JOB SUMMARY:
The Senior Director of Talent Rewards is an essential position supporting the Human Capital functions of payroll, compensation, and benefits. Under minimal supervision, this role provides overall strategic oversight and guidance for the organization’s approach to compensation, equity and benefits in accordance with all company policies and procedures and in compliance with all state and federal regulations. This role requires excellent relationship-building skills, executive leadership experience and a deep subject matter expertise of payroll, compensation and benefits.

ESSENTIAL DUTIES AND RESPONSIBILITIES:
• Implement strategic Total Rewards initiatives that scale organizational growth
• Lead the strategic design, communications, implementation, execution and compliance for all Total Rewards programs, policies, and processes.
• Outline a compensation philosophy to ensure fairness, equity, competitiveness
• (internally and externally) as it relates to base salary, short and long-term incentives.
• Lead the innovation, design, and implementation of a comprehensive Benefits strategy.
Payroll
• Oversees the development of policies and procedures related to accuracy and efficiency of payroll processing
• Supervises, train, assist and mentor payroll team. Provide formal and informal feedback to staff.
• Maintain payroll information by designing systems, directing the collection, calculation, and entering of data.
• Prepares reports by compiling summaries of earnings, taxes, deductions, leave, disability, and nontaxable wages.
• Complies with federal, state, and local legal requirements by studying existing and new legislation; enforcing adherence to requirements; advising leadership on needed action
Operational Excellence
• Build and scale the TR capabilities, processes, and practices for growth, utilizing systems to simplify implementation and utilization.
• Develop simple tools to use for recruiters, candidates, and employees to effectively communicate all aspects of a Total Rewards Compensation Package.
• Build an appropriate team to support the Total Rewards strategy and operation.
• Partner with CHRO and VPHR To effectively articulate the value story of HPs compensation, benefits, and recognition programs.
• Lead successful annual compensation planning including but not limited to execution of base salary, bonus, short and long-term incentives, and related benefits strategy including communications and administration.
Compensation & Benefits
• Responsible for overseeing strategy, research and recommendation of options, and directing the efficient functioning of all Compensation and Benefits for all hourly and exempt employees.
• Annually reviews and makes recommendations to executive leadership as to compensation and benefits program direction; develops new, enhances or revises existing programs based on current trend analysis and policy direction.
• Develops and administers exempt and nonexempt salary and hourly programs to ensure equitable and competitive pay practices; analyzes survey data to determine competitive position and recommends changes in salary and /or hourly structure, as required.
• Prepares, and oversees the preparation of reports, compensation administration policy manuals, internal publications, and program description materials.
• Performs and oversees analysis of job, wage and salary surveys, competitive compensation rates, design of compensation packages and other related compensation and benefits projects.
• Advises department directors, managers, supervisors, and employees on interpretations of compensation, benefit and leave of absence policies and practices.
• Manages benefits program design, compliance, communications and administration; oversees annual benefit renewals, annual open enrollments, and discrimination testing.
• Ensures the smooth delivery of benefits plans coverage and employee issue resolution.
• Conducts benchmarking of benefits program to assess competitiveness. Plans, develops, and/or participates in surveys. Analyzes results of surveys and develops specific recommendations for review by management.
• Implements an education/communication strategy to maximize employees’ understanding and value of the benefits programs.
• Manages retirement plans including non-ERISA 403(b), ERISA 401k & defined benefit program.
• Manages benefits vendor relationships including negotiations.
• Responsible for organization’s compliance with federal, state, and local legislation with regard to all compensation and benefit policies and practices.
• Ensures regulatory and legal compliance (ERISA, COBRA, ADA, HIPAA, FMLA, DOL & IRS regulations) and maintains plan documents, summary plan descriptions, and master system of records.
• Keeps informed of new trends, developments, laws, and regulations related to the administration of compensation and benefits.
Leave of Absence Administration
• Oversight of organizations absence management function.
• Ensures maintenance of accurate records and reporting of employee leaves in full legal compliance, including reporting of leave data and trends including current leaves, returns from leaves, and intermittent leave implications to senior leadership
• Ensures highest level of customer service with employees and provides responsive support throughout LOA process.

QUALIFICATIONS AND REQUIREMENTS:
• Bachelor’s degree in human resources, Business Administration, Finance, or related field required. Master’s degree in business or related field preferred
• Minimum 7 years of compensation, benefits and payroll experience required with at least 5 years managing people.
• CCP certification preferred
• Knowledge of fundamental payroll concepts
• 7+ years’ experience leading, developing, and executing Total Rewards Strategy (compensation, benefits, and recognition)
• Experience in articulating a vision and compelling Total Rewards Value Proposition for a highly successful business scaling for growth.
• Robust analytical and strong strategic agility, vision, and organizational savvy in all aspects of Total Rewards
• Demonstrated ability to create a compensation structure
• Proven history/record delivering results from a Total Rewards vantagepoint.
• Adept experience working with business leaders to understand their needs to inform the Total Rewards strategy.
• Strong business and financial acumen and current on HR technology
• Familiarity with enterprise HR data systems; ADP Workforce Now knowledge preferred
• Strong interpersonal, communication, organizational, and administrative skills
• Highly collaborative, with a strong desire to support, enable, and coach others
• Proficient in Microsoft Office software and tools, including advanced Excel
• Strong attention to detail, with excellent analytical skills
• Strong sense of urgency, with demonstrated ability to work under tight deadlines and prioritize multiple activities
• High integrity with proven ability to handle extremely sensitive and confidential information
• Demonstrated track record of being a self-starter, with the initiative and perseverance to deliver
results
• Application of analytical and problem-solving skills
• Project management and process improvement
• Strategic planning and execution to plan
• Must pass Live Scan (criminal background check via fingerprinting)
• Satisfactory Tuberculosis Test

OTHER RESPONSIBILITIES:
• Maintain highest degree of confidentiality.
• Comply with organization policies and follow procedures.

COMPENSATION:

• Salary Range $185,000-$200,000

 This is the targeted compensation for the position. A range of factors, including but not limited to; location, skills, experience, will be considered. Actual compensation may vary.