VP, Compensation

Position Summary The Vice President, Compensation will lead the design, implementation, and ongoing management of broad-based and incentive compensation programs across a complex, multi-entity organization. This role is responsible for building scalable compensation infrastructure, including salary structures and compensation frameworks, while owning end-to-end compensation planning cycles. The role partners closely with HR Operations on job architecture and leveling to ensure alignment with compensation strategy, market data, and internal equity. The ideal candidate brings deep expertise in operationalizing compensation programs within a multi-entity environment, strong expertise in compensation systems (including Workday), and the ability to drive consistent, market-competitive, and equitable pay practices. Primary Responsibilities Own and execute end-to-end compensation planning cycle, including Workday configuration, data validation, governance, and stakeholder alignment. Serve as the functional lead for Workday Compensation, including design, configuration, and optimization of compensation modules and planning cycles. Partner with HR Operations to design and implement job architecture and leveling frameworks, ensuring alignment with compensation strategy, salary structures, and internal equity. Drive broad-based compensation strategy, including base salary, annual incentives, and workforce segmentation. Develop reporting and dashboards to enhance data transparency, support decision making, and improve the efficiency of compensation processes. Partner with HR and business leaders to build, standardize, and scale compensation practices across a multi-entity environment. Lead market benchmarking and pay equity analyses, translating insights into actionable recommendations. Establish and maintain governance frameworks to ensure consistency, compliance, and disciplined execution of compensation programs across entities. Build processes that enable efficient administration and data integrity across compensation programs. Support executive compensation programs as needed, in partnership with senior leadership. Stay informed on market trends, regulatory developments, and best practices in broad-based compensation, incentive pay, and executive compensation within the industry. Partner with Finance, Legal, and HR leaders to ensure alignment between compensation strategy, budgets, and overall business strategy. Provide coaching and training to HR and business leaders on compensation practices and policies. Build strong relationships with leaders in both wealth management and business management lines to address their unique needs. Qualifications 10+ years of progressive compensation experience, with a strong focus on broad-based compensation and program execution. Demonstrated experience leading compensation planning cycles in a complex, multi-entity environment. Deep understanding of job architecture, leveling, and salary structure design. Hands-on experience with Workday Compensation (required), including configuration and execution of compensation planning cycles. Strong analytical skills and problem-solving skills with the ability to translate data into actionable insights. Experience building or transforming compensation programs, processes, or infrastructure in a complex environment. Proven ability to operate in a fast-paced, high-growth, and decentralized organization. Demonstrated ability to influence and build consensus with senior leaders. Bachelor’s degree in Human Resources, Finance, Business, or related field required; Master’s degree or CCP (Certified Compensation Professional) preferred. This position is an exempt position. The annualized base pay range for this role is expected to be between $175,000-195,000 base salary compensation range. Actual base pay may vary based on factors including, but not limited to, experience, subject matter expertise, geographic location where work will be performed, and the applicant’s skill set. The base pay is just one component of the total compensation package. Other rewards may include an annual cash bonus and a comprehensive benefits package, including but not limited to medical, dental, vision, life insurance, and 401(k). Please note that the job title is subject to change based on the selected candidate’s experience and education. About Focus Financial Partners Focus is a leading financial services firm comprised of integrated wealth management, family office, and business management services. Blending deep expertise and expansive resources with a boutique, client-first fiduciary philosophy, Focus helps individuals, families, and institutions navigate complex financial situations with highly personalized solutions tailored to their unique needs. To learn more about Focus, visit www.focusfinancialpartners.com or follow the company on LinkedIn. About Focus Financial Partners Focus is a leading financial services firm comprised of integrated wealth management, family office, and business management services. Blending deep expertise and expansive resources with a boutique, client-first fiduciary philosophy, Focus helps individuals, families, and institutions navigate complex financial situations with highly personalized solutions tailored to their unique needs. To learn more about Focus, visit www.focusfinancialpartners.com or follow the company on LinkedIn . Focus is an equal opportunity employer and bases its employment decisions on the employee or candidate’s skillset, and without regard to an employee or candidate’s race, color, religion, sex (including pregnancy), gender identity, sexual orientation, national origin, age, disability, genetic information, veteran status, or any other characteristic protected by local, state and/or federal law. Focus complies with federal and state disability laws and makes reasonable accommodations for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact [email protected] . The following language is for US based roles only For California Applicants: Information on your California privacy rights can be found here For Indiana Applicants: It is unlawful for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component. For Maryland Applicants: I UNDERSTAND THAT UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A POLYGRAP OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100. For Massachusetts Applicants: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this shall be subject to criminal penalties and civil liability. For Montana Applicants: If hired, the employment relationship is governed by the Wrongful Discharge from Employment Act. Mont. Code Ann. Section 39-2-901. For Rhode Island Applicants: Focus is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island and is therefore covered by the state’s workers’ compensation law. If you willfully provide false information about your ability to perform the essential functions of the job, with or without reasonable accommodations, you may be barred from filing a claim under the provisions of the Workers’ Compensation Act of the State of Rhode Island if the false information is directly related to the personal injury that is the basis for the new claim for compensation. The Company complies fully with the Americans with Disabilities Act.