Working as an integral part of the HR Team, compensation and benefits managers are a vital role in any company. Looking after the team members best interests, they implement rewards and benefit policies in companies from medical insurance to retirement plans and will be involved in administrating them all.
This position is also responsible for developing and implementing the corporate benefits and compensation strategy and programs to assist with attracting, retaining and engaging team members by performing the following duties.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.
Plans and directs implementation and administration of employee benefit programs such as health insurance, disability insurance, life insurance, employee assistance, retirement, and other plans.
Works with Senior Vice President of Human Resources to prepare and communicate information regarding benefit and compensation programs, procedures, changes, and government-mandated disclosures.
Analyzes and evaluates services, coverage, and options available through insurance and investment companies to determine programs best meeting needs of the enterprise. Keeping in mind that other company sites may have custom needs.
Directs and guides HR staff to answer benefit questions, resolve problems related to access to or payment of benefits, orient newly eligible team members, and process enrollment, and changes.
Directs maintenance of team member benefits data in automated human resources information systems.
Coordinates transfer of data to external vendors, plan providers, auditors, and consultants.
Negotiates and contracts with brokers, benefit plan providers, auditors, and consultants for services, premiums, and plan administration.
Recommends benefit plan changes to senior leadership.
Audits benefit plans for compliance with government regulations.
Maintains knowledge of and analyzes government regulations, benefit program trends, and prevailing practices among similar organizations.
Analyzes company compensation policies in relation to government wage and hour regulations, prevailing rates for similar jobs in comparable industries or geographic areas, and recommends changes as appropriate to establish and maintain competitive rates.
Analyzes organizational pay practices and makes recommendations for salary changes to ensure equity.
Directs preparation of job descriptions for positions in organization.
Conducts job analysis to determine appropriate salary level according to compensation guidelines and policy.
Advises leadership on compensation actions for employees.
Recommends special compensation programs or incentive systems for all employees or for specific groups to support the organization's objectives. This includes working with SVP of HR to prepare updates and presentation to the compensation committee and BOD.
Participates in development and administration of performance review system to ensure compliance with salary administration guidelines.
Leads Benefits Administrator to ensure effective overall administration of benefits and compensation programs. Provides coaching, counseling and developmental feedback to manage performance.
Ability to read, analyze, and interpret the most complex documents.
Ability to respond effectively to the most sensitive inquiries or complaints.
College level mathematical skills including the ability to apply advanced mathematical concepts including statistical analysis.
Ability to apply principles of logical or analytical thinking to a wide range of intellectual and practical problems
EDUCATION and/or EXPERIENCE
Bachelor's Degree in Business Administration/Organizational Development
Minimum five years experience in employee benefits, compensation or human resources management
Knowledge of benefits administration, including Section 125 regulations, COBRA, FMLA, HIPAA, IRS regulations
Knowledge of compensation administration, including FLSA and DOL regulations
CEBS or CBP or CCP certification
CERTIFICATES, LICENSES, REGISTRATIONS
CEBS, CBP and/or CCP accreditation
PHYSICAL DEMANDS/WORK ENVIRONMENT The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Usual office environment with frequent sitting, walking, and standing, and occasional climbing, stooping, kneeling, crouching, crawling, and balancing.
Frequent use of eye, hand, and finger coordination enabling the use of office machinery. Oral and auditory capacity enabling interpersonal communication as well as communication through automated devices such as the telephone.
Ability to travel occasionally both domestic and international.
Occasional: activity exists less than 1/3 of the time.
Frequent: activity exists 1/3 and 2/3 of the time.