Cotiviti

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VP Total Rewards

Job Locations US-Remote
ID 2025-15251
Category
Human Resources
Position Type
Full-Time

Overview

The Vice President, Global Total Rewards will lead the strategy, design, implementation, and administration of all compensation, benefits, and recognition programs globally. This strategic leader ensures that total rewards programs are competitive, equitable, and aligned with the company’s business objectives, talent strategy, and culture. The VP will drive innovation and global consistency while respecting regional market needs and compliance requirements

Responsibilities

  • Develop and execute a comprehensive global total rewards strategy including executive compensation, incentive programs, benefits, equity, and wellness.
  • Lead the design and implementation of competitive and compliant compensation and benefits programs across all international regions.
  • Partner with executive leadership, HR business partners, and business stakeholders to align rewards programs with performance, retention, and attraction strategies.
  • Oversee job architecture, market benchmarking and salary structure design.
  • Lead annual compensation planning cycles, including merit, bonus, and equity programs.
  • Oversee compensation governance, ensuring fairness, equity, and compliance with internal policies and external regulations.
  • Provide direction for regular market pricing, benchmarking surveys, while monitoring and analyzing global market trends to continuously improve offerings and ensure external competitiveness.
  • Manage relationships with external vendors, brokers, and consultants.
  • Design, evaluate, and implement benefits programs that support diverse global employee needs while maintaining cost efficiency.
  • Ensure benefit offerings support talent attraction, retention, and employee well-being, including health, retirement, leave, and wellness programs.
  • Monitor global regulatory requirements and trends to ensure compliance and proactive benefit evolution.
  • Oversee vendor selection, performance, and contract negotiations for benefits providers globally.
  • Hire, develop, coach, lead and retain top-tier talent, with a focus on building and improving a team and culture that is able to assist in employing best in class practices to support and drive high levels of internal and external customer satisfaction.
  • Complete all responsibilities as outlined in the annual performance review and/or goal setting.
  • Complete all special projects and other duties as assigned.
  • Must be able to perform duties with or without reasonable accommodation.

 

This job description is intended to describe the general nature and level of work being performed and is not to be construed as an exhaustive list of responsibilities, duties and skills required. This job description does not constitute an employment agreement and is subject to change as the needs of Cotiviti and requirements of the job change

Qualifications

  • Bachelor’s degree in Human Resources, Business, or related field (Master’s or MBA preferred).
  • 12+ years of progressive HR or compensation/benefits experience with at least 5 years in a leadership role.
  • Demonstrated experience in designing and executing global total rewards strategies.
  • Strong knowledge of international compensation practices, benefits compliance, equity plans, and executive compensation.
  • Exceptional analytical, strategic thinking, and communication skills.
  • Proven ability to influence and collaborate across functions and geographies.
  • Experience working in a complex, matrixed global organization.
  • CCP or CEBS certification is a plus.

Mental Requirements:

  • Communicating with others to exchange information.
  • Problem-solving and thinking critically.
  • Completing tasks independently.
  • Interpreting data.

Physical Requirements:

  • Must be able to provide high-speed internet access / connectivity and office setup and maintenance.
  • Must be able to provide a dedicated, secure work area.
Base compensation ranges from $190,000.00 to $220,000.00. Specific offers are determined by various factors, such as experience, education, skills, certifications, and other business needs. This role is eligible for discretionary bonus consideration.
 
Cotiviti offers team members a competitive benefits package to address a wide range of personal and family needs, including medical, dental, vision, disability, and life insurance coverage, 401(k) savings plans, paid family leave, 9 paid holidays per year, and 17-27 days of Paid Time Off (PTO) per year, depending on specific level and length of service with Cotiviti. For information about our benefits package, please refer to our Careers page.
 
Since this job will be based remotely, all interviews will be conducted virtually.
 
Date of posting: 4/18/2025
Applications are assessed on a rolling basis. We anticipate that the application window will close on 06/17/2025, but the application window may change depending on the volume of applications received or close immediately if a qualified candidate is selected.

 

 

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Cotiviti is an equal employment opportunity employer. Cotiviti recruits, hires and promotes individuals based on their qualifications for a specific job. Cotiviti values its diverse workforce and its selection of employees is made without regard to race, color, creed, sex, age, religion, pregnancy, childbirth or pregnancy-related conditions, national origin, sexual orientation, gender identity, marital status, genetic carrier status, military service, veteran status, disability, or any other category of class protected by federal, state or local laws. All employment decisions and personnel actions, such as hiring, promotion, compensation, benefits, and termination, are and will continue to be administered in accordance with, and to further the principle of, equal employment opportunity.

Pay Transparency Nondiscrimination Provision
Cotiviti will not discharge or in any manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-I.35(c)