Skip to main content

SVP Total Rewards

CommonSpirit Health San Francisco, California
Apply

The posted compensation range of $177.92 - $249.09 /hour is a reasonable estimate that extends from the lowest to the highest pay CommonSpirit in good faith believes it might pay for this particular job, based on the circumstances at the time of posting. CommonSpirit may ultimately pay more or less than the posted range as permitted by law.

Requisition ID 2024-341682 Employment Type Full Time Department System Office Human Resources Hours/Pay Period 80 Shift Day Weekly Schedule Monday-Friday 8am-5pm Remote Yes Category Executive
Overview

CommonSpirit Health is a nonprofit, Catholic health system dedicated to advancing health for all people. It was created in February 2019 by Catholic Health Initiatives and Dignity Health. With its national office in Chicago and a team of over 175,000 employees and 25,000 physicians and advanced practice clinicians, CommonSpirit operates more than 2,000 care sites from clinics and hospitals to home-based care and virtual care services.

Our world needs compassion like never before. Our communities need caring and our families need protection. With our combined resources CommonSpirit is committed to building healthy communities, advocating for those who are poor and vulnerable, and innovating how and where healing can happen -- both inside our hospitals and out in the community.

This is an exciting time to join our CommonSpirit Health’s People Leadership Team. With new executive leadership and celebrating five years, CSH is more than ever poised to become One CommonSpirit while advancing our mission.  More specifically, we are focused on elevating our people.  Dr. Lilicia Bailey, Senior Executive Vice President, Chief People Officer (SEVP/CPO),  joined our Executive Leadership Team in August, 2023.  She is committed to taking care of our people, deepening our employee experience, and delivering value that enhances organizational and people development. In a few short months, Dr. Bailey identified our people team’s strategy relying on our strong values alignment and recognizing this is a multi-year journey where we move from foundational HR capabilities to innovative people practices and talent strategies.


To that end, the SVP, Total Rewards will play an instrumental role in ensuring that CSH delivers on our employee promise.  More specifically, the leader will develop and implement a comprehensive total rewards strategy that is aligned with the company's business objectives, culture, and competitive market dynamics.  This includes driving the overall strategies and processes for total rewards to include contemporary holistic compensation and incentive design and delivery, oversee integrated benefits and wellness recognition offerings that align these with the overarching company strategic and growth objectives.  This role will partner closely with Dr. Bailey, executive leadership team, and our Human Resources and Compensation Committee of the Board of Trustees, to reimagine the holistic Total Rewards strategy given the rapid transformation of the competitive marketplace for talent. This role  will also work to grow and develop a team of global total reward experts while creating and fostering a culture of collaboration, engagement, and innovation.  

This is a remote opportunity and the role leads a total team of 67 total rewards members.


Responsibilities

Key Initiatives:

The talent challenge continues across the nation and the healthcare industry is not exempt.  With that business challenge as a backdrop, the SVP, Total Rewards will:

  • Design a world-class compensation program including executive compensation.
  • Transform our benefits program and achieve full-suite benefits harmonization (i.e medical, dental, vision, retirement, time off, and disability, etc.).
  • Identify and recommend transformation alignment of all total rewards (compensation, benefits, recognition, wellness) to attract and retain talent and contribute to actualizing the strategy.
  • Engage and educate key stakeholders in a comprehensive pay for performance strategy which includes the Board HR & Compensation Committee.
  • Develop and provide senior leadership on innovative total rewards, incorporating technology enablers.
  • Provide leadership and oversight for change management related to new total rewards offerings.

Essential Functions:

