Essential Functions

Leads in the design and implementation of benefits administration and compliance, including retirement and wellness programs. Designs compensation and benefits policies, services, and strategies. Makes recommendations, and prepares proposals, creates a multi-year strategy/roadmap for new and improved programs based on institutional need and/or governmental changes. Serves as a Compensation and Benefits Subject Matter Expert (SME) and stays informed of current industry trends to make data-informed, strategic recommendations. Execute strategies and programs designed to achieve business and HR goals. Manages the analysis, upkeep and communication of records required by law or local governing bodies, or other departments in the University. Analyzes data, prepares reports, and makes recommendations for SVP, CHRO to present to various groups across the university including the president, University Leadership Council and Board of Trustees (BOT). Collaborate with all Centers of Excellence (COEs) of the HR team, providing guidance to internal HR team members with direct oversight of compensation, benefits, advice on resolutions relating to salaries, job classifications, job content, and benefits program. Ensures compliance with all State and Federal regulations relating to the management of employee benefits and compensation, confidentiality, and related issues. Leads and supports the policies and procedures related to compensation and benefits. Uses data analytics to assess the effectiveness of the university’s compensation and benefits programs. Ensures adequate controls, compliance reviews and audits in place for Compensation and Benefit programs. Execute strategies and programs designed to achieve strategic business and HR goals. Other duties as assigned. Supervisory Responsibilities Supervise a team of Benefit and Compensation Analysts and Specialists. Supervisor duties include: Leads and mentors a team of total rewards professionals. Screens applications, interviews candidates, and make final determination on individuals for hiring. Trains in all aspects of the position. Delegates tasks and provides effective directions to team members to produce substantial business results. Independently provides weekly, quarterly, and annual performance feedback to include performance evaluations. Makes recommendations for salary and merit increases, promotions, and reclassifications. Determines corrective action as needed for direct and indirect reports. Requirements: Education & Experience: Bachelor's Degree in HR or business-related field; master’s degree strongly preferred. 12+ years HR related experience with 5+ years’ experience in a strategic and supervisory HR role. Certified Compensation Professional (CCP) and Certified Employee Benefits Specialist (CEBS) designations strongly preferred. Experience in higher education preferred. All skills, abilities and education will be considered for minimum qualifications. Competencies/Technical/Functional Skills: Acts as a role model. Anticipates and plans for change. Communicates vision to the team. Ability to lead, direct and/or influence others to obtain results using a wide degree of creativity and latitude. Working knowledge in building teams. Ability to lead large functional teams across functional projects. Ability to understand, diagnose and plan for business issues, processes, structure, outcomes, and profitability. Understands the implications of decision and actions, including a deep understanding of overall big picture of the business; able to take an idea from concept to reality. Aptitude to drive towards achieving measurable and challenging goals to support organizational success. Demonstrate the ability to focus on achieving results consistent with the organization’s objectives. As a leader, develops goals based on the organization’s vision, mission and strategic goals and objectives. Actively seeks opportunities to influence and build effective relationships as well as gain alignment with peers, functional partners, and/or external partners to accomplish business objectives. Expert at designing, developing, and implementing salary structures from conception to completion, including communicating programs affecting hiring practices and culture. Solid knowledge of external market conditions relates to the organization’s compensation philosophy. Knowledge of State, Federal and local human resources laws and regulations as it relates to compensation and benefits environment such as Fair Labor Standards Act (FLSA), Employee Retirement Income Security Act (ERISA), Skelly Weingarten and other laws/regulations. Partners with external stakeholders and/or vendors, as well as internal groups to implement programs and initiatives designed to elevate the employee experience (rewards and recognition programs, wellness programs, etc.). Demonstrated success in building relationships and influencing leaders, faculty, and staff across the organization to ensure a strong, trusting partnership. Project management experience gathering, organizing, and analyzing complex initiatives with human resources COE’s and university partners. Ability to make sound decisions with urgency under uncertain conditions that require evaluation of alternatives, consequences, and where precedent may not exist. Strong problem-solving skills with the ability to be flexible and adaptable to meet rapidly changing organizational and departmental needs. Ability to work both independently and collaboratively in a challenging environment. Well-developed verbal and written communication skills and ability to present to a group of leaders and employees. Strong organizational skills and ability to multi-task between tactical processes and execution of strategic initiatives. Aptitude for analyzing and interpreting data. Location: Remote, USA Travel: Minimal #LI-Remote .