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Vice President Total Rewards Jobs in Reston, VA (NOW HIRING)

Doist

Vice President, Total Rewards

Mclean, VA · On-site

$250 - $280/hr

The Vice President, Total Rewards is responsible for designing, implementing, and overseeing the organization's global total rewards strategy, including compensation, benefits, recognition, and ...

Socket.dev

Director, Total Rewards

Washington, DC · On-site

$167 - $184.50/hr

Reporting to the SVP People and working collaboratively across the People Team, Finance, and ... The Director of Total Rewards will bring deep expertise in compensation and benefits administration ...

NPR

Director, Total Rewards

Washington, DC · On-site

$141K - $193K/yr

Reporting to the SVP People and working collaboratively across the People Team, Finance, and ... The Director of Total Rewards will bring deep expertise in compensation and benefits administration ...

KABOOM!

Senior Vice President, Play Operations

Bethesda, MD · On-site

$160K - $182K/yr

Our total rewards package includes: * 403(b) retirement plan with up to 6% employer match * Annual ... The Senior Vice President (SVP), Play Operations is a mission-driven executive leader responsible ...

Somatus, Inc.

VP, Clinical Performance

Mclean, VA · On-site

In close partnership with the SVP, Clinical Operations, the VP will be expected to both develop and deploy a systematic approach to total cost of care (TCOC) improvement as part of routine market ...

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Vice President Total Rewards information

See Reston, VA salary details

$45.3K

$164.2K

$289.2K

How much do vice president total rewards jobs pay per year?

As of Aug 11, 2026, the average yearly pay for vice president total rewards in Reston, VA is $164,191.00, according to ZipRecruiter salary data. Most workers in this role earn between $119,900.00 and $198,000.00 per year, depending on experience, location, and employer.

What does a vice president of total rewards do?

A Vice President of Total Rewards is responsible for designing, implementing, and managing an organization's compensation, benefits, and recognition programs. They ensure these programs are competitive, equitable, and aligned with the company's strategic goals to attract and retain top talent. This role often involves analyzing market trends, overseeing employee wellness initiatives, and collaborating with leadership to support business objectives. The VP of Total Rewards also ensures compliance with relevant laws and regulations.

What does a vice president of total rewards do?

As a vice president of total rewards, your responsibilities are to help implement and manage reward programs for a company. In this context, total rewards refers to a corporate benefits strategy that is typically intended to motivate and retain employees. As a vice president in this area, you may help with the design and development of benefits packages, determine implementation strategies, and coordinate closely with other executive staff to get feedback and information about current benefit plans. This job frequently involves managing a budget, overseeing other employees, giving reports, and negotiating with outside vendors or suppliers to ensure on-time deliveries.

What is the difference between Vice President Total Rewards vs Director of Compensation and Benefits?

AspectVice President Total RewardsDirector of Compensation and Benefits
ResponsibilitiesOversees total rewards strategy, including compensation, benefits, and incentives at an executive levelManages compensation and benefits programs, focusing on policy implementation and administration
Required CredentialsTypically requires advanced degrees and extensive experience in HR or compensationRequires relevant HR or compensation certifications and experience
Work EnvironmentStrategic leadership, executive collaboration, high-level decision makingOperational focus, policy development, program management

The Vice President Total Rewards holds a strategic, executive role overseeing the entire rewards function, while the Director of Compensation and Benefits focuses on implementing and managing specific programs. Both roles require relevant credentials and experience, but the VP position involves broader strategic responsibilities and leadership within the organization.

How does a vice president of total rewards collaborate with other departments to align compensation and benefits strategies with overall business goals?

A Vice President of Total Rewards works closely with leaders in HR, Finance, and executive management to ensure that compensation, benefits, and recognition programs support the company's strategic objectives. This collaboration often involves analyzing market data, forecasting budget impacts, and aligning reward programs with talent acquisition and retention goals. Regular cross-functional meetings and strategic planning sessions help the Total Rewards VP to balance competitive offerings with financial sustainability, ensuring programs drive employee engagement and business performance.

What are the key skills and qualifications needed to thrive as a vice president of total rewards, and why are they important?

To excel as a Vice President of Total Rewards, you need deep expertise in compensation and benefits strategy, analytics, and compliance, typically supported by a bachelor’s or master’s degree in human resources or a related field. Familiarity with HRIS platforms, compensation benchmarking tools, and relevant certifications such as CCP (Certified Compensation Professional) are highly valuable. Strong leadership, strategic thinking, and influential communication skills help drive organizational change and engage stakeholders. These qualifications are crucial for designing competitive rewards programs that attract and retain talent while ensuring legal compliance and alignment with business goals.
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Vice President Total Rewards jobs near you

Vice President, Total Rewards

Doist

Mclean, VA • On-site

$250 - $280/hr

Other

Medical, Retirement

Posted 5 days ago

Job description

The Vice President, Total Rewards is responsible for designing, implementing, and overseeing the organization's global total rewards strategy, including compensation, benefits, recognition, and related employee value programs. This role ensures that total rewards programs align with business objectives, attract and retain top talent, reinforce a high-performance culture, and comply with regulatory requirements. The VP of Compensation / Total Rewards will work closely with senior leadership, HR business partners, Finance, and business leaders to develop competitive, equitable, and sustainable rewards structures that support the company's growth and strategic goals.

Your Impact Develop and execute an integrated Total Rewards strategy aligned with the company's business goals, talent strategy, employee experience, and growth objectives. Design and oversee broad-based, executive, compensation, recognition, and benefits programs that are competitive, equitable, compliant, and financially sustainable. Lead the annual compensation planning cycle, including salary structures, merit increases, bonus programs, incentive plans, and pay-for-performance processes. Oversee benefits strategy and administration, including health and welfare, retirement, wellness, leave programs, vendor partnerships, compliance, and employee communications. Conduct market analysis, benchmarking, job evaluation, job architecture, leveling, and salary banding to ensure competitive and consistent rewards programs. Partner with Finance, Legal, Payroll, HR Operations, HR Business Partners, Talent Acquisition, and external vendors to manage governance, cost effectiveness, compliance, and service delivery. Ensure compliance with applicable federal, state, and international compensation and benefits laws, including FLSA, Equal Pay Act, pay transparency, and related regulatory requirements. Use workforce analytics, compensation data, benefits insights, and pay equity analysis to provide data-driven recommendations to senior leadership. Create communication strategies, total rewards statements, training, and resources that help leaders and employees understand the full value of the company's rewards offerings. Provide leadership and mentorship to the Total Rewards team, fostering innovation, accountability, continuous improvement, and strong stakeholder partnership.

Desired Competencies:
  • Compensation Management
  • Executive Compensation
  • Incentive Programs
  • Market Pricing
  • Compensation Program Design
  • Compensation Strategy Development
  • Compensation Communication
  • HR Regulatory Compliance
  • Compensation Management Software
  • Benefits Strategy
  • Benefits Administration
  • Benefits Compliance
Your 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
  • Demonstrated experience with global benefits strategy, administration, vendor management, compliance, and employee communications
  • Extensive focus on US and Canadian health and welfare plan design is required
  • 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
  • Experience in the consulting industry or financial services industry is a plus
  • 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

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 the range below.

The individual may also be eligible for a variety of bonus and financial incentives based on individual and company performance.

Base Compensation Range $250,000 - $280,000 USD

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