Job Description:
Position Summary

The Vice President, Global Total Rewards is a key member of the Human Resources leadership team responsible for defining and executing Epiq's global total rewards strategy. Reporting to the Chief Administrative Officer, this executive leads compensation, executive compensation, benefits, retirement, wellbeing, payroll, and recognition programs.

This leader partners with the Chief Administrative Officer, executive leadership, the Board of Directors, and business and functional leaders to deliver market-competitive, financially sustainable programs that advance Epiq's business strategy, talent priorities, and employee experience. The role also leads the continued modernization of global total rewards and payroll through strong governance, analytics, technology, and operational excellence.

Key Responsibilities

Enterprise Strategy and Executive Partnership

• Define and execute a global total rewards strategy aligned with Epiq's business, workforce, financial, and employee value proposition priorities.

• Advise the Chief Administrative Officer, executive leadership, and HR leadership on compensation, benefits, payroll, recognition, and workforce reward strategies.

• Develop a multi-year roadmap that balances competitiveness, employee experience, affordability, compliance, and operational effectiveness.

• Partner on executive compensation strategy and prepare analyses and recommendations for executive leadership and the Board or applicable committees.

Compensation, Benefits, Payroll, and Recognition

• Lead the design, implementation, governance, and administration of global compensation programs, including base pay, short- and long-term incentives, variable compensation, equity, and executive programs.

• Oversee global health and welfare, retirement, wellbeing, voluntary benefit, leave-related, and executive benefit programs.

• Provide strategic leadership for global payroll operations, technology, controls, compliance, vendor performance, and service delivery.

• Lead Epiq's enterprise recognition strategy and ensure programs reinforce company values, culture, and business priorities.

Financial, Operational, and Vendor Stewardship

• Own the budget, forecasting, financial modeling, and business cases for total rewards and payroll programs, connecting investments to business and talent outcomes.

• Identify cost-management and program optimization opportunities while preserving competitiveness and employee value.

• Lead vendor strategy, selection, negotiation, governance, and performance management across consultants, brokers, technology providers, and other partners.

• Establish effective policies, controls, metrics, and documentation to support strong governance, compliance, and audit readiness.

Transformation, Technology, and Analytics

• Lead the modernization and simplification of total rewards and payroll through process redesign, automation, digital tools, and improved technology enablement.

• Use market data, workforce analytics, and financial insights to assess competitiveness, utilization, cost, effectiveness, and risk.

• Partner with HR Technology, HR Operations, Finance, Tax, and Legal to strengthen data integrity, system capabilities, controls, and the employee and manager experience.

• Lead change management, communication, education, and adoption for new or redesigned programs.

Global Business Partnership and Leadership

• Serve as a trusted advisor to executive, business, and HR leaders on complex and sensitive total rewards matters.

• Balance enterprise consistency with appropriate geographic, regulatory, cultural, and business-specific requirements.

• Support mergers, acquisitions, divestitures, restructuring, and other business transformations through due diligence, planning, and integration.

• Build, lead, and develop a high-performing global team with strong strategic, analytical, operational, consulting, and technical capabilities.

Compliance and Risk Management

• Ensure global compensation, benefits, payroll, and recognition programs comply with applicable laws, regulations, plan requirements, and company policies.

• Monitor legislative, regulatory, economic, and market developments and recommend actions to manage risk and maintain competitiveness.

• Partner with Legal, Finance, Tax, Risk, and audit resources to maintain appropriate governance, controls, and documentation.

Professional Experience and Qualifications

• 10+ years of progressively responsible experience across total rewards, compensation, benefits, payroll, or related Human Resources disciplines.

• Significant experience leading a broad, global total rewards function in a complex, geographically dispersed organization.

• Demonstrated success designing and executing enterprise compensation, benefits, executive compensation, incentive, and payroll strategies.

• Experience advising C-suite executives and preparing analyses or recommendations for a Board or applicable Board committee.

• Strong financial and commercial acumen, including ownership of significant budgets, forecasts, business cases, contracts, and vendor relationships.

• Demonstrated success leading transformation, operating-model redesign, technology enablement, or process optimization.

• Strong knowledge of global total rewards governance, regulatory requirements, internal controls, and risk-management practices.

• Exceptional executive presence, judgment, communication, influencing, analytical, and team leadership skills.

• Experience with mergers, acquisitions, divestitures, or integrations and experience in professional services are preferred.

Education and Credentials

• Bachelor's degree in Human Resources, Business Administration, Finance, Organizational Leadership, or a related field, or an equivalent combination of education and relevant experience.

• Master's degree and relevant credentials such as CCP, CBP, GRP, SHRM-SCP, or SPHR are preferred.

The Compensation range for this role is $225,000.00 to $250,000.00 USD annually and may be eligible for an annual bonus.

#Remote

#LI-LM1

Your specific salary will be determined based on several factors:

• Location-based market rate for the role
• Your abilities in relation to the job specification
• Performance during screening and interview
• Pay parity with the wider team in the considered location

Further details about the package will be provided during the initial screening call with the Talent Acquisition Team.

Click here to learn about Epiq's Benefits.

Epiq Leadership Compass

Enterprise Decision Making

Applies deep business and financial insight to guide strategic decisions, resource allocation, and thought leadership.

• Use financial and market expertise for long-term direction
• Build strategic partnerships
• Promote a customer-first mindset
• Allocate global resources for innovation and growth

Cultivates a Growth Mindset

Fosters innovation through curiosity, smart risk-taking, and adaptability-aligning change with strategy for lasting impact.

• Promote curiosity and forward-thinking
• Build a culture of innovation through partnerships
• Drive innovation to meet client needs
• Lead innovation with a clear vision
• Align innovation with market trends

Builds Talented Teams

Builds and develops inclusive, high-performing teams aligned to strategic goals for exceptional talent and business results.

• Focus on employee engagement
• Build a strong talent pipeline

Fosters Relationships & Collaboration

Builds trust and alignment through open communication, shared goals, and strong partnerships to drive collective success.

• Build trust-based partnerships
• Nurture long-term relationships
• Remove collaboration barriers
• Celebrate cross-team success

Engages & Influences

Inspires action and alignment through clear communication, purposeful influence, and a compelling vision.

• Use storytelling to build buy-in
• Align communication with organizational goals
• Guild alignment through strong engagement

Maximizes Performance

Sets and reinforces performance standards that drive results, ensure accountability, and align with Epiq's goals.

• Use data to identify improvement opportunities
• Make informed decisions
• Align team goals with boarder strategy
• Empower teams to manage their own goals
• Translate vision into clear priorities
• Prepare for disruptions with strong change management