Help Us Shape the Future of Healthcare
At League, we’re big on building connections - both through our product and with each other. Our platform is consumer centric, personalized and always on. It’s a front door to healthcare that empowers people to live healthier, happier lives. Every day.
When you feel connected to our mission, values and the work you do, you’re driven to perform your best every day. When you feel connected to people you work with, you’re able to build meaningful relationships that last. Together, we share the ultimate goal of delivering better health outcomes for everyone.
The world has changed, and so has the way we work. We believe you can work where you work best (whether it’s in the office all the time, a few days a week, or none of the time), and still feel connected to our mission, values, purpose, and each other.  League is headquartered in Toronto with a second office in Chicago and we believe in empowering Leaguers to work their way—anywhere that works for them in Canada and the US. 
All Leaguers have League life moments – moments in our careers that connect us to League’s mission and values, to each other and to our amazing work – every day.
Will your first League life moment be meeting our team? We can’t wait to meet you. 

The Vice President of Total Rewards will lead and assume overall accountability for the strategy, design, implementation, administration, and governance of all compensation and benefits programs. This role will ensure all programs align with business objectives and are effective in attracting, rewarding, and retaining key talent while remaining fully compliant with local legal and regulatory requirements. This is a collaborative role that will work cross-functionally with varying levels of business leadership, finance, and legal teams to understand business issues and collectively develop effective solutions.

In this role, you will:

  • Optimize League’s global rewards strategy that is fully aligned with the strategic plan, motivates performance, is market competitive, fiscally responsible, and supports the attraction and retention of high-performing talent
  • Design and implement total rewards processes including executive compensation, company-wide incentive compensation programs; as well as retirement, health and wellness benefits programs that align to our mission and values
  • Ensure strong governance and compliance of all compensation and benefit programs, including governance of business group specific variable pay programs
  • Oversee the administration and optimization of employee equity/stock plans with a focus on retention and meaningful rewards, balanced with fiduciary responsibility
  • Monitor the effectiveness of existing compensation and benefits policies, guidelines and procedures, recommend plan revisions, as well as new programs as necessary in support of strategic goals
  • Monitor local market trend information to ensure programs are competitive, dynamic and responsive to both enterprise and local business unit needs
  • Develop a comprehensive internal total rewards education strategy to support employees understanding of the value of their total rewards package
  • Oversee compensation and benefits-related vendor relationships, negotiating services and managing costs
  • Partner with the recruiting team on developing offers that are competitive and equitable and partner with the HRBP team to provide guidance on total compensation and equity
  • Collaborate with the HRIS working team, IT and finance teams to identify technology, process and system improvements and identify any existing gaps 
  • Oversee the global mobility function that governs relocation for current employees and new hires. Provide guidelines on global mobility and relocation programs; effectively communicate these programs and provide appropriate governance
  • Build, lead, and mentor a high performing team of compensation and benefits professionals

About You:

  • BA/BS in related field; an MBA is preferred
  • Minimum of 7+ years of experience in compensation and benefits with a focus on an innovative, fast-growing workforce; preferably gained while working for a global organization
  • Experience overseeing executive compensation including regular engagement with the Compensation Committee of publicly traded companies overall competitive compensation positioning, short and long-term incentive design, equity management, SEC regulations, executive agreement design, and compliance
  • Experience implementing change in a dynamic environment
  • Excellent leadership with a track record of developing and maintaining high-performing teams
  • Strong presentation and executive engagement skills - demonstrated ability to prepare and present materials in a clear and concise manner
  • Demonstrated ability to lead and influence across multiple levels of the organization on key compensation, benefits, and wellness topics
  • Broad knowledge and experience in a variety of compensation philosophies and practices such as sales incentives, executive compensation, market measurement, etc...
  • Financial acumen; the ability to understand the short- and long-term financial impact of compensation practices, and ability to prepare or supervise the preparation of relevant financial data
  • Innovative and creative problem-solving is an absolute essential, including the ability to change directions quickly based on new or changing information
At League, everyone is welcome. Diversity makes us better, and we believe in building diversity across cultural identity, gender, sexual orientation, age and education, thought and experience.
We are an equal opportunity employer, and we are committed to working with applicants requesting accommodation at any stage of the hiring process.
Here are some additional resources to learn more about League:
Given the current public health guidance on COVID-19 and to help support office health and safety, at this time, it is our company policy to require all Leaguers to be fully vaccinated to attend our offices in person.

Apply for this Job

* Required


Demographics Survey

At League, we value belonging and believe in fostering an environment where a diversity of perspectives can thrive. This core value is a pillar of our business and critical to our success. Your responses will be used (in aggregate only) to help us identify areas of improvement in our process. Your responses will not be associated with your specific application and will not in any way be used in the hiring decision.

What is your sex?

How do you currently describe your gender identity?

Which racial or cultural group do you feel you most identify with?

How do you describe your sexual orientation? (Select one)

Have you been diagnosed with any disability or impairment? (Select one)

If yes, which of the following have been diagnosed? (Select all that apply)

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in League Inc.’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.