits, Executive Compensation, and Broad Based Compensation, along with the respective trends in the Healthcare Provider industry, is required.

 A proven track record of developing and implementing Total Rewards programs and initiatives and project management is required.

 Strong analytical and financial expertise, accompanied by a strong business acumen and strategic thinking skills is ideal.

 The ability to adapt and to function is a change agent, being open to new ideas and dealing with uncertainty is important.

 An influential leader with proven experience in coaching, guiding, and developing business leadership. Excellent interpersonal skills, along with strong facilitation, communication, and presentation skills, is required.

 The ability to produce executive quality communication and presentation documents for presentation to the board and other leadership forums.

 A proven ability to build and maintain strong relationships with customers and key external constituents.

 Strong negotiation skills and experience in conflict resolution is necessary.

A Master’s degree is required. If the candidate has significant experience and has not completed their degree, it must be obtained within three years of the hire date.

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Korn Ferry shall provide equal employment opportunity to all qualified candidates, and will refer candidates without regard to race, color, religion, national origin, sex, age, disability, veteran status or any other legally protected basis.