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SalaryResponsibilities:
As a strategic partner to the Chief People Officer, and a central figure in the HR leadership team, you will have a unique opportunity to influence business outcomes, guide cultural transformation, and collaborate with InnovAge’s leaders. Your role will extend beyond traditional HR boundaries, offering a platform to drive initiatives that celebrate InnovAge's commitment to excellence while innovating and creating exceptional workplace environments.
In this role, you'll champion a comprehensive approach to employee well-being and career development, positioning InnovAge to attract, develop, and retain top talent. Your strategic insight and inventive mindset will be crucial in shaping the future of our workforce and solidifying our position as a leader in the sector.
As an equal opportunity/affirmative action employer InnovAge is committed to and values an inclusive and diverse workplace. All qualified applicants will receive consideration for employment without regards to race, color, religion, sex, sexual orientation, gender, gender identity/expression, national origin, disability or protected veteran status, pregnancy or any other status prohibited by applicable law.
InnovAge is on the hunt for a dynamic, forward-thinking Vice President of Total Rewards & People Analytics. This crucial role is key to positioning us as a top employer, by developing and implementing effective strategies in compensation, benefits, and People Analytics, while ensuring rigorous adherence to compliance standards. This role is crucial in defining the organizational culture, guiding Total Rewards initiatives, improving employee experiences, and creating a People Analytics function that aligns with and supports the organization's strategic objectives, all while maintaining the highest standards in these areas.
As a strategic partner to the Chief People Officer, and a central figure in the HR leadership team, you will have a unique opportunity to influence business outcomes, guide cultural transformation, and collaborate with InnovAge’s leaders. Your role will extend beyond traditional HR boundaries, offering a platform to drive initiatives that celebrate InnovAge's commitment to excellence while innovating and creating exceptional workplace environments.
In this role, you'll champion a comprehensive approach to employee well-being and career development, positioning InnovAge to attract, develop, and retain top talent. Your strategic insight and inventive mindset will be crucial in shaping the future of our workforce and solidifying our position as a leader in the sector.
Total Rewards Management:
- Design, develop and direct broad-based compensation strategies, including salary structures, short and long-term incentives, recognition programs, health, and welfare programs, ensuring they align with business and talent needs.
- Continuously assess market trends to develop and refine Total Rewards strategies, maintaining InnovAge's ability to attract and retain top talent.
- Manage the strategic design and execution of Total Rewards Programs, aligning them with business objectives, culture, and values.
- Work closely with Finance leaders to ensure effective decision-making for all Compensation and Benefits elements.
Equity Compensation Programs:
- Oversee the administration of equity compensation programs, including Restricted Stock Units and Stock Options programs.
- Ensure compliance with local benefits laws, pay equity initiatives, and preparation of materials for the Compensation Committee.
- Oversee all aspects of Equity SOX controls and audit/compliance requests, maintaining strict adherence to legal, finance, tax, and Sarbanes-Oxley procedures.
- Manage the incentive program design for executives and employees, including stock plans, equity allocations, and equity restructuring.
Benefits Program Administration:
- Research and develop benefit programs to ensure market competitiveness and support talent attraction and retention.
- Manage and administer benefits programs, including health and welfare plans, retirement plans, wellness programs, and time-off policies.
- Maintain up-to-date knowledge of legislation and market trends impacting compensation and benefits, proactively amending policies and programs as needed.
People Analytics Management:
- Establish and lead the People Analytics function, building it out to support strategic decision-making across the organization.
- Develop and implement advanced analytics models and metrics to analyze workforce trends, predict future needs, and measure the impact of HR initiatives.
- Collaborate with IT and HRIS teams to leverage technology for data collection, ensuring accurate and comprehensive workforce data.
- Provide insights and recommendations to senior leadership based on data-driven analyses, supporting InnovAge’s strategic objectives and talent management.
- Work with L&D to foster a culture of data-driven decision-making within HR, training and guiding the team in effectively using analytics tools and methodologies.
- Oversee the integration of People Analytics into all major HR functions, including recruitment, performance management, employee engagement, and retention strategies.
- Stay abreast of the latest trends and best practices in People Analytics, continuously enhancing the capabilities and impact of the function within InnovAge.
Compliance in Total Rewards and People Analytics:
- Oversee the development and implementation of compliance protocols for all Total Rewards programs, ensuring adherence to legal and regulatory standards at local, state, and federal levels.
- Conduct regular audits and reviews of compensation, benefits, and analytics practices to identify and mitigate risks, ensuring full compliance with evolving legal requirements.
- Collaborate with legal and HR teams to stay informed about legislative changes impacting employee compensation and benefits, translating these into actionable strategies.
- Lead initiatives to educate and train relevant teams on compliance matters related to Total Rewards and People Analytics, fostering a culture of adherence and ethical practices within the organization.
REQUIRED
- 15+ years in senior HR roles, with at least 5 years in a senior leadership role.
- Experience in managing Total Rewards and People Analytics in large, complex companies.
- Strong leadership, strategic planning, problem-solving, and communication skills.
- Expertise in compensation, benefits, People Analytics, controls, and compliance.
- Bachelor’s degree in Human Resources, Business Administration, or related field.
PREFERRED
- Experience with Boards of Directors and Compensation Committees.
- Proven leadership in driving competitive compensation and benefits strategies.
- Experience in a union environment and M&A Integration.
- Advanced degree
Personal Attributes:
- Strategic and innovative thinker.
- Ability to motivate and focus teams.
- High integrity and alignment with company mission and values.
- Strong interpersonal and relationship-building skills.
InnovAge’s Program of All-inclusive Care for the Elderly (PACE) is an alternative to nursing facilities. Seniors receive customized healthcare and social support at a nearby PACE center supported by a team of medical experts dedicated to providing personalized healthcare and support to help them age at home. Our greatest assets are our team members who make a difference in the lives of those we serve every day. Elevate your future with co-workers passionate about a patient-centered care model supported by comprehensive services to improve the quality of care while reducing over-utilization of high-cost care settings.
As an equal opportunity/affirmative action employer InnovAge is committed to and values an inclusive and diverse workplace. All qualified applicants will receive consideration for employment without regards to race, color, religion, sex, sexual orientation, gender, gender identity/expression, national origin, disability or protected veteran status, pregnancy or any other status prohibited by applicable law.
Salary ranges are dependent on a variety of factors, including qualifications, experience, and geographic location. Range is not inclusive of potential bonus or benefits. Comprehensive benefits include m/d/v, short and long-term disability, life insurance and add, supplemental life insurance, flexible spending accounts, 401(k) savings, paid time off, and company paid holidays.
