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Director of Total Rewards (fully remote)
Inframark
Reporting to the Vice President of Human Resources, this is a diverse and exciting position responsible for managing all aspects of Inframark’s Total Rewards programs, including recommending, developing and implementing health/welfare benefits and retirement plans; communication and implementation of pay standards and compensation plans; and other programs and policies that are in support of employee engagement/well-being and the organization’s strategic goals. This is a strategic role which serves on the HR leadership team, but also a very hands-on role working with a close knit and highly service oriented total rewards team to deliver a multitude of key programs to the business and to our employees.

RESPONSIBILITIES

- Partners with the VP, Human Resources and senior leadership to develop and implement strategic total rewards programs. Ensures that compensation and benefits programs remain competitive and are aligned with company strategy.
- Manages all aspects of all Benefits (including health and retirement) and Compensation programs, including: interpreting and advising managers and employees on policies/plan rules; resolution of escalated claims or service issues; managing third-party vendors and consultants; financial modeling and budgeting; communication and training; regulatory compliance and administrative accuracy/efficiency.
- Conducts ongoing research into emerging trends, issues, legal/regulatory requirements and best practices pertaining to benefit plan design, mandatory programs, and compensation practices.
- Works in partnership with external vendors and consultants in both compensation and benefits arenas to ensure the company is positioned competitively and stays current on trends/changes. Monitors and manages service levels from vendor partners.
- Develops and executes a comprehensive communications/training strategy for compensation and benefit programs, for both employees and managers, and identifies opportunities for the company to improve employee engagement through these means.
- Develops and manages initiatives around employee recognition, including service awards, spot bonuses and other programs to maximize retention through engagement
- Contributes to initiatives such as career development, diversity & inclusion, engagement and other intangible elements of the employee experience to position Inframark as an employer of choice.
- Plays a critical role in the due diligence process and post-close integrations or harmonization of all compensation and benefit plans for new mergers and acquisitions.
- Participates in or supports union negotiations for health and welfare benefit plan designs in support of the overall corporate and labor strategy.
- Supports business development and organic growth through compensation and benefits assessments and proposed solutions that form part of labor/project costing.
- Provides leadership to the team of compensation and benefits analysts and coordinators, ensuring excellent customer service and quality output through effective coaching and performance management. Resolves escalated disputes and communicates in cases that cannot be routinely handled by members of the total rewards team.
- Ensures compliance with laws and regulations that govern all programs, including HIPAA requirements; PPACA reporting, tracking and funding requirements; preparation of 5500s; distribution of required materials such as SPDs, SBCs and SARs; etc. Ensures timely and accurate EEO filings and Affirmative Action Plans are developed. Monitors compensation program for pay equity. Ensures compliance with Prevailing Wage as required. Serves as HIPAA Privacy Officer.
- Leads processes, planning, logistics and communications related to Annual Renewal/Open Enrollment and other cyclical events like Wellness Campaign, Bonus Payments, Merit Increases and 401(k) Audit/Testing.
- Performs maintenance and continuous improvement of compensation program/structure, including: job descriptions, pay grades/FLSA status, market benchmarking, reporting, executive compensation and merit and bonus programs.
- Oversees Leave of Absence administration, including: vendor management; tracking and reporting; payroll updates; FMLA and Return to Work matters.

Education/Experience: BA/BS in Human Resources, Management or related degree or equivalent work experience. 10+ years progressive experience in a compensation and/or benefits leadership role. Demonstrates advanced knowledge of general HR practices, and specifically compensation and benefits principles and best practices. Experience managing self-funded healthcare plans and defined contribution retirement plans is essential. Experience with prevailing wage or unions a plus.

Licenses/Certifications: Valid Driver’s License. (S)PHR/SHRM-(S)CP, CEBS or CCP/World at Work certifications preferred.

Technical: Advanced proficiency with Microsoft Office applications (especially Excel), HRIS systems & internet.

Communication: Communicates clearly & professionally. Contributes to a positive internal & external customer experience. Maintains composure in challenging situations. Collaborates with others. Asks for constructive feedback. Promotes a culture of diversity, respect & accountability. Challenges other through productive discussion.

Problem Solving & Quality : Pays attention to detail and can work rapidly yet accurately in a fast-paced environment. Strong business and financial acumen. Identifies & solves complex issues with critical thinking and a drive toward root cause resolution. Thinks “big picture” when assessing problems/opportunities. Develops innovative & creative solutions. Confident making decisions with ambiguity. Promotes a continuous improvement mindset.

Managing for Results: Follows all company policies & SOPs. Delegates, prioritizes & manages the work of others. Balances competing priorities, scheduling issues & deadlines. Delivers effective feedback. Manages cost, quality & expedience. Makes customer service a priority. Proven project management skills and experience handling a complex project from conception through to execution.

Leadership & Initiative: Motivates & empowers others. Acts in accordance with company vision, mission & values. Takes accountability for own performance. Willing to take on additional assignments. Seeks out opportunities for leadership & development, including contributing time and thought leadership externally to relevant community or industry organizations. Trains, coaches & mentors others. Champions change.
 
 
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