VP, Total Rewards, US

You are as unique as your background, experience and point of view. Here, you'll be encouraged, empowered and challenged to be your best self. You'll work with dynamic colleagues - experts in their fields - who are eager to share their knowledge with you. Your leaders will inspire and help you reach your potential and soar to new heights. Every day, you'll have new and exciting opportunities to make life brighter for our Clients - who are at the heart of everything we do. Discover how you can make a difference in the lives of individuals, families and communities around the world.
Job Description:
The Vice-President Total Rewards, US wil create and execute innovative Total Rewards strategies that drive the achievement of Sun Life's purpose, helping Clients achieve lifetime financial security and live healthier lives, and Sun Life US business goals, including the health strategy. They will Identify and capitalize on the "sweet spot" of collaboration with our business, to develop modern, compelling, and integrated rewards experiences for our Employees and Clients in the US. They will lead, inspire, and develop a team of curious, capable, and caring Total Rewards professionals that design and deliver compensation, sales compensation, benefits, retirement, and wellness programs to drive key business outcomes, including a strategic focus on disability, dental benefits, and health navigation, as well as overseeing the business as usual work of the function. They will contribute to strategic Total Rewards plans and outcomes as a member of the global Careers & Rewards Leadership Team (CRLT), including increasing inclusion and sustainability in our offerings.
Accountabilities

• Strategy: Defines, negotiates, and secures agreement on near-term (1-2 year) priorities, aligned to business, HR, and TR objectives, to introduce, improve, and manage Total Rewards strategies and programs focused on the highest impact actions to drive key SL US business outcomes. Incorporates initiatives to advance our Total Rewards vision in the country of US. Delivers on near-term priorities in the context of longer-term strategies or roadmaps. Key point of contact and advisor for the SL US leadership team. Partners and leads on critical business initiatives such as M&A due diligence and/or integration, and transformation.

• Design: Guided by our business strategies and Total Rewards vision, leverages internal and external data and research, to design, communicate, implement, or sunset plans and practices to achieve measurable business outcomes. Articulates problem statements, desired outcomes, and measures of success. Identifies opportunities to pilot and test & learn to advance and evolve our offering in compensation, benefits, retirement, and wellness, including enhancing the digital experience.

• Collaboration: Leads and engages within and across business, HR, Corporate Functions (e.g., Communications, Finance, Legal & Compliance, Risk, and Internal Audit) and TR boundaries to influence and garner support, and provide expertise, advice and solutions for business problems and opportunities. Manages communication and change to ensure success.

• Execution and Governance: Oversees the work of the Total Rewards function for the US. Includes programmatic routines such as the myPay cycle, sales incentive plan reviews, and annual enrollment as well as foundational work: benchmarking, analyses, budgeting, administering programs, responding to business and Employee issues, designing ad hoc interventions, supporting communications and change management, and identifying opportunities to find operational efficiencies and focus on value-added work. Establishes and documents governance practices as needed. Embeds project and capacity planning into operational routines. Manages the function within an appropriate set of risk management and compliance controls and oversight, including internal global policies in compensation and retirement & savings, and external regulatory requirements.

• Financial management: Oversees approximately US$750M in compensation and benefits spend (shared accountability with the AVP, Executive Compensation) and US$2B in retirement & savings assets (shared accountability with the AVP, Global Retirement & Savings). Demonstrates owner's mindset and financial discipline in managing and evolving rewards programs with a goal of optimizing rewards spend.

• Total Rewards People Leadership: Leads and inspires a leading team with the mindset, expertise, and capability to achieve our Total Rewards vision. Provides context for priorities and how the work of the team aligns to and supports achievement of those priorities. Promotes team adaptability, resilience, and an inclusive, psychologically safe work environment. Cultivates a development culture with direct feedback, coaching, opportunities to cross and up skill, and stretch opportunities, in which performance concerns are addressed directly and promptly. Models and sets expectations for talent scouting and desire to build the best Total Rewards team.

• CRLT Leadership: Builds strong, open relationships with CRLT colleagues. Brings new research, ideas, opportunities, and challenges to the CRLT table. Engages in discussion and is willing to both challenge and support to drive to better business outcomes. Finds opportunities to showcase team talent and high impact work. Embraces and promotes change to realize broader HR goals.

Skills
Behavioural

• Mindset: Possesses a growth mindset with willingness to challenge the status quo, try new things, test & learn and empower others to do the same, innovates and finds new solutions that solve business problems or create business opportunities.
• Data and Measurement Focus: Grounds decisions in facts, leverages data to generate new insights and opportunities, clearly defines and measures business outcomes to identify course corrections and measure success. Informs strategies and decisions through knowledge of current external research and trends.
• Relationship Management: Builds connections across functions and geographies, partners to validate priorities and desired business outcomes, collaborates and co-creates to develop solutions, and supports a safe environment where people can be themselves and deliver their best.
• Talent Development Orientation: Focuses on developing people through coaching, continuous feedback, and sharing leadership practices and technical expertise. Builds the team and pipeline for future success including identifying opportunities to expose Total Rewards team members to new experiences and skill building.

Technical

• Expertise: Deep knowledge of a Total Rewards functional area (e.g., compensation, benefits, retirement) and broad knowledge of Total Rewards. Experience as an HRBP is an asset.
• Delivery: Ability engage and influence stakeholders including navigating in a matrix organization, manage through ambiguity, address challenges and meet timelines. Experience working in agile is an asset.
• Executive-level Presentation Skills: Ability to develop others to independently shape, produce, and deliver ideas, presentations, and documents tailored to Executive-level audiences. Key point of contact for the Canadian Executive Team (CET).

Our Affirmative Action Program affirms our commitment to make reasonable accommodation to the known physical or mental limitation of otherwise-qualified individuals with disabilities or special disabled veterans, unless the accommodation would impose an undue hardship on the operation of our business. Please email recruitingUS@sunlife.com to request an accommodation.
At Sun Life we strive to create a flexible work environment where our employees are empowered to do their best work. Several flexible work options are available and can be discussed throughout the selection process depending on the role requirements and individual needs.
For applicants residing in California, please read our employee California Privacy Policy and Notice.
Job Category:
General Management
Posting End Date:
28/01/2024
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.