VP Global Total Rewards

This position is based out of our corporate offices in Provo, Utah.

About the Role

We are seeking an experienced Vice President of Total Rewards to lead the strategy, design, and governance of all global rewards programs across our organization. This executive-level role is instrumental in shaping a holistic Total Rewards approach that encompasses executive compensation, broad-based pay, global benefits, equity, mobility, wellness, and recognition programs.

This role leads the corporate Total Rewards team comprised of five members, including three direct reports responsible for global programs as well as core U.S. functions such as payroll and benefits. Together, the team ensures operational excellence, compliance, and alignment with the broader Total Rewards strategy.

Reporting to the Senior Vice President of Global Human Resources, the VP of Total Rewards will play a critical role in ensuring our programs attract, motivate, and retain top talent, support business objectives, and align with shareholder expectations. This leader will work closely with the SVP of HR, the Compensation Committee, the Executive Committee, and cross-functional partners across Legal, Finance, and global HR teams.

The ideal candidate will bring extensive expertise in executive compensation, global pay strategy, total rewards design, regulatory compliance, and the leadership of high-performing, globally distributed teams.

What You’ll Do

Executive & Equity Compensation

• Lead the strategy, design, and governance of executive compensation programs, including base salary, annual incentives, long-term equity (RSUs, PSUs, stock options), and non-qualified plans.
• Prepare and present executive compensation recommendations and program updates to the Compensation Committee and Board of Directors.
• Oversee the development of the Compensation Discussion & Analysis (CD&A), proxy disclosures, and all SEC-related filings in close partnership with Legal, Finance, and Investor Relations.
• Ensure executive pay programs align with external governance standards (e.g., ISS, Glass Lewis) and support business and shareholder priorities.

Global Total Rewards Strategy

• Develop and lead our global Total Rewards strategy that encompasses executive and broad-based compensation, global benefits, mobility, and recognition.
• Ensure alignment of total rewards programs with business goals, talent strategies, and market trends across diverse geographies.
• Provide strategic consultation on compensation philosophy, pay equity, job architecture, and total rewards governance frameworks.

Compensation Design & Market Insights

• Lead the development and ongoing refinement of global compensation structures, including job leveling, salary bands, incentive plans, and recognition programs.
• Ensure internal equity, market competitiveness, and adaptability to local and global trends.

• Drive benchmarking and compensation analytics using tools such as Radford, Mercer, or WTW to inform strategy and support data-driven decisions across the organization.

Governance, Compliance & Risk Management

• Ensure compliance with all applicable global and local compensation-related regulations.
• Manage compensation-related audits and implement rigorous governance, risk, and control mechanisms to ensure program integrity and sustainability.
• Monitor evolving regulatory trends and proactively adjust programs and policies.

Employee Engagement, Performance & Retention

• Partner with HR Business Partners and Talent teams to integrate rewards with performance management, talent development, and engagement strategies.
• Champion initiatives that strengthen the employee value proposition and support long-term retention and motivation.

Leadership & Team Development

• Lead, mentor, and develop high-performing teams across compensation, US benefits, US payroll, and mobility functions.
• Provide indirect leadership and strategic guidance to global HR and rewards leaders, ensuring alignment across regions and promoting consistency and excellence.
• Foster a culture of innovation, accountability, collaboration, and continuous learning across the Total Rewards function.

Enterprise Projects & Transformation

• Drive large-scale total rewards initiatives including global program implementations, M&A integration, and technology enhancements (e.g., Workday Advanced Compensation).
• Act as a senior advisor and key stakeholder in organizational transformation initiatives that involve compensation, workforce strategy, and leadership effectiveness.

What You’ll Need