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Vp Total Rewards Jobs in Springfield, VA (NOW HIRING)

CIBT

Vice President Business Development

Washington, DC · On-site

$180K - $200K/yr

Americas Reports To: SVP Global Sales Role Type: Full-Time, Player-Manager (VP Level) Revenue ... Personally close enterprise deals with annual contract values of $250K+ and total contract values ...

New

Osaic

Vice President, Advisory Consulting

Washington, DC · On-site

$140K - $175K/yr

... Vice President, Advisory Consulting Preferred Location(s): Atlanta: 2300 Windy Ridge Pkwy SE ... Our competitive salaries are just one component of Osaic's total compensation package. Additional ...

MUFG

VP, Government Affairs

Washington, DC · Hybrid

$190K - $225K/yr

The Vice President of Government Affairs will support MUFG's engagement with Congress, the ... Additionally, our Total Rewards program provides colleagues with a competitive benefits package (in ...

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Vp Total Rewards information

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$45.4K

$164.5K

$289.9K

How much do vp total rewards jobs pay per year?

As of Sep 4, 2026, the average yearly pay for vp total rewards in Springfield, VA is $164,546.00, according to ZipRecruiter salary data. Most workers in this role earn between $120,100.00 and $198,500.00 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 Springfield, VA?

The most popular types of Total Rewards jobs in Springfield, VA are:

What are popular job titles related to Vp Total Rewards jobs in Springfield, VA?

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

What job categories do people searching Vp Total Rewards jobs in Springfield, VA look for?

The top searched job categories for Vp Total Rewards jobs in Springfield, VA are:

What cities near Springfield, VA are hiring for Vp Total Rewards jobs?

Cities near Springfield, VA with the most Vp Total Rewards job openings:

Vp Total Rewards jobs near you
Infographic showing various Vp Total Rewards job openings in Springfield, VA as of August 2026, with employment types broken down into 1% As Needed, 74% Full Time, 20% Part Time, 4% Contract, and 1% Nights. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution, with an average salary of $164,546 per year, or $79.1 per hour.

Vice President Business Development

CIBT

Washington, DC • On-site

$180K - $200K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 2 days ago

New

Job description

Business Unit: CIBT / Newland Chase
Location: Americas
Reports To: SVP Global Sales
Role Type: Full-Time, Player-Manager (VP Level)
Revenue Responsibility: Direct Reports
Personal and Regional: Team of Business Development Directors
Travel: Up to 30-40% within region
Position Overview:
We are looking for a Vice President, Business Development based in Washington to lead commercial growth and revenue performance across the region. This player-manager role combines direct ownership of strategic Tier 1 enterprise accounts with leadership of a team of Business Development Directors focused on Tier 2 and Tier 3 opportunities. The successful candidate will drive enterprise sales, regional pipeline and revenue growth, develop high-performing sales teams, and partner with senior leaders across Sales, Partnerships, Marketing, and Service Delivery to execute the regional commercial strategy.
The Opportunity
This is a VP-level player-manager role leading commercial growth across a major region. You will carry personal revenue responsibility for Tier 1 enterprise accounts the most complex, highest-value opportunities in the market while simultaneously building and managing a team of BD Directors focused on Tier 2 and Tier 3 mid-market accounts.
The role carries dual revenue accountability. You will hold a personal target for Tier 1 enterprise accounts - the most complex, highest-value opportunities in the market- and you will also own the total regional revenue number, delivered through a team of BD Directors focussed on Tier 2 and Tier 3 accounts.
You will report directly to the SVP Global Sales and work closely with the Chief Revenue Officer, Partnerships, Marketing, and Service Delivery leadership to align commercial execution with the broader growth strategy.
What You Will Do
Enterprise Sales (Personal Revenue)
  • Own a defined list of Tier 1 enterprise target accounts typically Fortune 500 / Global 2000 organisations with complex, multi-jurisdiction immigration programmes
  • Lead the full sales cycle from identification through close, including RFP responses, competitive tenders, and sole-source advisory engagements
  • Build and maintain C-suite and VP-level relationships across HR, Legal, Global Mobility, and Procurement functions
  • Orchestrate cross-functional pursuit teams: immigration attorneys, consulting, pricing, bid management, and service delivery
  • Develop strategic account plans that map stakeholders, identify pain points, and create multi-year growth pathways
  • Personally close enterprise deals with annual contract values of $250K+ and total contract values in the multi-million dollar range

