Full-Time Vice President of Total Rewards

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.

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.

Responsibilities

1. 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.
2. 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.
3. Equity and Long-Term Incentives: Develop strategies for equity and long-term incentives that support retention and value creation for employees at all levels.
4. Benefits Optimization: Evaluate and enhance our benefits offerings to meet the needs of a diverse, distributed workforce while controlling costs.
5. Compliance: Ensure compliance with applicable regulations, particularly as we transition to a public company, including proxy reporting and equity program administration.
6. Leadership and Development: Mentor and develop the Total Rewards team, ensuring they are equipped to deliver high-quality support across the organization.
7. Cross-Functional Collaboration: Work closely with Finance, Legal, and other stakeholders to align on budgeting, reporting, and governance.
8. Data-Driven Decision Making: Leverage analytics to provide actionable insights on compensation trends, equity usage, and workforce planning.

90 Day Plan

1. 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.
2. 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.
3. Strategy Redesign: Begin crafting a long-term compensation strategy, focusing on scalability and IPO readiness. Start addressing critical issues such as market positioning, equity dilution, and retention strategies for top talent. Lay the groundwork for public company compensation committee meetings, while cultivating a balance between deep internal alignment and market standards.

Must-Haves

• 15+ years of experience in total rewards, with a minimum of 5 years in compensation and 5 years in a leadership role.
• Experience at a public company is required, and pre-IPO experience is strongly preferred.
• Deep knowledge of executive compensation, equity structures, benefits optimization, and compensation committee governance.
• Familiarity with the requirements, challenges, and opportunities of transitioning from private to public, including SEC compliance and proxy reporting.
• A track record of designing scalable, forward-looking total rewards strategies that support business goals.
• Ability to lead, inspire, and develop a team of professionals, fostering collaboration and innovation.

Values-driven culture

• You put people first and take care of yourself, your peers, and our patients equally
• You have a strong sense of ownership and take initiative while empowering others to do the same
• You prioritize positive impact over busy work
• You have no ego and understand that everyone has something to bring to the table regardless of experience
• You appreciate transparency and promote trust and empowerment through open access of information
• You are evidence-based and prioritize data and science over seniority or dogma
• You take risks and rapidly iterate

Compensation

Virta has a location-based compensation structure. Starting pay will be based on a number of factors and commensurate with qualifications & experience. For this role, the compensation range is $200,000 - $245,000 per year.

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