Phaxis
Base pay range
$280,000.00/yr - $360,000.00/yr
Company Overview A large, mission-driven organization is seeking a senior HR executive to lead enterprise-wide compensation strategy, people operations, HR technology, and organizational design. This role is central to optimizing workforce effectiveness, elevating employee experience, and driving a modern, analytics-led HR function. The SVP will oversee Total Rewards, HRIS, Shared Services, and job architecture while helping to shape the organization’s operating model and digital transformation strategy. This executive partners directly with senior leadership across the enterprise to align workforce programs with organizational priorities, financial stewardship, and long-term growth objectives.
Role Overview Reporting to the Chief People Officer, the Senior Vice President will serve as the organization’s principal leader for compensation strategy, HR operations, and workforce technology. This includes building a competitive, equitable, and financially responsible rewards strategy; modernizing people operations through automation and AI; and strengthening organizational design, job structure, and workforce governance. The SVP will be a strategic advisor to leadership on pay strategy, workforce insights, and operational performance.
What You Will Do Compensation Strategy & Governance
Lead design and oversight of base pay structures, salary frameworks, incentive programs, retention mechanisms, and recognition initiatives.
Ensure compensation programs are market-competitive, equitable, and aligned with organizational and financial objectives.
Provide analytics, modeling, and insights for senior leadership and the Compensation Committee.
Oversee benchmarking, pay equity reviews, compensation modeling, and financial impact analysis.
Partner with Finance to evaluate cost implications and ensure alignment with budget and long-term talent strategy.
Employee Experience & Workforce Engagement
Integrate compensation programs with broader engagement, retention, and culture initiatives.
Use employee feedback and workforce data to inform program design and service delivery enhancements.
Develop communication and change management plans that articulate compensation principles and program value.
Strengthen day-to-day HR service delivery through consistent, transparent, and responsive shared services.
Organization Design & Job Architecture
Lead enterprise job architecture, leveling frameworks, and governance structures.
Partner with HR and business leaders to streamline organizational structures, clarify roles, and create transparent career pathways.
Conduct organizational reviews to optimize spans of control, role clarity, and structure.
Align incentive eligibility and compensation governance with standardized job levels.
People Operations & Shared Services
Oversee shared service delivery for core HR processes, ensuring accuracy, consistency, and compliance.
Establish and monitor SLAs, KPIs, and service standards across HR operations.
Partner with HRIS and Technology to expand automation, self-service, and workflow optimization.
Ensure People Operations supports a seamless employee lifecycle from onboarding through offboarding.
HR Technology & Workforce Analytics
Provide strategic oversight of HR technology platforms (Workday or similar), ensuring systems support scalability, compliance, and analytics.
Partner with IT and key stakeholders to maintain secure data governance and system integration.
Build dashboards and analytics tools that inform leadership on compensation, headcount, turnover, organizational health, and productivity.
AI-Driven HR Transformation
Co-lead the design and implementation of AI-enabled tools that enhance HR operations, service delivery, and workforce insights.
Introduce automation, intelligent routing, and self-service capabilities that reduce manual workload and improve employee experience.
Integrate AI into compensation modeling, workforce planning, organizational design, and HR operations.
Partner with internal teams to ensure adoption, training, and a culture of digital competence.
Use predictive analytics to identify trends in pay, turnover, workforce risks, and operational performance.
Enterprise Leadership & Cross-Functional Partnership
Serve as a trusted advisor to business leaders, HR Business Partners, Finance, Legal, and Technology.
Provide expertise on compensation strategy during integrations, restructurings, and organizational initiatives.
Represent the organization with external consultants, regulatory bodies, and industry partners.
Lead and develop high-performing teams across Total Rewards, HR Operations, and HR Technology.
Qualifications
15+ years of progressive HR leadership experience, including deep expertise in compensation and people operations.
Strong command of compensation strategy, incentive design, job architecture, and workforce analytics.
Experience optimizing shared services, HRIS, and HR operational models in complex organizations.
Proven success leading organizational design efforts, structural optimization, and job framework implementation.
Strong financial acumen and ability to partner with Finance on program modeling and planning.
Bachelor’s degree required; advanced degree (MBA, MS HR, JD) or certification (e.g., CCP) strongly preferred.