Team Leadership & Development
  • Own the regional revenue target (personal + team).
  • Conduct regular deal review and pipeline inspection with each BD Director coaching on deal strategy, qualification, competitive position, and close plans.
  • Recruit, hire, and onboard BD Directors across the region as the team scales in line with the global growth strategy
  • Identify and support underperforming territories and team members. Intervening directly where required.
  • Set clear targets, KPIs, and accountability frameworks for each team member
  • Run weekly pipeline reviews, deal coaching sessions, and forecast calls
  • Coach team members on consultative and Challenger selling techniques, complex stakeholder navigation, and deal strategy
  • Build a performance culture that balances accountability with development identify and grow future leaders while managing underperformance decisively
  • Ensure team members maintain rigorous CRM hygiene, accurate forecasting, and pipeline discipline

Go-to-Market
  • Collaborate with the Inside Sales team to optimise SDR support for mid-market pipeline generation (Tier 3 and below)
  • Work with Marketing to develop region-specific demand generation campaigns, content, and event strategies
  • Identify and develop RMC, consulting, and technology partnership channels within the region
  • Provide market intelligence and competitive insight to inform product, pricing, and service development

Cross-Sell & Geographical Expansion
  • Identify cross-sell opportunities across Newland Chase (immigration), CIBT Visas (travel compliance), NewlandChase Consulting, and Blair (document legalisation)
  • Leverage the existing client base particularly travel visa clients to create immigration pipeline
  • Collaborate with the Consulting and Advisory division to position Newland Chase Consulting services into enterprise accounts
  • Work with other regional VPs of BD and local MD to identify expansion opportunities within existing accounts

Market Presence & Thought Leadership
  • Represent CIBT | Newland Chase as a senior commercial leader at industry conferences, trade shows, client advisory boards, and partner events
  • Build and leverage relationships across the RMC and mobility ecosystem attend partner conferences, sit on industry boards, and develop strategic alliances
  • Develop a visible professional presence on LinkedIn and in industry forums, positioning yourself and the firm as thought leaders in corporate immigration
  • Host and participate in client roundtables, webinars, and advisory events that generate pipeline and deepen relationships

What We Are Looking For
Required
  • 15+ years of progressive B2B sales experience in professional services, consulting, HR services, global mobilit, travel, workforce solutions, or similarly complex, relationship-driven environments
  • Proven track record of personally closing large, complex enterprise deals ($1M+ annual contract value)
  • Demonstrated experience leading, managing, and developing a sales team hiring, coaching, performance management, and building culture
  • Deep understanding of multi-stakeholder, consultative sales processes with extended cycles (6-18 months)
  • Experience with Challenger, MEDDPICC, SPIN, or equivalent structured sales methodologies and the ability to teach and embed them within a team
  • Strong commercial and financial acumen: pricing strategy, competitive positioning, value-based business case construction, and P&L awareness
  • Executive presence and gravitas comfortable engaging at CHRO, General Counsel, and C-suite level
  • Disciplined in Salesforce CRM, pipeline management, and forecast accuracy
  • Willing to travel 30-40% within region for client meetings, team management, and industry events

Preferred
  • Direct experience in corporate immigration services, global mobility, relocation management, or adjacent cross-border workforce services
  • Established network across the immigration and mobility ecosystem RMCs, consulting firms, technology providers, industry bodies (WERC, FEM, SHRM)
  • Experience selling into regulated, compliance-driven environments where technical expertise (legal, regulatory) is core to the value proposition
  • Familiarity with RFP-driven procurement processes and tender management for large enterprise accounts
  • Prior experience in a player-manager role where personal selling and team leadership were equally weighted
  • Track record of building or significantly scaling a regional sales team not just inheriting an established one

