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Vp Total Rewards Jobs in Indiana (NOW HIRING)

Centra

VP Loss Prevention Solutions

Columbus, IN · On-site

The VP Loss Prevention Solutions is responsible for the strategy and execution of Loss Prevention ... Compensation is just one part of our total rewards approach. Eligible positions also offer a ...

Centra

VP Commercial Relationship Manager

Carmel, IN · On-site

Vice President Commercial Relationship Manager Thank you for your interest in a career with Centra ... Compensation is just one part of our total rewards approach. Eligible positions also offer a ...

Centra

VP Commercial Relationship Manager

Carmel, IN · On-site

The VP Commercial Relationship Manager is responsible for the management and operation of various ... Compensation is just one part of our total rewards approach. Eligible positions also offer a ...

Indianapolis Corporate

Corporate

Indianapolis, IN

Vice President, Human Resources Location: Indianapolis, IN Steak n Shake is one of America's most ... Oversee compensation, benefits, incentive programs, and total rewards to ensure competitiveness and ...

Steak 'n Shake

Corporate

Indianapolis, IN

Vice President, Human Resources Location: Indianapolis, IN Steak n Shake is one of America's most ... Oversee compensation, benefits, incentive programs, and total rewards to ensure competitiveness and ...

CTB

PigTek - VP & General Manager

Milford, IN · On-site

Job Title VP & General Manager, PigTek BU Location Milford, IN Overall Purpose: Why the Job Exists ... rewards, and enhanced processes are achieved. * People Leadership * Champions and stewards CTB ...

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All JobsVp Total Rewards JobsVp Total Rewards Jobs in Indiana

Vp Total Rewards information

See Indiana salary details

$41.4K

$149.9K

$264.1K

How much do vp total rewards jobs pay per year?

As of Aug 30, 2026, the average yearly pay for vp total rewards in Indiana is $149,902.00, according to ZipRecruiter salary data. Most workers in this role earn between $109,400.00 and $180,800.00 per year, depending on experience, location, and employer.

What does a VP of Total Rewards do?

A VP of Total Rewards is responsible for developing and overseeing an organization's compensation, benefits, and rewards strategies. This executive role ensures that the company offers competitive salary structures, incentives, health and wellness benefits, and recognition programs that attract and retain top talent. The VP of Total Rewards also analyzes market trends, ensures compliance with regulations, and aligns reward systems with the company’s business objectives. They often collaborate with HR, leadership, and finance teams to create a comprehensive rewards philosophy that supports employee engagement and organizational success.

What are the key skills and qualifications needed to thrive as a VP of Total Rewards?

To thrive as a VP of Total Rewards, you need deep expertise in compensation, benefits strategy, and data analysis, often supported by a bachelor's or master's degree in HR or a related field. Familiarity with HRIS platforms, compensation benchmarking tools, and relevant certifications like CCP (Certified Compensation Professional) are typically required. Strong leadership, strategic thinking, and excellent communication skills set outstanding candidates apart. These skills ensure the development and execution of competitive total rewards programs that attract, retain, and motivate top talent while aligning with organizational goals.

How does the VP of Total Rewards collaborate with other departments to ensure competitive compensation and benefits programs?

The VP of Total Rewards works closely with HR, finance, and executive leadership to design, implement, and regularly review compensation and benefits programs. This collaboration ensures that the organization's offerings are both competitive in the market and aligned with company strategy and budget. Regular cross-departmental meetings and data sharing help the VP of Total Rewards understand workforce needs, benchmark against industry standards, and address any gaps in employee offerings. This role often also partners with legal teams to ensure compliance with relevant regulations.

What is the difference between Vp Total Rewards vs Compensation Manager?

AspectVp Total RewardsCompensation Manager
CredentialsTypically requires senior-level HR certifications (e.g., SHRM-SCP, CCP), extensive experience in total rewardsRequires HR or compensation certifications (e.g., CCP, CBP), mid-level experience in compensation
Work EnvironmentStrategic leadership role, oversees entire rewards programs, collaborates with executive teamsOperational role, manages compensation programs, supports HR and payroll teams
Industry UsageCommon in large corporations, multinational companiesFound in various industries, especially in mid-sized to large organizations

The Vp Total Rewards focuses on strategic planning and leadership of all employee rewards programs, while the Compensation Manager handles the day-to-day administration of compensation policies. The Vp is a senior executive role, whereas the Compensation Manager is more operational and tactical.

What are the most commonly searched types of Total Rewards jobs in Indiana?

The most popular types of Total Rewards jobs in Indiana are:

What are popular job titles related to Vp Total Rewards jobs in Indiana?

For Vp Total Rewards jobs in Indiana, the most frequently searched job titles are:

What job categories do people searching Vp Total Rewards jobs in Indiana look for?

