Vice President Total Rewards - Global Industrial

Genuine Parts Company; Alabama; Sur place; USD 350 000 - 600 000; Plein temps

Avantages offerts par ce poste

Healthcare

401(k)

Tuition reimbursement

Paid time off

Résumé du poste

Genuine Parts Company is seeking a Vice President, Total Rewards to lead global compensation, benefits, and executive programs, aligning rewards with business strategy and financial goals. You will partner with the CHRO and Board to drive governance, analytics, and technology-enabled design, advancing market-competitive programs across geographies and ensuring regulatory compliance.

This role will build a high-performing team and guide transformation, M&A, and complex change while maintaining

Qualifications

• Bachelor’s degree required in HR/Business/Finance or related; Master’s preferred.
• 15+ years of progressive experience in Total Rewards, Compensation & Benefits, or related HR leadership roles.
• Experience leading enterprise-level compensation and benefits strategies in a complex organization.
• Experience with executive compensation and Board/Compensation Committee engagement.

Responsabilités

• Develops and leads an integrated global Total Rewards strategy aligned with business strategy and financial objectives.
• Establishes a clear rewards philosophy balancing competitiveness, equity, and performance.
• Advises CHRO and executive leadership on compensation decisions and trends.
• Leads governance for executive compensation, incentive programs, and market analysis.
• Oversees broad-based compensation programs, salary structures, and recognition programs.
• Partner with Finance, Legal, Risk, and external advisors to manage costs and governance.

Connaissances

Strategic leadership

Executive compensation

Rewards governance

Data-driven insights

Cost management

Board liaison

Formation

Bachelor’s degree in HR/Business/Finance

Master’s degree preferred

Description du poste

SUMMARY

The Vice President, Total Rewards is a strategic enterprise leader responsible for shaping and advancing the organization’s total rewards strategy in support of business performance, talent strategy, and long-term growth. This role leads the design and execution of compensation, benefits, executive compensation, recognition, and broader rewards programs that attract, motivate, retain, and engage a high-performing workforce.

Working closely with the Chief People Officer, executive leadership, and the Board of Directors, the VP of Total Rewards brings a strong understanding of the intersection between people, performance, and economics. The role translates business priorities into reward strategies that are competitive in the market, differentiated where it matters, financially disciplined, and meaningful to employees.

This leader will also play a critical role in evolving the Total Rewards function as the organization changes—ensuring programs, governance, technology, and processes are scalable, data-driven, and aligned with the needs of a complex global enterprise.

JOB DUTIES

• Develops and leads an integrated global Total Rewards strategy aligned with the company’s business strategy, talent priorities, culture, and financial objectives.
• Establishes a clear rewards philosophy that balances market competitiveness, internal equity, pay-for-performance, affordability, and employee experience.
• Serves as a trusted advisor to the CHRO and executive leadership on significant compensation and benefits decisions and emerging rewards trends.
• Regularly assesses the effectiveness of the rewards portfolio and recommends changes based on business needs, workforce insights, market movement, and financial considerations.
• Leads the strategy and governance for executive compensation, including annual and long-term incentive programs, executive pay positioning, and related governance requirements.
• Partners with the CHRO, CEO, Board, and Compensation Committee on executive compensation matters, including preparation of materials, recommendations, and market analysis.
• Oversees the design and administration of broad-based compensation programs, including salary structures, annual incentive plans, sales incentives, recognition programs, and other performance-based rewards.
• Strengthens the connection between individual and organizational performance and compensation outcomes.
• Ensures compensation programs support attraction and retention of critical talent while maintaining appropriate cost discipline.
• Provides strategic leadership for the company’s global benefits portfolio, balancing employee needs, competitiveness, financial sustainability, and risk.
• Oversees health, retirement, wellbeing, leave, and other benefit programs across applicable geographies.
• Continuously evaluates the benefits portfolio to ensure it reflects changing workforce expectations and provides meaningful value to employees.
• Partners with Finance, Legal, Risk, and external advisors to manage benefit costs, compliance, vendor relationships, and plan governance.
• Establishes consistent global rewards principles while allowing appropriate flexibility for local market and regulatory requirements.
• Uses workforce data, external benchmarks, and business intelligence to identify opportunities to improve rewards effectiveness.
• Partners with HR Business Partners and business leaders on complex talent, organizational, and workforce decisions where compensation and rewards are a critical component.
• Supports major organizational changes, restructurings, acquisitions, divestitures, and other strategic transactions through compensation and benefits analysis and planning.
• Modernizes the Total Rewards function through effective use of technology, analytics, automation, and emerging AI capabilities.
• Builds stronger rewards insights through data and predictive analytics, enabling leaders to understand the relationship between compensation, performance, retention, talent risk, and cost.
• Identifies opportunities to simplify processes and improve the employee and manager experience through technology and automation.
• Establishes meaningful metrics and dashboards that allow senior leaders to understand the impact and return of Total Rewards investments.
• Maintains strong governance over compensation and benefit programs, policies, practices, and decision-making.
• Ensures programs comply with applicable legal, regulatory, tax, accounting, and governance requirements.
• Partners closely with Legal, Finance, Internal Audit, Payroll, HR Operations, and other stakeholders to manage risk and maintain appropriate controls.
• Establishes clear decision rights and governance mechanisms for significant rewards decisions.
• Leads, develops, and retains a high-performing Total Rewards organization with the expertise and capabilities required to support a complex enterprise.
• Establishes clear priorities, accountability, and operating rhythms across the Total Rewards team.
• Builds strong partnerships across HR and the broader enterprise, particularly with Finance, Legal, Payroll, HR Operations, and business leadership.
• Elevates the Total Rewards function from a program administrator to a strategic business partner.
• Performs other duties as assigned.

EDUCATION & EXPERIENCE

Typically requires a bachelor’s degree in Human Resources, Business, Finance, Economics, or a related discipline. A master’s degree is preferred, along with fifteen (15) years of progressive experience in Total Rewards, Compensation & Benefits, or related HR leadership roles.

KNOWLEDGE, SKILLS, ABILITIES

• Significant experience leading enterprise-level compensation and benefits strategies within a complex, matrixed organization.
• Demonstrated experience with executive compensation and Board/Compensation Committee engagement.
• Strong understanding of broad-based compensation, incentive design, benefits, retirement programs, and rewards governance.
• Experience leading global or multi-market rewards programs preferred.
• Demonstrated ability to translate complex data and market information into clear business recommendations.
• Experience leading organizational transformation, M&A, divestitures, restructurings, or other significant business change preferred.
• Strong financial acumen and understanding of the cost implications of rewards decisions.
• Demonstrated experience building and leading high-performing teams.

PHYSICAL DEMANDS:

LICENSES & CERTIFICATIONS:

SUPERVISORY RESPONSIBILITY: 2-5 Direct Reports

BUDGET RESPONSIBILITY: Yes

COMPANY INFORMATION:

Motion offers an excellent benefits package which includes options for healthcare coverage, 401(k), tuition reimbursement, vacation, sick, and holiday pay.

GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.