Vice President, Total Rewards

Ichor Systems is hiring for a Vice President of Total Rewards.  This critical position will lead the Company’s global total rewards strategy, ensuring compensation, benefits, executive compensation, equity, and performance-based reward programs support business strategy, organizational capability, and shareholder value.

As a member of the global Human Resources leadership team, this executive will partner closely with the Executive Leadership Team and Human Capital Committee of the Board. The role requires deep technical expertise in public-company compensation and governance, combined with the business judgment to connect reward strategy to leadership effectiveness, talent decisions, organizational performance, and long-term enterprise capability.

This position reports directly to the CHRO and is required to be located at our Corporate Headquarters in Fremont, CA. 

What You’ll Lead

Global Total Rewards Strategy & Scale: 
Lead the evolution of the Company’s global compensation and benefits programs as we scale and continue our transformation into a product and technology company. Build upon a strong foundation while ensuring our programs, processes, and infrastructure can support a larger, increasingly complex global organization.

Compensation Leadership: 
Lead compensation strategy and execution across our workforce, from hourly manufacturing employees through executive leadership. Oversee market benchmarking, salary structures, hourly wage practices, job architecture, incentive programs, annual compensation processes, pay governance, and complex compensation decisions. Ensure programs remain competitive, equitable, financially responsible, and practical to administer across our global operations.

Benefits Leadership: 
Lead the strategy, design, administration, and ongoing evolution of global employee benefit programs. Balance employee experience, market competitiveness, regulatory requirements, operational effectiveness, and cost while ensuring programs meet the needs of a geographically and demographically diverse workforce.

Operational Excellence & Infrastructure: 
Ensure Total Rewards programs are executed with the rigor, accuracy, controls, systems, data, and processes required of a growing public company. Continue to simplify and automate work where appropriate and strengthen the infrastructure needed to scale effectively.

Business & HR Partnership: 
Partner with HR and business leaders on workforce planning, talent attraction and retention, organizational changes, promotions, critical talent decisions, acquisitions, international expansion, and other business needs where compensation and benefits are important enablers.

Executive Compensation, Equity & Governance: 
Lead the design and administration of executive compensation, annual and long-term incentive programs, and equity awards. Partner with the CHRO, CEO, CFO, external advisors, and Human Capital Committee to ensure programs support performance, shareholder alignment, and sound governance.

Public Company & Board Responsibilities: 
Prepare Human Capital Committee materials, peer benchmarking, CD&A, proxy disclosures, Say-on-Pay, and other compensation-related public-company requirements, translating complex matters into clear communication and recommendations for executive and Board decision-making.

Total Rewards Leadership: 
Lead and develop the Total Rewards team with an expectation of both strategic leadership and strong operational execution. Build capability within the function and ensure the team can effectively support the day-to-day needs of employees and leaders while continuing to strengthen programs for the future.

What You Bring

• Bachelor’s degree required; Master’s degree, MBA, or Certified Executive Compensation Professional (CECP) designation preferred.

• Approximately 15–20 years of progressive Human Resources experience, including significant leadership responsibility in executive compensation and global total rewards.

• Demonstrated public-company experience supporting executive compensation and Human Capital Committee or Compensation Committee governance.

• Deep expertise in executive compensation, equity programs, incentive plan design, compensation strategy, benefits, and pay governance.

• Experience partnering directly with CEOs, CFOs, CHROs, Boards of Directors, independent directors, compensation consultants, and legal counsel.

• Experience supporting proxy preparation, CD&A, Say-on-Pay, and executive compensation disclosures.

• Strong business and financial acumen with the ability to connect reward strategy to organizational performance, shareholder value, and long-term business success.

• Global experience in semiconductor, advanced manufacturing, industrial technology, or a similarly complex industry preferred.

• Experience supporting mergers, acquisitions, and divestitures is preferred.

Leadership Profile

• Enterprise mindset and the ability to connect reward strategy to business performance and organizational capability.

• Strong executive presence and credibility with senior leadership and the Board, with the depth of expertise, judgment, and agility to navigate complex or unanticipated matters in real time.

• Ability to simplify complex issues and communicate clear, balanced recommendations.

• Strong collaboration and influence across Finance, Legal, Human Resources, and executive leadership.

• Excellent analytical capability, sound business judgment, and confidence navigating sensitive compensation matters.

• High integrity, discretion, intellectual curiosity, and commitment to sound governance.