VP, Rewards

Are you an internal caregiver, student, or contingent worker/agency worker at UMass Memorial Health?  to apply through your Workday account.

Exempt

$ - $

Please note that the final offer may vary within this range based on a candidate's experience, skills, qualifications, and internal equity considerations
.

Monday through Friday

Day Shift, Will Vary

1 - Day Shift, 8 Hours (United States of America)

40

99940 - 6160 Human Resources Administration

This position may have a signing bonus available a member of the Recruitment Team will confirm eligibility during the interview process.

At UMass Memorial Health, everyone is a caregiver - regardless of their title or responsibilities. Exceptional patient care, academic excellence and leading-edge research make UMass Memorial the premier health system of Central Massachusetts, and a place where we can help you build the career you deserve. We are more than 20,000 employees, working together as one health system in a relentless pursuit of healing for our patients, community and each other.

And everyone, in their own unique way, plays an important part, every day.

The Vice President of Total Rewards is a critical leader within the Human Resources organization at UMass Memorial Health (UMMH), reporting to the Chief Human Resources Officer (CHRO). This is a newly expanded and highly visible role, responsible for unifying benefits, work life, and compensation into an integrated total rewards strategy and operational plan for a large, complex, and highly unionized healthcare system.

The VP of Total Rewards is responsible for compensation (non-physician), benefits (retirement and health and welfare), executive benefits, leave of absence, work life services, and time away from work programs.

This leader will be tasked with rethinking current practices and designing caregiver centered and financially responsible solutions that meet the evolving needs of a diverse workforce. Operating under significant financial and labor constraints, the VP will assess current models, embrace innovation, and lead a comprehensive redesign of rewards programs to better support caregiver well-being, organizational performance, and financial sustainability. Success in this role requires not just operational excellence, but innovative thinking, financial fluency, and a deep understanding of what today's and tomorrow's healthcare workforce truly values.

• System-Wide Rewards Strategy: Architect and lead the transformation of the total rewards strategy-including benefits, work life services, and compensation into an integrated plan. Develop a balanced approach that optimizes both pay and benefit investments to deliver maximum value to caregivers while ensuring financial sustainability. Reimagine how total rewards are structured, delivered, and communicated to reflect evolving workforce expectations and align with UMMH's strategic goals and fiscal realities.
• Caregiver-Centered: Assess and understand the experience of caregivers across roles and levels, and co-create programs that are relevant, equitable, and allow for greater personalization. Guide the organization from viewing benefits as fixed and already best-in-class to embracing innovation, flexibility, and caregiver-driven choice.
• Digital Enablement: Champion the use of AI and decision support tools designed to help caregivers understand benefit options and associated costs (e.g., AI-powered benefit plan comparisons). Also, enable the HR team with AI solutions to streamline work and reduce manual and repetitive work.
• Compensation Program Reinvention (Non-Physician): Lead a review and benchmarking of non-physician compensation models. Design pay structures, skills-based frameworks for appropriate positions, and incentive plans that reflect performance, equity, and future workforce trends.
• Benefits Strategy for Workforce Resilience: Redesign benefits offerings with a focus on flexibility, personalization, cost-effectiveness, and holistic well-being. Consider emerging trends such as…