Senior Director, Compensation, Benefits and HR Systems

Washington D.C., DC, USA
negotiable Expires in 3 days

JOB DETAIL

Summary

The Sr. Director Compensation, Benefits and HR Systems is responsible for designing and implementing an overall rewards program to support the mission and objectives of Save the Children US (SCUS). The Senior Director is also responsible for ensuring that HR-related data is maintained in comprehensive, easily accessible systems that simultaneously serve the needs of the individual employee, managers, and the overall organization. The position ensures compliance with compensation and benefits related government regulations in the US and internationally as well as internal policies and processes. A key responsibility will be managing relationships with outsourced providers, consultants, insurance carriers and other vendors. The Senior Director is a member of the HR Senior Leadership Team and a key business partner in support of overall HR initiatives.   This position reports to the Chief Human Resources Officer and manages a team of compensation/benefit/HRIS staff

 

What You’ll Be Doing (Essential Duties)

Compensation:

  • Develops, implements, and manages SCUS complex compensation programs, policies, processes, and systems support to ensure that we can attract, retain and reward employees and high performing, high potential key staff.
  • Monitors the effectiveness of programs in achieving their stated objective and makes recommendations/changes to further align objective with outcomes; oversees and manages the participation in salary surveys to ensure compensation objectives are achieved
  • Maintainsm , reviews, and updates formal salary range structures to ensure competitive, equitable and cost effective programs; recommends annual market adjustment to salary ranges and annual merit increase guidelines for the organization.
  • Supervises Compensation Team, responsible for:
    • Performing job evaluations and determines appropriate salary grade assignments; also establishes guidelines for new hire salary recommendations.
    • Acting as internal consultant on compensation issues for management staff, recruiting, and business line management.
  • Manages the external compensation consultant relationship to evaluate senior leadership team total compensation packages.
  • Constantly stays appraised of federal, state, local and international compensation laws and regulations, as well as donor regulations in order to ensure compliance.
  • Maintains a consistent structure that regularly reports and manages agency priority of a fair and equitable compensation practice, ensuring that we are leveraging best practices to maintain an environment where all employees are compensated without adverse impact to any particular group, and regularly reporting progress on all identified gaps to senior management.

Benefits

  • Develops a comprehensive benefit strategy for SCUS and oversees related activities to ensure proper administration, competitive position, system support, and cost requirements includes, but is not limited to: retirement plans, health/dental, group benefits (life, disability as well as benefit-related policies (i.e. vacation, sick, holidays, etc.)
  • Supervises Benefits team responsible for
    • Installing approved new plans and changes by preparing announcement material, booklets, and other media for communicating new plans to employees and coordinating with vendors for Summary Plan Descriptions and Plan documents as well as coordinating with the Finance department for tax filings.
    • Assuring agency compliance, supervises preparation of reports and applications required by law to be filed with federal and state agencies, such as Internal Revenue Service, Department of Labor, insurance commissioners, and other regulatory agencies.
    • Reviewing and analyzes changes to state and federal laws pertaining to benefits, and reports necessary or suggested changes to management; coordinates agency benefits, with government sponsored programs.
    • Supervising maintenance of human resources records; supervises maintenance of enrollment, application, and claims records for all benefit plans.
    • Managing the configurations of new benefit options, Open Enrollment, and file transfer in the HRIS.
    • Negotiating and contracting with benefit plan providers, vendors, auditors and consultants for services, premiums and plan administration.
    • Providing timely and accurate responses to employees seeking answers to compensation and benefits related questions.

HR Systems:

 

  • Provides leadership and guidance to HRIS team responsible for:
    • Overseeing the optimization of the HRIS as system of record, reporting, enabling HR administration processes, data analytics, and as a source of ad-hoc reporting to support business initiatives
    • Ensuring that the baseline HR database seamlessly connects with other HR-related systems, including but not limited to Applicant Tracking and Performance Management Systems.
    • Administering the varied HRIS systems by ensuring confidential and appropriate security and access are in place, implementing system enhancements, maintaining all foundational information, managing data integration, and other related tasks.
    • Monitoring all file transfers, data, enrollments and related areas for timeliness, accuracy, completeness, and quality excellence.
  • Partners with HR and other divisional leadership to identify, evaluate and select HR Systems, vendors/providers and ensure effective integration with business systems and vendors as needed.

 

Required Qualifications

  • Minimum 10-15 years’ experience in area of expertise
  • Bachelor’s degree or equivalent relevant experience required.
  • Proven experience leading the Compensation / Benefits / HRIS function of a complex, international, multi-location organization.   .
  • Extensive knowledge and proven experience in salary planning and administration at both staff and executive level, including policies, communications, tools and best practices.
  • Demonstrated skill and knowledge in the collection, analysis and determination of the relative market value and application of quantitative salary and benefit survey data.
  • Extensive knowledge and proven experience working in the employee benefits field, including strategic planning and program design, budget forecasting, cost benefit analysis, administration, vendor management and communications.
  • Track record demonstrating the ability to improve HR systems and enhance operational efficiency.
  • Proven experience selecting and managing external brokers/vendors and other key stakeholders.
  • Strong customer service orientation.
  • Proven ability to lead through collaboration, positive interpersonal skills and a desire to do the right thing.
  • Pragmatic and action-oriented with ability to adapt quickly to changing business conditions and priorities; strong project management skills.
  • Proven success as a highly collaborative leader, with an ability to influence diverse groups to develop rapport, credibility, and consensus.
  • Strong problem solving skills including: initiative to investigate process improvements through research and data analysis; ability to arrive at valid and sound conclusions; ability to make recommendations and action plans.
  • Ability to effectively and appropriately present information to all levels of employees.
  • Thorough understanding of HR practices and principles, including knowledge of applicable state and federal laws associated with the administration of all total rewards programs.

 

Preferred Qualifications

  • Exposure to a non-profit setting preferred
  • Professional certification (CCP, CBP, and/or SPHR) preferred.

 

Why you should join the Save the Children Team

Save the Children US offers outstanding benefits that include health, dental, vision and life insurances, pet insurance, short-term and long-term disability coverage, an Employee Assistance Program, 403(b), generous vacation, personal sick leave, family leave, parental/adoption leave, commuter benefits, dress for your day, and much more.

Click here to learn more about how Save the Children US will invest in YOU!

 

About Save the Children

Save the Children believes every child deserves a future. In the United States and around the world, we give children a healthy start in life, the opportunity to learn and protection from harm. We do whatever it takes for children – every day and in timeof crisis – transforming their lives and the future we share.

Save the Children is committed to conducting its programs and operations in a manner that is safe for the children it serves and helping protect the children with whom Save the Children is in contact. All Save the Children representatives are explicitly prohibited from engaging in any activity that may result in any kind of child abuse. In addition, it is Save the Children’s policy to create and proactively maintain an environment that aims to prevent and deter any actions and omissions, whether deliberate or inadvertent, that place children at the risk of any kind of child abuse. All our representatives are expected to conduct themselves in a manner consistent with this commitment and obligation. Any violations of this policy will be treated as a serious issue.

We provide equal employment opportunities (EEO) to all employees and qualified applicants for employment without regard to race, color, religion, gender, gender identity or expression, ancestry, sexual orientation, national origin, age, handicap, disability, marital status, or status as a veteran. Save the Children complies with all applicable laws. 


Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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