Director Benefits and Compensation

The Director Benefits and Compensation is responsible for the planning, design,
implementation, administration, and communication of benefits and compensation with a focus
on developing a holistic and integrative approach. Must establish effective partnerships with all
areas of human resources, and internal/external customers to build synergies and alignment for
benefits and compensation programs.

Primary Duties
• Provides operational leadership in the design, development, implementation, administration, and communication of benefits and compensation programs including health, welfare, retirement, base pay, incentives, and other rewards
• Advises business leadership on benefits and compensation programs for domestic and international initiatives
• Partners with leadership to leverage compensation and benefits programs to meet organizational objectives
• Analyzes current benefits and compensation programs to ensure they align with company business strategy, are market competitive and are cost-effective
• Oversees establishment and maintenance of strategic partnerships for benefits administration with vendors, benefits contracts, and bid negotiation
• Ensures annual benefits enrollment and benefits plan changes are executed in a professional manner
• Partners with internal leadership and benefits and compensation team to develop communication strategy for benefits and compensation plans
• Serves on 401(k) Investment Committee and ensures plan administration is compliant with legal and plan specifics
• Oversees compensation team as they coordinate multiple hourly employee’s base pay increase processes, including guidelines, communications system updates, reporting and processes for payout
• Plans and manages the exempt employees’ annual increase process including guidelines, budget tracking, communications, system updates, reporting and processes for payout
• Utilizing benchmarking and market analysis, researches and recommends fiscal year salary budgets
• Establishes guidelines for base pay range analysis and administration to ensure market competitiveness
• Leads development and administration of variable compensation plans, including plan documents, communications, eligibility lists, system updates, payouts and reports to Finance,
Payroll and Executive Leadership
• Oversees administration of recognition programs including the development of guidelines/processes, budget tracking and reporting
• Partners with Talent, HRIS & Payroll teams to ensure compensation changes are processed accurately and timely
• Oversees administration of executive long-term incentive plan, including development and distribution of communication materials, recordkeeping, and reports for Finance, Payroll and Executive Leadership
• Maintains current knowledge of related government rules and regulations, including the Employee Retirement Income Security act (ERISA), FLSA, FMLA, HIPAA, ADA, COBRA, and other applicable Labor and/or Tax laws and regulations; ensures regulatory compliances are fulfilled
• Oversees the maintenance of benefits and compensation database tables and files in payroll / HRIS system and the development and analysis of custom reports to meet the requirements of company leadership and staff
• Leads and develops the benefits and compensation team
Other Duties
• As required and assigned

Experience
• Minimum 8 years related experience including successful track record of effectively leading a complex business organization; or an equivalent combination of education and experience
• Experience working with an HRIS and/or payroll systems
• Experience ensuring regulatory compliance of compensation, health & welfare programs and retirement programs
• Advanced experience with Microsoft Excel, Outlook, and Word
• Proficient in the use of compensation data management tools such as Pay Factors, ERI or Comp Analyst
• CCP, CBP or GRP certification preferred

Essential Skills
• Knowledge of basic human resources laws and regulations including, but not limited to the Equal Pay Act, the Lilly Ledbetter Act, ERISA, FMLA, HIPAA, ADA, COBRA, and FLSA regulations
• Excellent written and oral communication skills that demonstrate a proven ability to develop relationships with a range of internal and external customers
• Ability to read and interpret documents such as plans and government regulations
• Outstanding analytical and strategic planning skills
• Ability to evaluate, develop, document, and improve processes for efficiency and improved end user experience
• Ability to communicate plan information, changes and impact to all levels of the organization and external partners
• Ability to solve problems and deal with a variety of variables in situations where only limited standardization exists

Environment
While performing this position, the employee is frequently required to sit, reach with hands and arms, finger or feel, and talk and hear. The employee is required to stand; walk and stoop. The employee must occasionally lift and/or move up to 15 pounds. The employee is regularly exposed to ambient lighting and temperate climate conditions.

Disclaimer

1. The following statements are intended to describe the general nature and level of work
being performed. They are not intended to be construed as an exhaustive list of all
responsibilities, duties, and skills required of personnel so classified.

2. Job Duties as documented in this job description are considered “Essential Functions”
and have been created by the standards of the Equal Employment Opportunity
Commission (EEOC). The standards of the Americans with Disabilities Act (1990) require
that employees be able to perform “Essential Functions” of the job with or without
reasonable accommodation. Reasonable accommodations may be made to enable
individuals with disabilities to perform the “Essential Functions”.