What Success Looks Like
First 90 Days
  • Complete immersion in CIBT | Newland Chase service lines, competitive positioning, and pricing across immigration, travel, and document services
  • Assess current team capability, pipeline health, and regional market opportunity develop an initial 12-month commercial plan
  • Hire and onboard planned BD Director headcount for the region
  • Identify and begin engaging the top 10-15 Tier 1 enterprise targets in the region
  • Establish cadence: weekly pipeline reviews, deal coaching, forecast rhythm, and team 1:1s
  • Build relationships with key internal stakeholders: CRO, Partnerships, Marketing, Consulting, Service Delivery leadership and regional BD VPs

First 12 Months
  • Achieve or exceed the combined regional revenue target -both personal enterprise wins and aggregate team mid-market performance
  • Build a qualified Tier 1 enterprise pipeline of 3-5x annual target
  • Establish the region as a self-sustaining, predictable revenue engine with consistent quarter-over-quarter pipeline and revenue growth
  • Develop at least one significant enterprise client relationship that positions Newland Chase as a strategic, multi-year partner
  • Build visible market presence through industry events, partner relationships, and thought leadership

Compensation & Benefits:
  • Salary Range: $180,000 - $200,000 (depending on geographic region, internal equity, job-related knowledge, skills, and experience, among other factors)
  • Medical, Dental, and Vision Insurance
  • 401(k) Retirement Plan with Company Match
  • Flexible Spending Accounts and Health Savings Account
  • Life Insurance, Short-Term Disability, and Long-Term Disability Coverage
  • Company Paid Holidays and Paid Time Off
  • Paid Parental Leave
  • Pet Insurance
  • Travel Assistance Services
  • Legal and Identity Theft Protection Plans
  • Commuter Benefit Subsidy
  • Employee Recognition Programs
  • Referral Bonus Opportunities

Why Join CIBT | Newland Chase
  • Market leader: 30 years of heritage, 70+ offices globally, and a client base that includes 75% of the Fortune 500
  • Transformation mandate: new commercial leadership with a clear three-year growth plan and genuine investment behind it
  • Build your team: this is not a maintain-the-status-quo role you will shape the team, the culture, and the go-to-market approach for your region
  • Expert-led selling: you will sell alongside immigration attorneys, regulatory consultants, and advisory specialists deep technical credibility to back commercial conversations
  • Three brands, one platform: cross-sell across immigration, travel compliance, and document services for broader client value and larger deal sizes
  • Global footprint with local depth: 25 countries, 40+ jurisdictions, with on-the-ground presence in key markets

About Us
CIBT is a leading global provider of immigration and visa services for corporations and individuals, operating in 25 countries worldwide. With more than 30 years of experience, CIBT is the trusted service provider to many of the world's leading companies, including a majority of the Fortune 500.
CIBT delivers a comprehensive suite of services through two primary brands: Newland Chase, a wholly owned subsidiary specializing in global immigration strategy and advisory services for corporate clients worldwide, and CIBTvisas, a market leader in business and travel visa services for both corporate and individual clients.
Through its global expertise and extensive network, CIBT helps organizations and travelers navigate complex travel and immigration requirements in a fast, convenient, and secure manner.
Equal Employment Opportunity
CIBT is committed to building a diverse, equitable, and inclusive workplace where all employees and applicants are treated with respect and dignity. We provide equal employment opportunities to all qualified applicants and employees without regard to race, color, ethnicity, national origin, religion or belief, sex, gender, gender identity or expression, sexual orientation, age, disability, medical condition, marital or family status, veteran status, genetic information, or any other characteristic protected by applicable local law.
CIBT is committed to providing reasonable accommodations throughout the recruitment and employment process for individuals with disabilities or other accessibility needs. If you require assistance or an accommodation, please contact us at GlobalRecruiting@cibt.com
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
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About CIBT

Sourced by ZipRecruiter

Industry

Personal services

Company size

1,001 - 5,000 Employees

Headquarters location

Washington, DC, US

Year founded

1989

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