Director of Compensation & Benefits

• Leads administration of employee benefits plans and programs such as retirement, medical, life, short and long term   disability, etc.
• Responsible for assessing, developing and implementing employee benefits programs on an enterprise-wide basis which impact employees across various levels (executive, exempt/non-exempt, hourly etc.) and state locations.
• Monitor benefits usage and trends and recommend plan changes as appropriate to ensure the benefits programs are competitive, cost effective, and consistent with corporate goals and perceived as valuable to employees.
• Evaluates and compares existing company benefits with those of other employers by analyzing other plans and surveys, then analyzes results of surveys and develops specific recommendations for review by the management team.
• Develops census data and solicits insurance companies for quotes, evaluates all information, and then makes recommendations to management. 
• Develops company cost information for new benefit plans and makes recommendations to management concerning sharing of cost between employer and employee.
•  Prepares and executes, with legal consultation, benefit documentation such as SPD’s, plan documents, and communication materials.
•  Assures compliance with provisions of Employee Retirement Income Security Act.

• Oversee the administration of the base salary program to ensure internal and external equity.
• Plan, develop and implement new and revised compensation programs, policies, guidelines and procedures recommending plan revision as well as new plans which are cost effective and consistent with compensation trends and corporate objectives.
• Advise on pay decisions, policy and guideline interpretation and job evaluation including the design of creative solutions to specific compensation-related programs.
• Direct the administration of the position classification and compensation administration program.
• Lead all efforts related to the development and ongoing management of job descriptions, pricing and communication efforts.
• Identify and provide guidance in the participation of applicable industry surveys.
• Advise management and HR Leaders on compensation actions for employees including the annual merit increase budget and out-of-cycle increases.
• Develop an effective communication approach to ensure compensation programs are fully understood by all. Keep apprised of federal, state and local compensation laws and regulations in order to ensure Company compliance.

•  Analyze and direct all functional related activities within the scope of the Human Resources Information System. Accountable for ensuring continuity and successful delivery of functional services to users throughout the organization.
• Work with IT resources to develop a company wide HR systems strategy to include maintaining, developing and implementing HR related computer systems. Manage the day-to-day operations maintaining the accuracy and integrity of HR systems, create and maintain reports.
•  Promote proactive approaches using the HRIS to solve business needs/problems, while also enhancing the understanding and acceptance of the HRIS capabilities. Negotiate priorities and support requirements with the IT department and functional staff at the field locations.
• Oversees investigation and recommendation of new technology to enhance human resources services provided to region.  Develops strategies to utilize technology to improve efficiency and accuracy of human resources related activities. Employs system upgrades or implementations.
• Communicate with both technical and non-technical users.
•  Lead the review, testing and implementation of HRIS system upgrades and maintenance.

• Monitors effectiveness of payroll processing and related activities, including training and evaluation of payroll staff.
• Solves problems concerning payroll, enforces payroll policies and initiates changes in work assignments or processing to improve efficiency.
• Maintains necessary payroll vendor relationships.

Personal and Professional Qualifications

• A Bachelor’s degree is required, Master’s degree is preferred.
• Broad-based Benefits, Compensation & HRIS management experience required.  
• Strong analytical and project management skills.
• Experience in processing or managing payroll preferred.
• Experience in leading and integration of multiple locations preferred.
• Excellent interpersonal skills, strong oral and written communication skills, customer service focus, selfmotivation, and ability to perform multiple tasks with minimum supervision.
• PHR/SPHR preferred; CEBS or equivalent certification preferred.
•  Ability to adapt to changing priorities and respond to problems creatively

• An active, fact-based management approach. 
• Strong results orientation.
• Cross-company teambuilding capability.
• Ability to develop ideas and bring about change.
•  Ability to work independently and collaboratively.