The Vice President, Total Rewards is a key enterprise leadership role responsible for shaping the strategies, systems, and experiences that enable Northwestern Mutual's workforce and business performance. Reporting to the Vice President Total Rewards and Employee Experience, this leader oversees the design, governance and evolution of compensation, benefits, health and well-being, performance,and rewards strategies while leading the compensation and benefits teams.
This leader will help define the future of work at Northwestern Mutual by advancing job and career frameworks, redesigning performance and rewards approaches, and advancing a sustainable health and well-being strategy. This role serves as a trusted advisor to senior executives and partners across Talent, HR Business Partners, Finance, Legal, and business leadership to create programs and practices that align to the employee value proposition and drive accountability, performance, organizational agility, and employee engagement.
The leader will also oversee the evolution of a personalized Total Rewards experience by designing reward, recognition, well-being, and benefits strategies that reflect the diverse needs, life stages, preferences, and career aspirations of employees while supporting enterprise objectives.
Success requires a leader who can translate strategy into scalable organizational systems, influence executive decision-making, balance employee experience with financial stewardship, and lead complex enterprise changes.
Primary Duties and Responsibilities Benefitsand Retirement Programs
Oversee the design, administration, and continuous improvement of health, welfare, retirement, and financial wellness programs.
Ensure compliance with all applicable legal, regulatory, and fiduciary requirements.
Healthand Well-Being Strategy
Develop and execute a forward-looking, multi-year health and well-being strategy focused on employee experience, affordability, prevention, access, and sustainable cost management.
Drive long-term health plan design, vendor strategy, and investment decisions to improve employee outcomes and organizational value.
Partner with Finance and business leaders to balance employee well-being with responsible financial stewardship.
Provide strategic leadership for the Mutual Health Center growth strategy, ensuring alignment to employee needs, business priorities, and long-term cost stewardship.
EnterpriseRewards and Workforce Strategy
Set and lead an integrated Total Rewards strategy that supports Northwestern Mutual’s business priorities, workforce strategy, employee value proposition, and evolving operating model.
Ensure compensation, benefits, performance, career architecture, and recognition programsoperate as an integrated talent and business performance system.
Advise senior leadership on emerging workforce, labor market, rewards, and employee experience trends that impact organizational effectiveness and competitiveness.
Performanceand Rewards Transformation
Lead the transformation of performance management and rewards programs to align with Northwestern Mutual’s operating model, leadership expectations, values, behaviors, and strategic priorities.
Evolve performance systems to strengthen accountability, talent differentiation, leadership effectiveness, and enterprise outcomes.
Ensure reward programs reinforce desired behaviors and support a culture of high performance, collaboration, and ownership.
Ensure rewards programs are strongly linked to organizational and individual performance.
Job and Career Architecture
Evaluate and evolve the company's job architecture, career framework, and compensation structure to support workforce planning, talent mobility, skills development, and organizational clarity.
Create scalable frameworks that align roles, accountabilities, capabilities, and career pathways with future business needs.
Partner with Talent and Workforce Planning leaders to establish foundational systems supporting enterprise talent decisions.
Compensation and Governance
Lead employee compensation philosophy, design, governance, and market competitiveness.
Support Board and Compensation Committee activities, providing strategic recommendations and insights.
Ensure all compensation and benefit programs are effectively governed and aligned with business objectives.
Ensure compensation programs and management actions are consistent with the Company’s pay for performance philosophy.
This role is eligible for additional short-term and long-term incentive compensation.
We believe in fairness and transparency. It’s why we share the salary range for most of our roles. However, final salaries are based on a number of factors, including the skills and experience of the candidate; the current market; location of the candidate; and other factors uncovered in the hiring process. The standard pay structure is listed but if you’re living in California, New York City or other eligible location, geographic specific pay structures, compensation and benefits could be applicable, click to learn more.
