About the role: 

The Vice President of Total Rewards will design, implement, and execute the Total Rewards philosophy, strategy, and programming across the company. This leader will bring their expertise across the talent and business spectrum to align how we reward employees with our objectives and ambitions as a business, working collaboratively and creatively with leaders and Pagayans around the world, partnering with our executive team and the Board of Directors, to ensure what we build and how we build it attracts, retains, and grows extraordinary talent.

This individual will be responsible for strategic direction and leadership of all aspects of Total Rewards.  This includes overall leadership, collaboration, design, administration, communication, compliance, and vendor management associated with employee benefits, compensation, and reward and recognition programs, including payroll and stock administration. Strong capabilities in executive compensation design and delivery are key. This key leader will attract, direct, and grow their team members as the organization continues to grow. 

Out-of-the-box thinking, strong business acumen, ability to partner with leadership, impeccable judgment, desire to be hands-on while simultaneously setting strategic direction, and sense of urgency are critical to the success of this leader.

This role reports to the Chief People Officer and sits on the People Leadership Team.

Responsibilities:

• In a highly collaborative environment, establish Total Rewards strategy for the company, ensuring that all compensation and reward programs and practices are aligned with the culture and business goals
• Advise and guide Chief People Officer and the Board’s Compensation Committee on executive, incentive, and equity compensation philosophies, practices and guidelines
• While being hands on, ensure that Total Rewards programs and practices are competitive in the marketplace to support business goals, recruitment, engagement, and talent development activities
• Lead the Total Rewards team to game-changing results, including hiring and retaining key talent, and growing the capabilities of team members
• Develop programs and guidelines to advance core financial goals of the company, including (but not limited to) G&A efficiency, revenue, and profitability targets
• Establish strategy for benefits and continuously evaluate all benefit offerings to ensure they are cost-effective, competitive and meet the needs of the company and employees
• Act as strategic partner to the Chief People Officer, CEO, President and CFO alongside other senior leaders across the company
• Proactively identify opportunities for changes, including new vendors, plan design, and funding
• Determine and implement appropriate communication strategy across the Total rewards space, and develop manager and employee education programs to ensure all Pagayans understand their compensation, benefits, and available resources

Requirements:   

• Several years of progressive Total Rewards experience, including designing and administering contemporary compensation programs in a public company
• Proven track record interacting with, presenting to, and partnering with the Compensation Committee of the Board of Directors
• Looks and thinks from a broad talent perspective - this leader doesn’t just think about compensation or benefits, but thinks about talent from all angles
• Possesses a natural inclination to learn and listen to the business to meet it where it is, but also set an innovative vision to bring the company into the future, rooted in business goals
• Passionate about making a mark in the Total Rewards space and differentiating Pagaya within the industry
• Demonstrated expertise in employee compensation and benefits strategy, planning, design & development, compliance, and successful implementation/administration
• A strong leader of teams who can attract, hire, and stretch direct reports to reach new levels
• Ability and energy to engage, influence, and build relationships, and someone seen as a trusted advocate by all employees
• Produces multiple options to consider regarding Total Rewards initiatives and drives discussion to determine best course of action
• Combines setting strategic direction with the ability to execute; the ability to helicopter up and down the continuum of activities in a hyper-growth organization