Compensation Director jobs in Hartford, CT

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JOB TITLE:                               Director of Compensation, Benefits, and HRIS

EMPLOYMENT TYPE:            Full-time/TEMP (*this is a temporary position while an employee is out on leave. May have the potential to go permanent*)

SCHEDULED HOURS:            40 hours/week, M-F 9:00am-5:00pm

PROGRAM/LOCATION:        Human Resources, Windsor, CT/Hybrid

PC#:                                          1399

OBJECTIVE OF POSITION:

The Director of Compensation, benefits and HRIS will serve as a trusted consultant overseeing the execution of CHR’s compensation & benefits strategy, ensuring the organization remains competitive, equitable and proactive in the design and implementation of compensation & benefits programs. 

Responsible for analyzing compensation data within the organization and evaluating job descriptions to determine classifications and salaries.  Serves as a subject matter expert for compensation philosophy and market competitiveness.  Focuses on benefit and compensation programs that enhance employer retention and recruitment. Responsible for the system design, set-up, integration, adaptation, and administrator oversight of our HR technology platforms. Responsible for assisting with the administering of all employee benefit plans as well with ongoing work with insurance brokers and plan carriers. 

DUTIES & RESPONSIBILITIES:

BENEFITS 

Oversees administration and development of health-related employee benefit programs, including health insurance, dental insurance, life insurance, short-term disability, long-term disability, and workers compensation programs.  Will also oversee benefits related leave, including maternity and leave of absence, ensuring compliance with Federal, State, and Local FMLA laws.

• Administer CHR employee benefit programs and serve as one of the primary contacts with broker.
• Manage annual open enrollment period. Arrange for distribution of materials from carriers and schedules on-site representation by providers.
• Maintain and expand knowledge and understanding of existing and proposed federal and state laws/regulations affecting human resources management and benefit administration.
• Identify trends that could impact organizational objectives and/or operational resources. Interpret appropriate laws and policies and advise management accordingly.
• Maintains documentation in compliance with agency and program standards.
• Participates in staff meetings, supervision, trainings and other meetings as assigned.

 COMPENSATION, JOB DESIGN & CLASSIFICATION

• Conducts, compiles and presents research, benchmark analysis and modeling to support design of market-competitive compensation programs that align with organizational values, goals and strategies.

• Provide recommendations to Sr. Executives, Management and HR staff on pay decisions and job evaluation, including the design of creative solutions to specific compensation-related issues.
• Develop job design and classification structures, including job level and family structure, to support organized, auditable and sustainable job description information.
• Ensure the integrity and relevance of job descriptions through periodic review against organizational requirements, industry standards, compensation and market relevance.
• Provides thought leadership and program design and implementation on compensation-related policies and initiatives, linking programs to overall compensation philosophy, organizational performance, corporate culture and competitive talent acquisition and retention.
• Conduct periodic audits to identify pay discrepancies and provide recommendations to executive management to change or rectify.

HRIS MANAGEMENT

• Manage CHR’s HRIS technology infrastructure (UKG/UltiPro) by ensuring high quality program management of HR-related data including sufficient controls and security, and in compliance with regulatory requirements.
• Designs and ensures clear and streamlined business process to capture employee status changes.
• Ensures data sent to/from vendors is accurate and timely, as well as appropriately secure.
• Additional duties as required.

QUALIFICATIONS:

Education:  Bachelor’s Degree in Human Resources Management, Business Administration or a related field.  Master’s degree preferred.

Experience: Minimum of 8-10 years of progressive compensation and benefit management experience.  Extensive knowledge of benefits and compensation programs, policies, procedures, and applicable legislation.  Experience managing and implementing benefits and compensation in a Human Resources Information System (HRIS), including high-level proficiency with relational databases and data reporting.  Proven experience designing, maintaining, and communicating market-driven compensation and benefits programs.  Proven experience in job design and classification.  Strong knowledge of ERISA, IRS and DOL regulations.  Prior supervisory experience required.

Licensure/Certification/Registration: CCP, CEBS, PHR, SPHR, SHRM-CP or SHRM-SCP certification preferred.

Training:  Continuing education or seminars each year in those areas outlined for improvement on the performance evaluation and/or follow development and improvement plan on performance evaluation.   Must maintain an overall fully meets expectations rating on the annual Performance Evaluation.

COMPENSATION*:

$92,815/yr minimum - $139,223/yr maximum

*Actual rates are determined at the time of offer and are based on relevant experience and internal equity, as well as adherence to our internal equity policy. Many of our positions offer program/location differentials and/or sign-on incentives. (Please note, for part-time positions this range would be pro-rated based on hours worked)               

CHR is committed to fostering an inclusive culture that respects differences and honors the experience of our diverse staff. We encourage women, members of ethnic minorities, LGBTQ individuals, people with (dis)abilities, and veterans to apply.

Take the first step to a meaningful career and apply to CHR today!