Vice President, Total Rewards

About the role

Shape a brighter financial future with us. Together with our members, we're changing the way people think about and interact with personal finance. We're a next-generation financial services company and national bank using innovative, mobile-first technology to help our millions of members reach their goals. The industry is going through an unprecedented transformation, and we're at the forefront. We're proud to come to work every day knowing that what we do has a direct impact on people's lives, with our core values guiding us every step of the way. Join us to invest in yourself, your career, and the financial world. We're looking for a Vice President, Total Rewards to lead SoFi's compensation, benefits, and rewards strategy at a company-building moment. This leader will evolve the programs, governance, and operating rhythms that help SoFi attract, motivate, and retain exceptional talent while supporting a high-performance culture and disciplined growth. The VP, Total Rewards will partner closely with the Chief People Officer, Talent Acquisition, People Business Partners, Finance, and senior business leaders to ensure SoFi's rewards philosophy and approach at scale and operating mechanisms scale with the business.

Responsibilities

• Bring a data- and technology-forward mindset to Total Rewards, using systems, reporting, and automation to improve transparency, speed, governance, and decision quality.
• Own SoFi's total rewards strategy across broad-based compensation, benefits, executive compensation, and sales compensation, ensuring programs are competitive, clear, and aligned to business priorities.
• Lead the design, governance, and continuous improvement of global compensation frameworks, leveling practices, offer approvals, and rewards programs in partnership with Talent Acquisition, PBPs, and Finance.
• Partner with Finance and business leaders on workforce planning, total compensation forecasting, and headcount decision support so rewards decisions are proactive rather than reactive.
• Oversee benefits strategy and vendor governance, including annual review cycles, benchmarking, renewal support, and risk-aware management of key benefit partners and programs.
• Lead, coach, and develop a high-performing team of specialized leaders across Compensation and Benefits

Requirements

• 15+ years of progressive experience across compensation, benefits, and total rewards leadership in a scaled technology, fintech, or similarly fast-moving, highly regulated environment.
• Deep expertise in broad-based compensation, market benchmarking, leveling, job architecture, offer governance, and executive-facing rewards decisions.
• Significant experience leading benefits strategy and vendor oversight, including renewals, benchmarking, and governance for large employee populations.
• Proven ability to partner credibly with senior executives, Finance, Talent Acquisition, and PBPs on organizational planning, talent investment, and workforce tradeoffs.
• Experience building scalable operating mechanisms, approval workflows, and manager/recruiter decision tools that balance speed, consistency, and control.
• Demonstrated success leading experienced Compensation and/or Benefits leaders and developing strong specialist teams.
• Strong executive communication skills and judgment in sensitive compensation, leveling, and talent decisions.
• A practical understanding of how rewards programs connect to culture, performance, and retention in a high-performance organization.
• Experience overseeing or partnering deeply with People Systems, People Technology, People Analytics, or broader people infrastructure functions.
• Experience in public-company or pre-/post-IPO fintech environments with complex equity programs and executive hiring needs.
• Experience building self-service compensation tools, reporting environments, or AI-enabled workflows for recruiters, managers, and leaders.
• Experience with global or multi-entity rewards programs.
• Compensation and Benefits
• The base pay range for this role is listed below. Final base pay offer will be determined based on individual factors such as the candidate's experience, skills, and location.
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