Vice President, Total Rewards & People Operations

The Vice President of Total Rewards & People Operations at Crexi leads the benefits, compensation, and people operations functions, overseeing HR systems, technologies, and analytics. Key responsibilities include developing innovative rewards programs, managing the biannual base pay reviews, overseeing benefits administration, and ensuring compliance with labor laws.

A Vice President of Total Rewards & People Operations at Crexi should ideally hold a bachelor's degree in business or a related field, with a master's degree preferred. Candidates should bring 15+ years of progressive HR experience, including at least 7 years in management, particularly in high-growth environments.

At Crexi, the Vice President of Total Rewards & People Operations is responsible for creating scalable compensation frameworks that engage and retain employees. This includes overseeing biannual base pay reviews, implementing innovative bonus plans, and ensuring pay equity, all designed to foster a positive working environment.

The anticipated base salary range for the Vice President of Total Rewards & People Operations position at Crexi in Playa Vista, California, is between $200,000 and $265,000. This range may vary based on several factors such as experience, education, and geographic location.

Successful candidates for the Vice President of Total Rewards & People Operations at Crexi should possess exceptional communication skills, strong strategic thinking abilities, and a knack for organization and prioritization. Being a responsive, action-oriented problem solver in a dynamic environment is also crucial.

Your answer could reflect your passion for creating equitable and engaging workplace environments that prioritize employee satisfaction and organizational growth. Talk about any specific experiences in your career that motivated you to focus on this area.

Discuss your experience in conducting market research and competitive analysis to inform compensation structures. Highlight your methods for ensuring that compensation strategies are aligned with both internal values and external benchmarks.

Provide a specific example that details the design, implementation, and measurable outcomes of a benefits program you led. Emphasize how it positively impacted employee engagement or retention.

Explain your approach to staying informed about changes in employment legislation and how you implement training and policy updates to ensure ongoing compliance within the organization.

Talk about specific HR systems you've worked with, focusing on how you've integrated new technologies or streamlined workflows to enhance efficiency and accuracy in HR processes.

Demonstrate your approach by sharing examples where you've successfully navigated complex employee relations situations while maintaining a focus on fairness and compliance.

Discuss your experience using HR analytics to assess the effectiveness of rewards programs, making recommendations based on data-driven insights that align with organizational goals.

Align your strategy on how you ensure equitable pay and benefits are extended to diverse groups, as well as how you create an inclusive culture through your Total Rewards offerings.

Elaborate on strategies that foster connection and engagement from day one, such as personalized welcome messages, mentorship pairings, or structured training programs that align with company culture.

Outline your methods for assessing the effectiveness of People Operations programs, including metrics such as employee feedback, retention rates, and participation in benefits programs. Discuss how you use these insights for continuous improvement.