VP Total Rewards

About Virta Health

Virta Health is pioneering a new standard of care for people to reclaim their lives. We are in the midst of a public health crisis: obesity rates are at an all-time high and over half of US adults have type 2 diabetes or prediabetes, and despite billions spent on new treatments, outcomes are largely worse. Virta reverses these diseases and delivers life-changing results by pairing individualized nutrition with ongoing care from a clinical support team. We have raised over $350 million from top-tier investors, and partner with the largest health plans, employers, and government organizations to help their employees and members restore their health and take back their lives.

About the Role

We are looking for a visionary Vice President of Total Rewards to lead our compensation and benefits strategy to align with our high-performance culture and ambitious growth goals. This leader will join a dynamic People team, inherit a team of talented total rewards professionals, and play a critical role in shaping the future of our organization. This role is ideal for a strategic yet hands-on leader who thrives in high-growth environments and has experience operating at the intersection of private and public company practices.

Salary: $240K - $275K Location Type: Remote Employment Type: FullTime

Responsibilities

Compensation Strategy

• Redesign and implement a forward-thinking compensation strategy that aligns with our business objectives, supports a high-performance culture, and positions us competitively for an IPO and beyond.

Executive Compensation

• Lead the design and administration of executive compensation programs, including equity, bonus structures, and market benchmarking.
• Partner with the Chief People Officer and BoD Compensation Committee to ensure compliance and competitiveness.

Equity and Long-Term Incentives

• Develop strategies for equity and long-term incentives that support retention and value creation for employees at all levels.

Benefits Optimization

• Evaluate and enhance our benefits offerings to meet the needs of a diverse, distributed workforce while controlling costs.

Compliance

• Ensure compliance with applicable regulations, particularly as we transition to a public company, including proxy reporting and equity program administration.

Leadership and Development

• Mentor and develop the Total Rewards team, including our Payroll and HRIS functions ensuring they are equipped to deliver high-quality support across the organization.

Cross-Functional Collaboration

• Work closely with Finance, Legal, and other stakeholders to align on budgeting, reporting, and governance.

Data-Driven Decision Making

• Leverage analytics to provide actionable insights on compensation trends, equity usage, and workforce planning.

Education

• Drive educational initiatives to enhance employee understanding of the company's compensation philosophy and total rewards package, fostering transparency and engagement.
• Empower leaders with the tools to communicate rewards principles effectively and make informed compensation decisions.

90 Day Plan

Assessment and Quick Wins

• Conduct a comprehensive audit of current compensation, equity, and benefits programs.
• Identify immediate gaps, risks, or inconsistencies and present recommendations to leadership.
• Engage with key stakeholders to understand priorities and build strong partnerships.

Team Integration

• Assess the Total Rewards team structure, skillsets, and capacity.
• Provide clear guidance, roles, and responsibilities while fostering a culture of collaboration and growth.
• Partner with leaders across the organization to understand workforce needs and ensure total rewards programs drive engagement and performance.
• Develop close bonds with Finance and Legal to align on equity administration, budgeting, and compliance.

Strategy Redesign

• Begin crafting a long-term compensation strategy, focusing on scalability and IPO readiness.
• Start addressing critical issues such as mark