Shared Services

Vice President, Compensation

Nashville, TN

Desired Competencies:

Compensation Management

Executive Compensation

Incentive Programs

Market Pricing

Compensation Program Design

Compensation Strategy Development

Compensation Communication

HR Regulatory Compliance

Compensation Management Software

 

Education & Experience:

  • Bachelor’s degree in finance, accounting, human resources or a related field required; Master’s preferred or equivalent work experience.
  • 10+ years of progressive compensation experience, with at least 5 years in a leadership role.
  • Experience in a global compensation structures and strategies
  • Expertise in executive compensation, incentive programs, and equity-based compensation.
  • Strong knowledge of compensation regulations, including FLSA, SEC, and global pay compliance laws.
  • Proven ability to lead and influence senior executives in compensation decision-making.
  • Strong analytical skills with proficiency in compensation analytics tools and HRIS systems.
  • Excellent communication and stakeholder management skills.

Certifications (Preferred):

  • Certified Compensation Professional (CCP) or similar certification.
  • Knowledge of UKG, CompAnalyst or other HR technology platforms

 

Location: 

In office (hybrid)

Travel Requirements:

Less than 20%

 

Determining compensation for this role (and others) at Highspring depends upon a wide array of factors including but not limited to the individual’s skill sets, experience and training, licensure and certifications, office location and other geographic considerations, as well as other business and organizational needs. With that said, as required by local law, Highspring believes that the following salary range reasonably estimates the base compensation for an individual hired into this position in geographies that require salary range disclosure to be between $160,000 and $225,000. The individual may also be eligible for a variety of bonus and financial incentives based on individual and company performance.

The Vice President of Compensation is responsible for designing, implementing, and overseeing the organization’s global compensation strategy. This role ensures that compensation programs align with business objectives, attract and retain top talent, and comply with regulatory requirements. The VP of Compensation will work closely with senior leadership, HR business partners, and business leaders to develop competitive and equitable compensation structures that support the company’s growth and strategic goals.

Essential Job Functions:

To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed below are representative of the knowledge, skills, and abilities required.

Duties and Responsibilities:

  • Develop and execute a comprehensive compensation strategy aligned with the company’s business goals and talent strategy.
  • Partner with the CPO and executive leadership to design executive and broad-based compensation programs, including base pay, incentives, equity, and other rewards.
  • Lead the annual compensation planning cycle, including salary structures, merit increases, bonuses, and incentive plans.
  • Ensure compensation programs are competitive by conducting regular market analysis and benchmarking against industry trends.
  • Oversee the development of total rewards statements to communicate the full value of compensation and benefits to employees.
  • Design and manage executive compensation plans, including short-term and long-term incentive programs and deferred compensation.
  • Ensure compliance with federal, state, and international compensation laws and regulations, including FLSA, Equal Pay Act, and pay transparency laws.
  • Develop policies and governance frameworks to mitigate risk and ensure pay equity across the organization.
  • Provide data-driven insights and recommendations to senior leadership on compensation trends, workforce analytics, and pay equity analysis.
  • Oversee job evaluation processes, including job architecture, leveling frameworks, and salary banding.
  • Leverage compensation analytics to drive strategic decision-making and optimize the effectiveness of compensation programs.
  • Partner with HR Business Partners and Talent Acquisition to develop competitive offer strategies and retention programs.
  • Provide leadership and mentorship to the Compensation team, fostering a culture of innovation and continuous improvement.
  • Educate managers and employees on compensation philosophy, policies, and processes through training and communication initiatives.
  • Addition of benefits oversight (timing to be discussed)
  • Other duties as assigned.