Job Summary:

The Vice President of Total Rewards defines, develops, and implements strategic compensation and benefits initiatives to support Ryan's vision, culture, and strategic plans. This role requires a leader who can operate both strategically and in a hands-on manner. Reporting to the Senior Vice President of People, the Vice President of Total Rewards will provide leadership and expertise in all areas of compensation and benefits, including the presentation of executive compensation programs. The Vice President of Total Rewards will lead and design all benefits and compensation practices and implement the Total Rewards programs for the Ryan business in a high-growth, acquisition-driven organization.

The ideal candidate will have exceptional analytical and communication skills, as well as effective management skills. The successful candidate will effectively partner and consult with senior leaders and have experience working with a Compensation Committee of the Board of Directors on the total rewards strategy; research and evaluate new compensation and benefits trends; ensure compliance with applicable laws, government regulations, and internal controls. Engage resources and apply market expertise to projects, business plan objectives, and corporate initiatives.

Duties and Responsibilities, as they align to Ryan's Key Results

People:

• Lead Total Rewards due diligence and integration efforts for acquisitions, including compensation alignment, benefits harmonization and retention strategies.
• Craft a total rewards strategy to drive business performance, considering competitive positioning and return on investment. Align the strategy with team member needs and the organization's culture.
• ⁠Design rewards in professional services environments, including consulting, tax, advisory organizations, with incentive structures tied to revenue, utilization, or book of business.
• Maintain and refine the employee benefits strategy for the company. Bring thought leadership to defining the future employee benefits proposition, considering competitive standards, costs, and liabilities, and team member interests.

Client:

• Assess and refine executive short-and long-term incentive plans to balance individual performance achievement and ownership with corporate business goals and the future governance interests of the Executive Compensation Committee and shareholder.

Value:

• Strike the right balance between incentivizing peak performance across the company and aligning total compensation strategy with the corporation's business goals and governance interests.
• Analyze and assess market data, incorporating industry trends and best practices into the Total Rewards strategy.
• Develop new and improved channels for communicating and promoting Total Rewards, wellness, and well-being initiatives and programs.

Education and Experience:

• Bachelor's degree in human resources or business required; advanced degree preferred
• Ten or more years of human resources, compensation and benefits leadership experience
• Experience leading Total Rewards in a global organization with multiple regions and regulatory environments
• Background in scaled enterprises with 5,000 or more employees or equivalent complexity
• Experience in professional services, consulting, or partnership-based business models strongly preferred
• Demonstrated success supporting mergers and acquisitions activity, including the harmonization of compensation and benefits across acquired entities
• Advanced knowledge of executive compensation and experience working with compensation consultants to develop and present materials to a Compensation Committee of the Board of Directors
• Proven record of designing and implementing Total Rewards strategies in organizations with leading practices
• Proven ability to lead and manage people in a diverse and changing work environment
• Significant experience working in a geographically dispersed environment
• Strong business acumen
• Experience using Workday or an equivalent system to support compensation and benefits strategy, analytics and scalability

Additional Skills:

• Ability to analyze business needs and develop practices to support them
• Excellent communication skills; ability to work with all levels and the ability to work effectively with employees and leaders at all levels
• Strong team orientation and collaborative style. Position requires an inclusive approach to engaging stakeholders across the organization and supporting sound business decisions
• Pragmatic, quick-thinking, and action-oriented approach
• Poised and confident. Capable of influencing with the ability to build consensus in a results-driven culture
• Outstanding listening and communication skills with an affinity for engaging people with the ability to engage others and build relationships
• Highly adaptable to changing business conditions and priorities
• Demonstrates a customer service mindset

Computer Skills:

To perform this job successfully, an individual must be proficient in Microsoft® Word, Excel, Access, PowerPoint, Outlook, and internet navigation and research. The individual must also demonstrate human resources enterprise planning (ERP) systems, ideally Workday, including human resources management systems (HRMS), applicant tracking systems, performance management tools and compensation management tools.

Certificates and Licenses:

• Senior Professional in Human Resources (SPHR) or Professional in Human Resources (PHR) certification preferred
• Certified Compensation Professional (CCP) certification preferred
• Valid driver's license required

Supervisory Responsibilities:

This position is responsible for leading a group of approximately ten human resources professionals.

Work Environment:

• Work is performed in a standard indoor environment.
• The role requires extended periods of sitting while working at a computer.
• The role may require occasional extended periods of standing.
• The position requires regular interaction with employees and vendors in person, by email, and by telephone.
• Independent travel of 10% to 30% is required.

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