Location: Hybrid, with at least 3 days per week in our New York City, Denver, or Charlotte offices

Position Summary

The Vice President, Total Rewards will lead Judi Health’s enterprise-wide total rewards strategy, including compensation, benefits, wellness, recognition, and retirement programs. This leader will shape how Judi Health attracts, rewards, and retains talent as the organization continues to grow and evolve.

As a strategic advisor to the Chief Human Resources Officer and executive leadership team, the VP will establish and evolve the long-term vision, philosophy, and governance for Total Rewards, ensuring programs are competitive, equitable, scalable, compliant, and financially sustainable. This role will bring deep expertise, strong business judgment, and a data-driven approach to compensation and benefits strategy, workforce investments, and organizational growth.

Beyond Judi Health’s internal programs, the VP will partner closely with Judi Care leadership, bringing an employer and benefits perspective to product development, client solutions, and go-to-market strategy.

Position Responsibilities

• Set and lead Judi Health’s enterprise Total Rewards strategy and philosophy across compensation, benefits, wellness, recognition, and retirement programs.

• Serve as a strategic advisor to the Chief Human Resources Officer and executive leadership team on Total Rewards strategy, workforce investments, organizational growth, and key talent decisions.

• Establish the long-term vision and governance for compensation, including salary structures, incentive programs, job architecture, market positioning, pay equity, and pay transparency.

• Lead enterprise-wide compensation planning, including merit, bonus, promotion, and market adjustment cycles.

• Oversee the strategic direction of health and welfare, retirement, and wellbeing programs, balancing employee experience, market competitiveness, cost, and long-term sustainability.

• Use market intelligence, competitive benchmarking, and workforce analytics to inform executive-level recommendations and Total Rewards strategy.

• Establish and evolve governance, policies, and decision frameworks that promote consistency, internal equity, scalability, and compliance across Total Rewards programs.

• Advise executives and business leaders on complex compensation decisions, job architecture, pay equity, benefits strategy, and evolving market practices.

• Own the financial strategy for Total Rewards, including budgets, forecasting, investment decisions, and cost-management strategies in partnership with Finance and executive leadership.

• Lead strategic relationships with benefits consultants, brokers, carriers, survey providers, and other key partners, ensuring strong outcomes, service, and value.

• Oversee benefits strategy and annual enrollment, driving employee understanding, engagement, and an effective benefits experience.

• Lead Total Rewards strategy related to organizational transactions, due diligence, workforce integration, and other significant business changes.

• Establish the analytics and metrics used to evaluate program effectiveness and inform decisions related to attraction, retention, engagement, and workforce investment.

• Partner closely with Human Resources, Finance, Legal, and business leaders to ensure Total Rewards strategies support organizational priorities and scale with the business.

• Partner with Judi Care leadership to provide employer-side benefits expertise and market insight that informs product development, client solutions, and go-to-market initiatives.

• Translate emerging employer needs, benefits trends, regulatory developments, and market dynamics into actionable recommendations that strengthen Judi Health’s product offerings and competitive position.

• Build and develop a high-performing Total Rewards function, strengthening the capabilities, processes, and infrastructure needed to support Judi Health’s continued growth.

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or a related field.

• 15+ years of progressive compensation, benefits, and Total Rewards experience, including significant leadership of enterprise-wide programs and strategy.

• Deep expertise across compensation strategy, benefits plan design, market pricing, incentive programs, job architecture, pay equity, and Total Rewards governance.

• Demonstrated experience advising and influencing C-suite executives and senior business leaders on complex Total Rewards and workforce decisions.

• Experience developing and evolving Total Rewards strategies, programs, and infrastructure within a growing or complex organization.

• Strong knowledge of federal and state laws and regulations related to compensation and employee benefits.

• Demonstrated experience leading enterprise compensation planning and benefits strategy.

• Strong financial and business acumen, including experience managing Total Rewards budgets, forecasts, investments, and cost strategies.

• Proven ability to leverage workforce analytics, market intelligence, and financial data to drive strategic decision-making.

• Experience leading significant Total Rewards transformation, modernization, or organizational change initiatives.

• Exceptional executive communication and presentation skills, with the ability to translate complex topics into clear, actionable business recommendations.

• Demonstrated ability to build strong partnerships across Human Resources, Finance, Legal, and senior business leadership.

Preferred Qualifications

• Master’s degree, MBA, or related advanced degree.

• Certified Compensation Professional (CCP), SHRM-SCP, SPHR, or equivalent certification.

• Experience leading Total Rewards in a high-growth healthcare, technology, or regulated organization.

• Experience leading pay transparency, job architecture, compensation modernization, or broader Total Rewards transformation initiatives.

• Experience supporting M&A due diligence and integration activities related to compensation and benefits.

• Experience partnering with healthcare or benefits product teams and translating employer needs and market insights into product, client, or go-to-market strategy.