Description

Job Summary

The Director of Total Rewards will strategically lead the company’s compensation and benefits function and serve as a consultative partner and cross-functional liaison with leaders across the organization. The primary focus for this position is to drive an enterprise total rewards strategy, which includes market-competitive compensation and benefits programs with a key focus on internal and external equity. The Director of Total Rewards will work with various teams to guide insights, as well as align business and best practices to drive the desired outcomes. This position is also responsible for an operational understanding of and compliance with all applicable state and federal regulations, and laws.

Responsibilities (Specific tasks, duties, essential functions of the job)

• Design, implement and manage compensation and benefits programs and provide recommendations and plans for change as needed.
• Monitor the effectiveness of existing total rewards practices and recommend changes that are effective and consistent with market trends and DEI best practices, with a focus on serving the company’s diverse associate population.
• Manage administration of all rewards lifecycle actions (compensation benchmarking, annual adjustments, annual equity refresh cycle, open enrollment, and reward and recognition updates).
• Prepare, analyze, and present data to inform business decisions regarding compensation and benefits programs.
• Partner and influence cross-functionally to extend competitive compensation packages in accordance with our compensation philosophy including salary, bonus, and equity.
• Maintain knowledge of trends, developments, and best practices in compensation and benefits administration.
• Monitor economic conditions, labor market changes, and other related factors to ensure the organization provides competitive and reasonable total rewards offerings.
• Determines, develops, and directs initiatives for the market pricing, evaluation, grading, titling, and leveling of positions across the company to ensure fair and equitable pay.
• Collaborates regularly with Finance and Payroll colleagues to ensure alignment of budget, vendor expenses, and department titling/allocations.
• Consults with business leaders to develop and maintain job descriptions, establish role criteria, and evaluate job leveling decisions.
• Works closely with EVP, CHRO to develop and maintain a consistent methodology and process for reviewing and administering compensation adjustments across the company.
• Lead 401(k) Committee Meetings and oversee all 401(k) administration and audit activities.
• Manages the company’s benefit plan renewal, strategy, and open enrollment process.
• Leads the negotiation of benefit services and costs with insurance carriers, brokers, and benefit providers to ensure excellent service and competitive rates.
• Oversees all aspects of leave of absence administration and workers’ compensation programs, alongside vendor partners.
• Maintains knowledge of employment and labor laws and ensures compliance with applicable state and federal regulations.
• Amends policies and programs to ensure compliance with SOX controls and manages HR narratives and SOX audit action items.
• Lead HRIS selection, management, reporting, and analysis.
• Improve and automate HR procedures through effective processes, tools, and Human Resource Information System (HRIS) enhancements and reporting.

Knowledge, Skills, and Abilities

• Ability to effectively communicate compensation and benefit related concepts, practices and procedures effectively at all levels of the organization.
• Blend of business acumen, project management skills and technical expertise demonstrated by ability to focus on business needs.
• Analytical and creative problem-solving skills, including statistical analysis and modeling along with experience managing online compensation tools.
• Ability to lead change through strong interpersonal skills across all levels and functions of the organization.
• Detail, results-oriented, and able to lead self and others through completion of multiple projects.
• Proven ability to resolve priorities, quickly synthesizing multiple perspectives to identify themes and solutions.
• Understanding of the legal environment and all applicable employment laws.
• Adaptable and able to respond when business needs or priorities change.
• Excellent verbal and written communication skills.
• Strong facilitation and presentation skills.

Qualifications (Experience and Education)

• Bachelor’s degree in Human Resources, business, industrial relations, related field or equivalent experience, required.
• 7+ years of progressive HR experience, with 5+ years of leadership experience in total rewards.
• Experience designing and implementing total rewards programs, required.
• Relevant experience, with a strong emphasis on compensation administration across cash and equity compensation, required.
• Demonstrated management experience, required.
• Advanced knowledge/proficiency in Microsoft Office, required.
• Certified Compensation Professional (CCP) or Certified Employee Benefit Specialist (CEBS), preferred.
• A combination of training, education, and experience that is equivalent to the qualifications listed above and that provide the required knowledge, skills, and abilities.