Vice President Total Rewards

Our Story

J.Crew gets you dressed every day, for every occasion. 

Since 1983, we’ve been creating classics that feel familiar and refreshingly new, crafted with unbeatable quality and distinctive point of view—it’s no wonder we’ve been in your closet for four decades and counting.

Today, we continue to do the classics our way, inspiring not only how you shop but how you define your personal style. Our commitment runs deeper than just making great clothes—we’re proud of our role in getting you dressed with confidence, character, and celebrating a distinctly American sensibility that makes us who we are. 

Our dedication to Diversity, Equity, Belonging & Sustainability has been celebrated with industry recognition, reflecting our commitment to fostering an inclusive and sustainable workplace.

J.Crew Group

Position Overview

J.Crew Group seeks an accomplished Vice President of Total Rewards to provide strategic leadership and operational excellence across all aspects of compensation, benefits, and HR technology. Reporting directly to the Chief People Officer, this role will lead a team of 8 professionals and serve as a key strategic partner to executive leadership, the Board of Directors Compensation Committee, and HR business partners across the organization. The VP Total Rewards will be responsible for designing, implementing, and optimizing total rewards programs that attract, retain, and motivate talent across our diverse workforce of corporate, retail, distribution, and customer care associates.

Key Responsibilities

Strategic Leadership

• Develop and execute a comprehensive Total Rewards strategy that aligns with J.Crew Group's business objectives, competitive positioning, and talent acquisition and retention goals across all business units
• Partner with the Chief People Officer and senior leadership team to translate business strategy into innovative compensation and benefits programs that drive organizational performance
• Serve as the primary liaison to the Board of Directors Compensation Committee, providing expert guidance on executive compensation philosophy, market trends, regulatory requirements, and program design
• Lead the strategic planning, implementation, and continuous optimization of Workday and other HR technology platforms to enhance total rewards delivery and employee experience

Compensation Management

• Design and oversee all compensation programs including base salary structures, annual bonus plans, long-term incentive programs, sales incentives, and equity compensation to ensure market competitiveness and internal equity
• Lead annual compensation planning cycles including merit increases, promotional adjustments, market adjustments, and incentive plan design with full collaboration across Finance, HR Business Partners, and business leadership
• Provide strategic counsel on complex compensation matters including executive hiring packages, retention strategies, restructuring impacts, and special recognition programs
• Partner with Finance to establish compensation budgets, conduct cost modeling, and ensure programs deliver strong ROI while maintaining fiscal responsibility

Benefits & Wellness

• Oversee the strategic design, vendor management, and ongoing administration of comprehensive benefits programs including health and welfare plans, 401(k)/retirement programs, voluntary benefits, leave programs, and wellness initiatives
• Lead vendor selection, contract negotiations, and relationship management to ensure delivery of high-quality, cost-effective benefits that enhance associate wellbeing and engagement
• Monitor benefits trends, regulatory changes, and competitive practices to ensure programs remain compliant, competitive, and aligned with organizational values and associate needs
• Develop and execute benefits communication strategies that drive awareness, understanding, and appreciation of total rewards investment

Data Analytics & Technology

• Champion data-driven decision making by developing sophisticated analytics, dashboards, and reporting capabilities that provide actionable insights on compensation trends, benefits utilization, program effectiveness, and workforce cost management
• Leverage technology to streamline processes, improve data accuracy, enhance the associate experience, and enable self-service capabilities across all total rewards programs
• Lead continuous improvement initiatives to optimize HR technology infrastructure and ensure systems support evolving business needs

Team Leadership & Collaboration

• Lead, develop, and inspire a team of 8 Total Rewards professionals, fostering a culture of excellence, accountability, innovation, and continuous learning
• Serve as an active member of the HR Leadership Team, contributing strategic perspective on organizational initiatives and collaborating with HR Business Partners to address the unique needs of diverse associate populations across stores, distribution centers, customer care, and corporate offices
• Build strong collaborative relationships with key stakeholders including Finance, Legal, Payroll, Accounting, Tax, IT, and Corporate Communications to ensure integrated program delivery and organizational alignment