Seniority Level Executive
Employment Type Full-time
Job Function Human Resources
Industries Financial Services, Hospitals and Health Care, and Human Resources Services
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Company Overview A large, mission-driven organization is seeking a senior HR executive to lead enterprise-wide compensation strategy, people operations, HR technology, and organizational design. This role is central to optimizing workforce effectiveness, elevating employee experience, and driving a modern, analytics-led HR function. The SVP will oversee Total Rewards, HRIS, Shared Services, and job architecture while helping to shape the organization’s operating model and digital transformation strategy. This executive partners directly with senior leadership across the enterprise to align workforce programs with organizational priorities, financial stewardship, and long-term growth objectives.
Role Overview Reporting to the Chief People Officer, the Senior Vice President will serve as the organization’s principal leader for compensation strategy, HR operations, and workforce technology. This includes building a competitive, equitable, and financially responsible rewards strategy; modernizing people operations through automation and AI; and strengthening organizational design, job structure, and workforce governance. The SVP will be a strategic advisor to leadership on pay strategy, workforce insights, and operational performance.
What You Will Do Compensation Strategy & Governance
Lead design and oversight of base pay structures, salary frameworks, incentive programs, retention mechanisms, and recognition initiatives.
Ensure compensation programs are market-competitive, equitable, and aligned with organizational and financial objectives.
Provide analytics, modeling, and insights for senior leadership and the Compensation Committee.
Oversee benchmarking, pay equity reviews, compensation modeling, and financial impact analysis.
Partner with Finance to evaluate cost implications and ensure alignment with budget and long-term talent strategy.
Employee Experience & Workforce Engagement
Integrate compensation programs with broader engagement, retention, and culture initiatives.
Use employee feedback and workforce data to inform program design and service delivery enhancements.
Develop communication and change management plans that articulate compensation principles and program value.
Strengthen day-to-day HR service delivery through consistent, transparent, and responsive shared services.
Organization Design & Job Architecture
Lead enterprise job architecture, leveling frameworks, and governance structures.
Partner with HR and business leaders to streamline organizational structures, clarify roles, and create transparent career pathways.
Conduct organizational reviews to optimize spans of control, role clarity, and structure.
Align incentive eligibility and compensation governance with standardized job levels.
People Operations & Shared Services
Oversee shared service delivery for core HR processes, ensuring accuracy, consistency, and compliance.
Establish and monitor SLAs, KPIs, and service standards across HR operations.
Partner with HRIS and Technology to expand automation, self-service, and workflow optimization.
Ensure People Operations supports a seamless employee lifecycle from onboarding through offboarding.
HR Technology & Workforce Analytics
Provide strategic oversight of HR technology platforms (Workday or similar), ensuring systems support scalability, compliance, and analytics.
Partner with IT and key stakeholders to maintain secure data governance and system integration.
Build dashboards and analytics tools that inform leadership on compensation, headcount, turnover, organizational health, and productivity.
AI-Driven HR Transformation
Co-lead the design and implementation of AI-enabled tools that enhance HR operations, service delivery, and workforce insights.
Introduce automation, intelligent routing, and self-service capabilities that reduce manual workload and improve employee experience.
Integrate AI into compensation modeling, workforce planning, organizational design, and HR operations.
Partner with internal teams to ensure adoption, training, and a culture of digital competence.
Use predictive analytics to identify trends in pay, turnover, workforce risks, and operational performance.
Enterprise Leadership & Cross-Functional Partnership
Serve as a trusted advisor to business leaders, HR Business Partners, Finance, Legal, and Technology.
Provide expertise on compensation strategy during integrations, restructurings, and organizational initiatives.
Represent the organization with external consultants, regulatory bodies, and industry partners.
Lead and develop high-performing teams across Total Rewards, HR Operations, and HR Technology.
Qualifications
15+ years of progressive HR leadership experience, including deep expertise in compensation and people operations.
Strong command of compensation strategy, incentive design, job architecture, and workforce analytics.
Experience optimizing shared services, HRIS, and HR operational models in complex organizations.
Proven success leading organizational design efforts, structural optimization, and job framework implementation.
Strong financial acumen and ability to partner with Finance on program modeling and planning.
Bachelor’s degree required; advanced degree (MBA, MS HR, JD) or certification (e.g., CCP) strongly preferred.
Seniority Level Executive
Employment Type Full-time
Job Function Human Resources
Industries Financial Services, Hospitals and Health Care, and Human Resources Services
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