Vice President, Total Rewards

The Vice President, Total Rewards is a key enterprise leadership role responsible for shaping the strategies, systems, and experiences that enable Northwestern Mutual's workforce and business performance. Reporting to the Vice President Total Rewards and Employee Experience, this leader oversees the design, governance and evolution of compensation, benefits, health and well-being, performance, and rewards strategies while leading the compensation and benefits teams.

This leader will help define the future of work at Northwestern Mutual by advancing job and career frameworks, redesigning performance and rewards approaches, and advancing a sustainable health and well-being strategy. This role serves as a trusted advisor to senior executives and partners across Talent, HR Business Partners, Finance, Legal, and business leadership to create programs and practices that align to the employee value proposition and drive accountability, performance, organizational agility, and employee engagement.

The leader will also oversee the evolution of a personalized Total Rewards experience by designing reward, recognition, well-being, and benefits strategies that reflect the diverse needs, life stages, preferences, and career aspirations of employees while supporting enterprise objectives.

Success requires a leader who can translate strategy into scalable organizational systems, influence executive decision-making, balance employee experience with financial stewardship, and lead complex enterprise changes.

Primary Duties and Responsibilities Benefits and Retirement Programs

• Oversee the design, administration, and continuous improvement of health, welfare, retirement, and financial wellness programs.

• Ensure compliance with all applicable legal, regulatory, and fiduciary requirements.

Health and Well-Being Strategy

• Develop and execute a forward-looking, multi-year health and well-being strategy focused on employee experience, affordability, prevention, access, and sustainable cost management.

• Drive long-term health plan design, vendor strategy, and investment decisions to improve employee outcomes and organizational value.

• Partner with Finance and business leaders to balance employee well-being with responsible financial stewardship.

• Provide strategic leadership for the Mutual Health Center growth strategy, ensuring alignment to employee needs, business priorities, and long-term cost stewardship.

Enterprise Rewards and Workforce Strategy

• Set and lead an integrated Total Rewards strategy that supports Northwestern Mutual’s business priorities, workforce strategy, employee value proposition, and evolving operating model.

• Ensure compensation, benefits, performance, career architecture, and recognition programs operate as an integrated talent and business performance system.

• Advise senior leadership on emerging workforce, labor market, rewards, and employee experience trends that impact organizational effectiveness and competitiveness.

Performance and Rewards Transformation

• Lead the transformation of performance management and rewards programs to align with Northwestern Mutual’s operating model, leadership expectations, values, behaviors, and strategic priorities.

• Evolve performance systems to strengthen accountability, talent differentiation, leadership effectiveness, and enterprise outcomes.

• Ensure reward programs reinforce desired behaviors and support a culture of high performance, collaboration, and ownership.

• Ensure rewards programs are strongly linked to organizational and individual performance.

Job and Career Architecture

• Evaluate and evolve the company's job architecture, career framework, and compensation structure to support workforce planning, talent mobility, skills development, and organizational clarity.

• Create scalable frameworks that align roles, accountabilities, capabilities, and career pathways with future business needs.

• Partner with Talent and Workforce Planning leaders to establish foundational systems supporting enterprise talent decisions.

Compensation and Governance

• Lead employee compensation philosophy, design, governance, and market competitiveness.

• Support Board and Compensation Committee activities, providing strategic recommendations and insights.

• Ensure all compensation and benefit programs are effectively governed and aligned with business objectives.

• Ensure compensation programs and management actions are consistent with the Company’s pay for performance philosophy.

Leadership and Organizational Effectiveness

• Build and develop a high-performing Total Rewards organization with strong capabilities in strategy, analytics, consulting, and execution.

• Lead through influence across a complex stakeholder environment, driving alignment and ownership among senior leaders.

• Partner closely with Talent, Employee Relations, HR Business Partners, Finance, Legal, and business executives to advance strategic priorities.

People Analytics & ROI Measurement

• Establish metrics and analytics that measure the effectiveness, return on investment, and business impact of Total Rewards programs, informing enterprise workforce and financial decisions.

Qualifications

• Bachelor's degree in Business or Human Resources Management, or related field.

• A minimum of 12 years of progressive Human Resources leadership, primarily in Employee Benefits and Compensation.

• Proven superior consulting, problem solving, communication, negotiation, and decision-making skills.

• Proven experience leading large-scale transformation initiatives involving rewards, performance management, job architecture, or workforce strategy.

• Demonstrated success influencing executive leadership teams and driving enterprise-wide change.

• Experience leading complex vendor relationships, governance processes, and significant program budgets.

• Strong business acumen with the ability to connect people investments to organizational and financial outcomes.

• Demonstrated understanding of compensation tools and techniques.

• Certified Employee Benefit Specialist (CEBS) designation.

• Certified Compensation Professional (CCP) designation.

• Master's degree preferred