  • Total Rewards Strategies:  Develop and execute a total reward strategy that aligns with the company’s overall business goals, values, and competitive positioning in the market.
  • Governance Support:  Play a key role in the creation of Human Resources and Compensation Committee (HRCC) meetings, collaborating with the SEVP/CPO, CEO, consultant, and Committee Chair.
  • Benefits and Well-being:  Ensure integration of employee benefits programs, including health, wellness, retirement, and other well-being initiatives are embedded in the People Strategic Plan; liaison with the sub-committee to the HRCC.
  • Executive Compensation:  Manage executive compensation programs and support the SEVP/CPO with HRCC on executive pay matters.
  • Compensation Management: Oversee the design, implementation, and administration of compensation programs, including base salary, incentives, bonuses, and equity plans, to ensure they are competitive, equitable, and compliant with legal and regulatory requirements.
  • Compliance and Governance: Ensure that all total rewards programs adhere to relevant legal and regulatory requirements across multiple jurisdictions.
  • Employee Communication: Develop effective communication strategies to educate and engage employees about the total reward programs, highlighting the value of the offerings.
  • Vendor Management: Oversee relationships with external partners, consultants, and vendors to optimize the delivery of total reward services.
  • Team Leadership:  Build and lead a high-performing Total Reward team, fostering a culture of collaboration, innovation, development, and continuous improvement.

Qualifications

Required Education and Experience

  • Minimum of ten (10) years of executive/senior total rewards leadership experience in large-scale, multi-billion-dollar companies, preferably in a complex diverse business or health care organization. Experience working with top compensation consulting firms is a plus.
  • Bachelor’s degree required.  Master’s degree (or an equivalent combination of education and/or additional job-related experience) is highly preferred.
  • Demonstrated experience in developing, leading and cogently presenting content to C-Suite level and Board/Compensation Committee.
  • Ability to develop and adjust rewards strategy to address movements in the market and business needs.
  • Thorough knowledge and passion for building new, competitive and highly engaging compensation and benefits programs, (including extensive knowledge of compensation plan design merit and incentive), benefit plan design and executive compensation process and programs, wellness/wellbeing and health, and employee recognition. Bring expertise across compensation focus areas, including market analytics, job architecture, career mapping, and program design based on a sound set of leveling criteria.
  • Proven ability to work collaboratively across a large complex organization to increase effectiveness, efficiencies, and outcomes. Experience building and maintaining strong cross-functional partnerships. Able to partner closely with business leaders in legal, finance, IT, and communications. Track record of being able to influence stakeholders with competing priorities, and differing opinions, toward a common goal while understanding what is right for the business. Provide ongoing direction and guidance on the general application of policy or on the design, development and management of new initiatives or programs.
  • Strong analytical, verbal and written communication skills with the ability to communicate effectively with internal and external constituencies at all levels, including senior leadership and governance committees. Highly analytical and proactive, capable of building a culture of continuous analytics designed to monitor competitiveness in industry competition and react quickly and flexibly as the market shifts. Pay Equity analysis experience is critical.
  • Strong decision-making skills and judgment with the ability to handle multiple complex and multidimensional issues at one time.
  • Ability to think and process information as a strategic thought partner, while translating strategic vision into action.

#LI-CSH

#LI-REMOTE

Apply

While you’re busy impacting the healthcare industry, we’ll take care of you with benefits that may include health/dental/vision, FSA, matching retirement plans, paid time off, tuition assistance, adoption assistance, and more!

Unless directed by a Collective Bargaining Agreement, applications for this position will be considered on a rolling basis. CommonSpirit Health cannot anticipate the date by which a successful candidate may be identified.

Map this location

Get an idea of what your daily routine can be like.

Click Here >

Join our Talent Community so you can stay connected and be alerted to future opportunities.

Sign Up

No recently viewed jobs

You have no saved Jobs

Equal Opportunity

CommonSpirit Health™ is an Equal Opportunity/Affirmative Action employer committed to a diverse and inclusive workforce. All qualified applicants will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital status, parental status, ancestry, veteran status, genetic information, or any other characteristic protected by law. For more information about your EEO rights as an applicant, please click here.

CommonSpirit Health™ will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c). External hires must pass a post-offer, pre-employment background check/drug screen. Qualified applicants with an arrest and/or conviction will be considered for employment in a manner consistent with federal and state laws, as well as applicable local ordinances, ban the box laws, including but not limited to the San Francisco and Los Angeles Fair Chance Ordinances. If you need a reasonable accommodation for any part of the employment process, please contact us by telephone at (415) 438-5575 and let us know the nature of your request. We will only respond to messages left that involve a request for a reasonable accommodation in the application process. We will accommodate the needs of any qualified candidate who requests a reasonable accommodation under the Americans with Disabilities Act (ADA). CommonSpirit Health™ participates in E-Verify.