Director, Total Rewards

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Requirements:

• Bachelor’s degree in business, Human Resources, Finance, Business or related field
• Minimum 10 years of relevant job experience, including experience in roles supporting compensation, benefits, HR operations functions
• 5+ years of experience leading a Total Rewards team in a highly dynamic, fast-moving organization, preferably with experience in private-equity backed organizations
• Substantial knowledge and expertise in all facets of benefits and compensation
• Hands-on leader who can lead in both a highly strategic, vision forward capacity, but also roll-up their sleeves and execute the work at a tactical level
• Experience creating and managing compensation plans
• Strong proficiency with Microsoft Suite – Excel
• Proficiency with Google Suite–Sheets, Slides, Docs
• Comprehensive HR knowledge of Benefit design and administration, compensation practices, HR technology and analytics
• Knowledge of employment legislation and regulations such as FMLA, ADA, ACA, HIPAA, COBRA, ERISA
• Operational knowledge of federal and state pay transparency laws and regulations
• Excellent analytical skills with the ability to provide HR metrics and data to make decisions, with an eye for detail and accuracy
• Ability to balance both velocity of work and detailed accuracy
• Ability to work well across the organization at various levels and build solid relationships with stakeholders at all levels of the organization
• Demonstrated ability to create and implement organization-wide HR programs and initiatives from the ground up successfully
• Demonstrates resiliency; ability to manage multiple projects simultaneously with strong attention to detail
• Ability to handle ambiguity in a dynamic environment
• Demonstrated success as a senior-level human resources professional with an emphasis on moving human resources to be a strategic, proactive business partner
• Confident, energetic relationship builder who builds rapport and earns respect at every level of the organization.

Responsibilities:

• Manage a small team responsible for compensation, benefits and leaves of absence management
• Manage and administer benefits programs, including health, dental, vision, life insurance, disability, 401k and wellness initiatives, analyze plans to provide recommendations and lead annual open enrollment.
• Work with insurance brokers and vendors to evaluate and recommend platforms for benefit program administration.
• Responsible for ensuring accurate compensation structure configuration and governance within the HRIS.
• Develop & maintain the job architecture framework by conducting job analysis and creating descriptions for roles and establish job classifications based on level, function, complexity to support career paths and development.
• Maintain pay grades salary ranges for all job classifications, ensuring internal equity and external competitiveness through market benchmarking.
• Partner with the PBP team and leaders to apply our compensation principles to evolving business needs, ensuring alignment with our total rewards strategy.
• Own the compensation aspects of the performance management process, merit cycle and recognition programs to recognize and incentivize strong performers and demonstration of our core values.
• Review ad-hoc pay increase and promotions and provide recommendations to management regarding compensation decisions.
• Support the ongoing plan design and administration of incentive plans (annual bonus plans, commission plans), distribute incentive plan documents, and facilitate the payout processes for the incentive plans in partnership with Finance, Sales Operations and Payroll.
• Monitor and interpret state specific pay transparency laws, working with key stakeholders to develop and maintain policies and processes that ensure compliance.
• Ensures compliance through audits of benefits and compensation practices, including ACA reporting, 401k non-discrimination testing, Fair Labor Standards Act (FLSA) classification.
• Manage leaves of absence programs seeking opportunities to simplify existing processes, while ensuring compliance with state specific leave laws.
• Use or establish performance metrics to measure the effectiveness of total rewards programs.
• Analyze data to make informed decisions and adjust strategies as needed.
• Create communication strategies and materials to educate employees about the organization's total rewards programs to create transparency and demonstrate the value and impact of offerings to enhance engagement.