Core Competencies

• Strategic Mindset: Sees ahead to future possibilities and translates them into breakthrough total rewards strategies that anticipate business needs, talent trends, and competitive dynamics
• Balances Stakeholders: Anticipates and effectively balances the needs of multiple stakeholders including executives, associates, Board members, vendors, HR partners, and business leaders to achieve optimal outcomes
• Decision Quality: Makes sound, data-informed decisions in complex situations by gathering relevant information, considering alternatives, and evaluating potential impacts on diverse stakeholder groups
• Plans & Aligns: Develops comprehensive implementation plans that align resources, timelines, and stakeholders while ensuring total rewards initiatives support broader organizational priorities and strategic objectives
• Manages Complexity: Makes sense of complex, high-volume, and sometimes contradictory information across compensation regulations, benefits compliance, technology integration, and multi-unit workforce requirements to deliver elegant solutions
• Drives Results: Consistently delivers outcomes that meet or exceed objectives, even in challenging circumstances, by maintaining focus on priorities, removing obstacles, and holding self and team accountable
• Instills Trust: Gains the confidence and trust of executives, Board members, associates, and partners through demonstrated integrity, transparency, authenticity, and consistent follow-through on commitments
• Values Differences: Recognizes and leverages the value of diverse perspectives, experiences, and backgrounds in designing inclusive total rewards programs that meet the needs of varied associate populations across retail, distribution, customer care, and corporate environments

Qualifications

Required

• Minimum 12-15 years of progressive experience in compensation, benefits, and HR technology with at least 5 years in a senior leadership role
• Proven track record leading Total Rewards functions in complex, multi-unit organizations with diverse workforce populations including hourly and salaried associates
• Demonstrated experience managing and developing high-performing teams of 5+ professionals
• Deep expertise in executive compensation design, governance, and Board Compensation Committee support
• Strong analytical capabilities with proven ability to leverage data analytics and technology to drive insights and improve decision-making
• Excellent strategic thinking, communication, influence, and relationship-building skills with ability to engage effectively at all organizational levels
• Thorough knowledge of compensation and benefits regulations, compliance requirements, and market practices

Preferred

• Bachelor's degree in Human Resources, Business Administration, Finance, or related field; advanced degree (MBA, MS) preferred
• Professional certification such as CCP (Certified Compensation Professional), CEBS (Certified Employee Benefit Specialist), or CBP (Certified Benefits Professional)
• Extensive experience in retail, consumer products, or multi-unit operational environments with exposure to stores, distribution centers, and customer service operations
• Expert-level proficiency with Workday HCM and compensation/benefits modules
• Experience leading organizations through transformation, growth, or restructuring with ability to balance innovation and stability

We welcome you to apply, even if you don't check all the boxes. Our passion is scouting life-long learners who are driven by curiosity, and who feel connected to our brands and share our desire to make an impact. We’re always seeking bright new talent who leverage their unique experiences to discover, grow and evolve with our teams.

Benefits + Perks

• Health & Well-being - Eligible associates and family members receive medical, dental, prescription and vision insurance, family planning (fertility, adoption & surrogacy support), fitness discounts, medical travel and more.

• Associate Discount - We love our products just as much as you do! That’s why we offer a great associate discount across all of our brands (J.Crew, J.Crew Factory, and Madewell).

• Summer Fridays - In addition to our hybrid work model, we also close our office at 1:00 PM every Friday during the Summer months.

• Community Impact - We support the communities where we live and work through our philanthropic efforts and the J.Crew Cares Program.

• Winter Break - In addition to our PTO package, J.Crew Group offers a winter break at the end of December to eligible full-time associates at the Home Office to provide time to refresh and recharge.

Note: Availability of these benefits and perks may be subject to work location & employment type and may have certain eligibility requirements.

Salary Range: $230,000.00 - $305,000.00

At J.Crew Group (JCG) we aim to pay competitively for our company’s size and industry. The base salary offered will take into account internal equity and may vary depending on the candidate’s geographic region of work premises, job-related knowledge, skills, and experience among other factors.  The base salary is just one component of J.Crew Group’s competitive total rewards strategy that also includes the opportunity for bonus, competitive benefits and perks.

One of our core focuses here at JCG is creating a community and culture that builds belonging. We are deeply committed to our Diversity, Equity and Inclusion efforts, and we warmly welcome job applicants of all backgrounds.

 

JCG is proud to affirmatively provide equal opportunity to all associates and qualified applicants without regard to race, color, religion, national origin or citizenship, age, sex, marital status, ancestry, legally protected physical or mental disability, veteran status, gender identity, sexual orientation or any other basis protected under applicable law.