Vice President, Compensation, Operations and People Analytics

What We Provide

• Referral bonus opportunities     
• Generous paid time off (PTO), starting at 30 days of paid time off and 9 company holidays   
• Health insurance plan for you and your loved ones, Medical, Dental, Vision, Life and Disability    
• Employer-matched retirement saving funds   
• Personal and financial wellness programs    
• Pre-tax flexible spending accounts (FSAs) for healthcare and dependent care     
• Generous tuition reimbursement for qualifying degrees   
• Opportunities for professional growth and career advancement    
• Internal mobility, generous tuition reimbursement, CEU credits, and advancement opportunities 

What You Will Do:

• Compensation Strategy & Administration
• Lead enterprise-wide broad-based compensation strategy and execution across union and non-union employee populations.
• Develop and maintain salary structures, pay grades, market pricing methodologies, and compensation governance processes.
• Ensure compensation programs support organizational objectives, market competitiveness, internal equity, and regulatory compliance.
• Partner closely with HR Business Partners, Benefits, Finance, and business leaders to provide compensation guidance and support workforce planning initiatives.
• Establish scalable compensation processes that drive consistency across the organization.
• Job Architecture Transformation
• Lead a comprehensive redesign and implementation of VNS Health's enterprise-wide job architecture.
• Evaluate and align job descriptions to ensure they accurately reflect role responsibilities and organizational needs.
• Standardize job titles, job families, career streams, and leveling structures across the enterprise.
• Align compensation grades and market benchmarks to create a consistent and transparent framework that supports a pay-for-performance culture.
• Develop governance processes to support ongoing maintenance and evolution of job architecture.
• Career Framework & Workforce Design
• Design and implement enterprise career frameworks and career pathing models.
• Create clear progression opportunities across professional, managerial, and leadership career tracks.
• Partner with Talent Management and HR Business Partners to integrate career architecture into leadership development and succession planning initiatives.
• Evaluate and implement best-practice job leveling and workforce design methodologies.
• Establish clear workforce structures that support employee development and organizational effectiveness.
• Workday Compensation Leadership
• Serve as the organizational subject matter expert for Workday Compensation.
• Own and optimize compensation structures, workflows, business processes, and reporting capabilities within Workday.
• Drive automation, simplification, and process improvement initiatives that increase efficiency and scalability.
• Partner with HRIS and technology teams to ensure data integrity and system effectiveness.
• People Analytics & Workforce Insights
• Lead the development and advancement of people analytics capabilities across the organization.
• Build executive dashboards and reporting solutions supporting compensation, workforce planning, retention, and organizational effectiveness.
• Deliver actionable workforce insights that support strategic decision-making.
• Establish key workforce metrics and analytics standards for the People function.
• HR Service Center Modernization
• Lead initiatives to drive the use of AI and other automation technologies with a focus on enhancing the employee experience.
• Redesign the approach to HR information and inquiries by implementing a 24/7 employee support solution.
• Leadership & Change Management
• Lead and develop a high-performing team while fostering a culture of accountability, collaboration, and continuous improvement.
• Serve as a trusted advisor to the Chief People Officer and senior leadership team.
• Drive large-scale transformation initiatives related to compensation, job architecture, and workforce design.
• Champion simplification, standardization, and operational excellence across compensation practices.
• Participate in special projects and perform other duties as assigned.

Education:
Bachelor's Degree in Human Resources, Business Administration, Finance, Organizational Development, or a related field; advanced degree preferred

Work Experience:

• 12+ years of progressive compensation leadership experience, including experience at the Vice President, Senior Director, or Head of Compensation level
• 
  Deep expertise in broad-based compensation within large, complex organizations
• 
  Demonstrated success designing and implementing enterprise-wide job architecture, job leveling, and career framework programs from the ground up
• 
  Extensive experience supporting organizations with approximately 6,000–15,000 employees
• 
  Experience operating within highly unionized environments preferred
• 
  Deep expertise in Workday Compensation, including configuration, optimization, governance, and reporting
• 
  Proven ability to personally lead and execute transformational work rather than solely managing vendors or consultants
  Experience leading lean teams and operating effectively as a player-coach
• 
  Experience with established job architecture and leveling methodologies, including Radford, Mercer, Korn Ferry Hay, or similar frameworks required
• 
  Healthcare, home health, managed care, nonprofit, or other highly regulated industry experience
• 
  Certified Compensation Professional (CCP) or related certification