#LI-VM1 #LI-Hybrid CBIZ Inc. is a leading professional services advisor to middle market businesses and organizations nationwide. With unmatched industry knowledge and expertise in accounting, tax, advisory, benefits, insurance, and technology, CBIZ delivers forward-thinking insights and actionable solutions to help clients anticipate whats next and discover new ways to accelerate growth. CBIZ has more than 10,000 team members across more than 160 locations in 22 major markets coast to coast. CBIZ strives to be our team members employer of choice by creating an environment where team members are appreciated, recognized for their contributions, and provided with opportunities to grow, both personally and professionally, throughout their careers. Together, CBIZ and CBIZ CPAs are ranked as one of the top providers of accounting services in the United States. CBIZ CPAs is an independent CPA firm that provides audit, review and attest services, while CBIZ provides business consulting, tax and financial services. In certain jurisdictions, CBIZ CPAs operates under its previous name, Mayer Hoffman McCann P.C. Minimum Qualifications Required Bachelors degree required 10 years of experience in related field 5 years supervisory experience Ability to manage deadlines Ability to work on multiple assignments and prioritize accurately Proficient use of applicable technology Demonstrated ability to communicate verbally and in writing throughout all levels of organization, both internally (and externally as applicable) Proven high level of business integrity, client service and leadership skills Must be able to travel based on department needs The Vice President of Compensation will lead the design, governance, and evolution of CBIZs global compensation strategy, ensuring programs effectively attract, retain, and reward the talent required to drive long-term business performance and shareholder value. This leader will also oversee the design of enterprise incentive structures-including leadership incentives, business development incentives, and performance-based compensation frameworks-that reinforce behaviors critical to the CBIZs growth strategy. A key focus of the role will be the administration of long-term incentive programs, including equity-based vehicles such as Restricted Stock Units (RSUs), Performance Stock Units (PSUs), and other share-based awards. The Vice President will partner closely with Finance, Legal, and senior business leaders to ensure equity programs are structured effectively, administered with rigor, and aligned with regulatory requirements, financial objectives, and shareholder interests. The Vice President reports to the Chief Human Resources Officer. Essential Functions and Primary DutiesCompensation Strategy & Total Rewards Philosophy Lead the development and ongoing refinement of the companys compensation philosophy to support growth, performance, and talent retention Translate business strategy into forward-looking compensation programs that align pay with company performance, shareholder outcomes and leadership behaviors Advise company leaders on total rewards strategy and compensation governance Monitor external market trends, regulatory developments, and peer practices to maintain a competitive and effective compensation framework Executive Compensation & Long-Term Incentives Lead the administration of executive compensation programs, including base salary, annual incentives and long-term incentive plans Develop and manage equity-based compensation programs, including RSUs, PSUs, and other share-based awards that align executive and leadership incentives with shareholder value creation Partner closely with Finance and Legal to ensure equity plans are designed, implemented, and administered in accordance with accounting requirements, regulatory frameworks, and securities law. Provide strategic insights and analysis Ensure transparency and clear alignment between performance outcomes and compensation results Incentive Plan Design & Performance Alignment Lead the design and governance of incentive structures across the enterprise, including leadership incentive plans, business development and sales incentives and performance-based compensation models Partner with business leaders to design compensation programs that drive desired behaviors, reinforce strategic priorities, and reward performance and contributions to growth Conduct advance modeling and financial analysis to evaluate the effectiveness and sustainability of incentive programs Ensure incentive programs are scalable, measurable, and aligned with enterprise financial outcomes Compensation Program Administration & Governance Oversee enterprise compensation cycles including merit increases, promotions, variable pay, and equity awards. Ensure programs are administered with accuracy, transparency, and operational discipline Partner with Finance to ensure compensation programs align with financial forecasts, operating plans, and long-term financial objectives Support compensation related analysis to support M&A Prepare and develop materials and analysis to support executive compensation disclosures and regulatory filings Leadership & Organizational Impact Lead and develop a high-performance compensation team focused on excellence, strategic partnership and continuous improvement Foster a culture of analytical rigor, transparency, and consultative partnership with HR and business leaders Serve as a trusted advisor to senior leaders on complex compensation matters, providing data driven guidance and strategic insights Preferred Qualifications Masters degree Certified Compensation Professional (CCP) certification Deep expertise in equity-based compensation, including RSUs, PSUs and other long-term incentive vehicles Demonstrated experience partnering with Finance, Legal and executive leadership to design and administer equity programs and incentive structures Experience supporting Board of Directors and Compensation Committee governance, including executive compensation reporting disclosures Strong expertise in incentive plan design, financial modeling, and performance-based compensation frameworks Proven ability to influence senior leadership and translate complex compensation concepts into actionable strategies Strong analytical and financial acumen with the ability to translate data into strategic insights Experience with HRIS and compensation planning tools (e.g., Oracle or similar platforms)