The top searched job categories for Vp Total Rewards jobs in Indiana are:

What cities in Indiana are hiring for Vp Total Rewards jobs?

Cities in Indiana with the most Vp Total Rewards job openings:

Vp Total Rewards jobs near you
Infographic showing various Vp Total Rewards job openings in Indiana as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 17% Part Time, 3% Contract, and 1% Nights. Highlights an 91% Physical, 4% Hybrid, and 5% Remote job distribution, with an average salary of $149,902 per year, or $72.1 per hour.

Vice President of Human Resources

Authenticx

Indianapolis, IN • On-site

Full-time

Re-posted 12 days ago

Job description

Vice President of Human Resources
Job DescriptionAuthenticx is a fast-growing, venture-backed, enterprise AI company transforming healthcare through conversation intelligence. We help healthcare organizations uncover insights hidden in millions of customer interactions to improve patient, member, and business outcomes.
We are looking for a strategic, people-first Vice President of Human Resources who is equally comfortable setting direction and rolling up their sleeves to execute. As we scale, this leader will build and refine our culture, leadership, and talent practices while actively driving day-to-day HR initiatives. You'll partner closely with the executive team to create an exceptional employee experience and ensure our people strategy supports business growth, innovation, and operational excellence.
Position SummaryThe VP of HR will lead all aspects of the people function, including talent strategy, employee experience, leadership development, performance management, compensation, organizational design, HR operations, compliance, and culture initiatives. Authenticx operates in a regulated healthcare environment, processes sensitive data at scale, and serves enterprise healthcare clients with high compliance expectations. The VP of HR must understand the stakes of that context and maintain the people programs, policies, and practices that support it.
The ideal candidate is a proven operator who builds with what is available, makes decisions with incomplete information, and holds the organization accountable without being asked to do so. This is a high-trust, high-autonomy role. The VP of HR will be expected to bring recommendations, not just questions, to the leadership team. They will handle difficult conversations at every level of the organization with candor and care.
Responsibilities
  • Serve as a member of the leadership team, owning people strategy with the same accountability that functional leaders own their domains
  • Oversee HR operations, technology, and people analytics, ensuring policies, systems, and data integrity scale with the business and drive operational efficiency
  • Build and scale HR programs, processes, and infrastructure to support continued company growth
  • Lead workforce planning and organizational design initiatives across departments
  • Partner with Talent Acquisition function to develop and align on hiring strategies that attract top AI, SaaS, and healthcare technology talent
  • Partner with leaders and managers to strengthen performance management, employee engagement, leadership development, succession planning and organizational change capabilities across the business
  • Own the employee experience from offer acceptance through offboarding, with particular attention to how culture scales as the company grows and the workforce becomes more distributed
  • Design and administer competitive compensation, benefits, and total rewards programs that reflect our scale, market position, and the expectations of enterprise-grade talent
  • Ensure compliance with employment laws and HR best practices across multiple states
  • Foster a culture of accountability, transparency, collaboration, and continuous learning
  • Lead, develop, and hold accountable a small but growing HR team including HR Operations and a dedicated Talent Acquisition function; the VP is a working leader, not just a delegating one, and must be comfortable contributing individually while building team capacity over time

What We're Looking For:
  • Based in Indianapolis, this role works a hybrid schedule with regular in-office presence because visibility and relationship-building are part of the job
  • Comfortable working inside an AI-native company; expected to use and advocate for AI-enabled HR tools and to distinguish between technology that creates real efficiency and technology that adds noise
  • 10+ years of progressive HR leadership experience, including senior leadership roles in high-growth SaaS or technology organizations
  • Demonstrated ability to operate at all altitudes: engaging credibly with the leadership team on strategy and stepping directly into employee-level conversations without treating either as beneath the role
  • Proven track record of handling difficult conversations directly, including performance, compensation, and organizational change; candidates who avoid conflict or soften feedback to the point of inaction are not a fit for this culture
  • Experience operating as a peer to, not just a support function for, the leadership team; brings a point of view, defends it, and changes course when presented with better information
  • Strong business and operational acumen with the ability to align people strategies to company goals
  • Data-driven mindset with experience leveraging metrics and insights to guide decisions
  • Solid working knowledge of multi-state employment law and compliance; Authenticx has team members across multiple states and the VP is accountable for staying current without being prompted
  • Thrives in ambiguity, moves with urgency, and holds themselves to the same standard of accountability they hold others

What Success Looks Like
  • Employees feel connected to the mission, supported in their growth, and energized by the culture
  • Leaders are equipped to effectively manage, coach, and scale high-performing teams
  • HR processes and systems scale proactively with business growth
  • The company continues to attract and retain exceptional talent
  • People strategies directly support operational excellence and long-term business outcomes
  • The leadership team receives proactive HR recommendations, not reactive status updates

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