Vice President – Total Rewards

Vice President – Total Rewards

Requirements

• Bachelor’s degree or equivalent combination of education and experience.
• At least 15 years of progressively responsible experience leading and managing Compensation and Benefits departments in a large, complex organization.
• Demonstrated ability to successfully structure compensation and benefits packages and measure effectiveness.
• Experience creating road maps, crafting an effective narrative or business case for executive decision-making, and influencing and persuading senior leaders.
• Knowledge of government regulations as they apply to compensation and benefits offerings, company policies, and procedures.
• Demonstrated ability to collaborate with key stakeholders (internal and external) to provide guidance and direction on various compensation or benefits best practices; and to create consensus, influence change, and move others toward a common goal across all levels of the organization.
• Ability to define problems, collect data, establish facts, and draw valid conclusions. Excellent analytical, quantitative, project management, problem solving and consultation skills.
• Experience in vendor management and demonstrated results-oriented project management experience required.

Responsibilities

• Develop, design, and implement new benefit, compensation, recognition, and retention programs, policies, and procedures to be responsive to Red Cross strategies and competitive practices to support organizational objectives.
• Review and assess the effectiveness of current benefit, compensation, recognition, and retention programs to ensure objectives are being met and recommend/implement changes as appropriate, such as opportunities to consolidate, eliminate and/or develop new or revised compensation policies and programs to support new and competitive market practices and trends.
• Partner closely, communicate proactively, and provide consulting expertise to the rest of the Human Resources team, regarding all Total Rewards matters, to maintain the organization’s ability to attract, retain and motivate top talent. Proactively communicate programs to key stakeholders and employees in general to ensure employees understand and take advantage of the Red Cross’s Total Rewards Strategies.
• Build, lead, develop, and mentor a high performing and engaged team of 20 expert Total Rewards professional, including two direct reports, who work collaboratively across HR and the Red Cross to deliver excellent customer service and programs aligned with organizational objectives.
• Manage direct budget of $3m and an indirect budget of approximately $10m in vendor management; and a benefits portfolio of $250m benefit program spend. Monitor activities to stay within established Total Rewards budgets, working closely with Finance to forecast and monitor organizational operation’s budgets related to benefits, compensation, recognition, and retention programs.
• Interface with key external 3rd party vendors (e.g., health providers, insurance carriers, consultants, etc.) to ensure programs are cost-effective, legally compliant, and appropriately administered to give employees the best customer experience. Monitor performance, ensure deliverables are met, and resolve issues as appropriate.
• Responsible for recording keeping, compliance and ensuring data and reporting on all benefits, compensation, recognition and retention programs for proper governance and oversight including to executive management, oversight committees, the Board of Governors, auditors, and external government agencies.
• Interface with Board of Governors’ Compensation and Management Development Committee and its independent external compensation consultant on benefits and compensation matters.
• Improve communication/education on all Total Rewards matters, as well as streamline/automate administration. Drive process and continuous system improvements to ensure on-going service excellence and effective administration.
• Remain current on industry benefits, compensation, recognition, and retention practices and changing legal issues, assessing and communicating potential impact on the business, along with providing recommendations/solutions to address any concerns. Oversee market research/analysis to determine or support changes in current pay plans/programs to remain competitive in our markets and ensure internal consistency.
• Update and analyze data on at least an annual basis to ensure competitive market posture and ensure internal fairness and equity in administration. Stay abreast of legislative changes in benefits and compensation on a national, state, and local basis as needed.
• As a senior member of the HR leadership team, actively participates in and/or leads, various HR projects and initiatives serving as the HR executive liaison with c-suite executives, business unit presidents, and other key executive leaders within the business.

Preferred Qualifications

• Certified Employee Benefits Specialist (CEBS), Certified Professional and/or Certified Compensation Professional (CCP).
• Experience working with Labor Unions required, as well as in an organization with a broad range of employee populations (e.g., client/service facing, manufacturing, corporate, etc.) desired.