Vice President, Total Rewards

The Vice President, Total Rewards at Per Scholas is responsible for leading the strategy, design, and implementation of equitable compensation, benefits, and wellness programs. This role involves managing compensation analysis, designing wellness initiatives, collaborating with the Chief People Officer, and ensuring compliance with relevant employment laws. Additionally, the VP will work closely with external providers to ensure offerings are competitive and equitable.

Candidates for the Vice President, Total Rewards position at Per Scholas should possess at least 10 years of experience in compensation and benefits management, demonstrating strong leadership skills. Familiarity with benefits administration, wellness programs, and employment laws is essential. A proven track record in developing equitable pay structures and implementing effective wellness initiatives is highly valued.

At Per Scholas, equity in compensation and benefits programs is ensured through rigorous compensation analysis, job evaluation processes, and continuous benchmarking. The Vice President, Total Rewards will lead these efforts, working closely with the DEIB teams to promote an inclusive workforce while adhering to compliance regulations, thereby creating a supportive environment for all employees.

The salary targeted for the Vice President, Total Rewards position at Per Scholas is $125,000, with a range of $115,000 to $125,000. Factors influencing this range include geography and alignment with the candidate's qualifications and experience, reflecting our commitment to competitive compensation.

The work environment for the Vice President, Total Rewards at Per Scholas is collaborative and supportive. This position is flexible and may be remote or near one of the 23+ campus locations. You’ll join a mission-driven team that prioritizes diversity, equity, and inclusion, ensuring a workplace that values psychological safety, wellness, and professional growth.

When answering this question, share specific examples of how you’ve designed and implemented equitable pay structures in previous roles. Discuss your approach to compensation analysis, benchmarking, and how you communicated these structures to your team and wider organization.

For this question, provide a detailed outline of wellness initiatives you have successfully implemented in the past. Discuss the measurable outcomes you achieved and how you would align new programs with Per Scholas' mission to ensure organizational well-being.

Discuss your familiarity with relevant federal, state, and local employment laws, particularly those pertaining to compensation and benefits. Share your experience in developing compliance strategies and how you stay updated on changes in legislation.

Emphasize the importance of collaboration among various teams. Share specific instances where working with DEIB teams, finance, or external providers has led to successful outcomes in your total rewards initiatives.

When addressing this question, outline methods you use to evaluate the effectiveness of compensation and benefits programs. Talk about key metrics you track, such as employee engagement, retention rates, and feedback mechanisms.

Offer your perspective on current challenges in the area of compensation and benefits, such as economic fluctuations, maintaining equity, and adapting to the needs of a diverse workforce. Discuss how you would approach these challenges at Per Scholas.

Share a success story of a wellness program you designed and implemented, focusing on participant engagement and the positive impact it had on employee well-being and productivity.

Discuss your approach to conflict resolution by emphasizing transparency and effective communication. Share strategies you’ve used to address disputes constructively and how you have successfully mitigated these situations in the past.

Describe your management style, focusing on inclusivity, support, and developing high-performing teams. Provide examples of how you’ve fostered professional development and collaboration within your team.

Articulate the significance of DEIB in total rewards by explaining how equitable compensation and benefits foster a diverse and inclusive workplace. Share examples of how you’ve integrated DEIB into your previous initiatives.