General Summary

The Vice President, Total Rewards serves as a strategic human resources leader responsible for the development, design, implementation and communication of WellSpan Health's total rewards functions. Plays an important part in developing and implementing a comprehensive and competitive total rewards strategy that aligns with the organization's goals and values. Oversees all aspects of compensation, benefits, and wellness programs, ensuring that they attract, retain, and motivate top talent while fostering a culture of employee engagement and satisfaction.

Duties and Responsibilities
Essential Functions:

• Total Rewards Strategy: Develops and executes a holistic total rewards strategy that supports the health system's objectives, promotes a positive employee experience, and reinforces our commitment to diversity, equity, and inclusion. Serves as Co-Chair/Chair of the WellSpan Health and Welfare Total Rewards Committee and co-chair of the Retirement Savings Plan committee.
• Compensation Management: Leads the design, implementation, and administration of competitive and equitable compensation programs, ensuring alignment with industry benchmarks and regulatory compliance. Serves as chair of system compensation committee (management).
• Benefits Administration: Oversees the design and management of comprehensive employee benefits programs, including health, wellness, retirement, and other related benefits, with a focus on cost-effectiveness and employee well-being.
• Wellness Programs: Drives initiatives to promote employee health and well-being, developing and implementing wellness programs that enhance work-life balance and contribute to a healthy and engaged workforce.
• Executive Compensation: Manages executive compensation programs, including annual reviews, incentive plans, and long-term incentive programs, to attract and retain top leadership talent. Serves a liaison to Compensation Committee of the Board on matters related to Executive Compensation.
• Physician Compensation: Partner with physician compensation team to ensure alignment to organizational compensation programs and strategy. Serves a liaison to Compensation Committee of the Board on matters related to physician compensation.
• Performance Management: Collaborates with HR leaders to integrate total rewards into the performance management framework, ensuring alignment between compensation and individual and organizational performance.
• Regulatory Compliance: Stays abreast of relevant laws and regulations related to compensation and benefits, ensuring the health system's compliance and adapting programs accordingly.
• Vendor Management: Oversees relationships with external vendors and consultants, negotiating contracts and ensuring the delivery of high-quality services. Directs annual market surveys and recommendations regarding changes in salary plans; oversee all activity related to published compensation surveys through the year and audit survey output, market trends and competitive pay positions to ensure WellSpan's salary plans meet overall organizational goals and objectives.
• Data Analytics: Utilizes data and analytics to assess the effectiveness of total rewards programs, making data-driven recommendations for continuous improvement.
• Communication and Education: Develop communication strategies to educate employees on total rewards programs, fostering understanding and appreciation for the value they bring to the organization.

Common Expectations:

• Selects, develops, directs and appraises talent. Ensures employee responsibilities are identified, roles are clearly defined, goals are established, and development defined. Selects colleagues for transfer, promotion, pay increases, special training and other Human Resources actions to ensure most effective utilization of individual skills and team development.
• Develops and communicates appropriate performance metrics.
• Serves on various WellSpan committees as needed.
• Creates and builds teams that are focused on delivering results. Plans, organizes, directs and evaluates the performance of work by developing, recommending and implementing short- and long-term goals.
• Maintains established policies and procedures, objectives, quality assessment and safety standards.
• Enhances professional growth and development through participation in educational programs, current literature, in-service meetings, and workshops.
• Provides outstanding service to all customers; fosters teamwork; and practices fiscal responsibility through improvement and innovation.

Required for All Jobs:

• Performs other related duties as identified.
• WellSpan Health has adopted and implemented a compliance program to support WellSpan's values and standards for professionalism, integrity, and ethics. Expected to support and meet the values and standards of the organization and the performance expectations of the job, the department, and the compliance program.
• WellSpan Health has adopted and implemented a privacy program to safeguard the patient information and the business and operational information of the organization. Expected to support and meet the values and standards of the organization to safeguard patient and business/operational information.

The above statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.

Physical Demands:

• Standing - Occasionally
• Walking - Occasionally
• Sitting - Frequently
• Reaching - Rarely
• Talking - Frequently
• Hearing - Frequently
• Repetitive Motions - Occasionally
• Eye/Hand/Foot Coordination - Occasionally

Qualifications
Minimum Education:

• Bachelors Degree Required
• Masters Degree Preferred

Work Experience:

• 10 years progressively more responsible experience in Human Resources within the Compensation and Benefits arena Required and
• 10 years Experience in a progressive related leadership role within a large and complex business Required and
• Experience in Human Resources or Business Administration Required and
• Experience in a large integrated health system Required and
• Mergers and acquisitions and labor relations experience Required

Courses and Training:

• CEBS or related senior level professional credentials. Upon Hire Preferred

Knowledge, Skills, and Abilities:

• Knowledge of Human Resources best practices in system level areas of the Human Resources function, including Compensation, Benefits, policy development and implementation.
• Knowledge of and ability to use contemporary, data-driven practices to build broad-based organizational capabilities that drive business results.
• Knowledge of total rewards design and implementation.
• Demonstrated knowledge of labor relations, compliance, regulatory agencies, etc.
• Ability to drive service level improvements and influence stakeholders through setting the business context, relevant data and support of the operational and business strategies.
• Proven ability to broker specialized/expert resources to deliver Human Resources solutions that enable business success, including ability to roll up sleeves and operate seamlessly at the strategic and tactical level.
• Strong written and verbal presentation skills, to all levels.
• Deep intellectual horsepower and passionate in driving for valued results.
• Analytical skills necessary to identify, make recommendations and resolve complex matters such as sensitive compensation issues, salary increase budgets, etc.
• Ability to develop employees through coaching and applying solid situational leadership management practices to support successful performance of work.
• Ability to bring out the best in others and demonstrate commitment to life-long development.
• Ability to develop and implement Human Resource policies for a large complex corporation.
• Excellent organizational, program management and client management skills.
• Creativity, good humor, collaborative skills and organizational courage.
• Ability to lead and influence other senior Human Resource professionals and business executives at the C-level.
• Requires demonstrated leadership in a key role with proven results for change management, project milestones, project financials and stakeholder management.