Senior Director, Total Rewards and HRIS

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Company Overview

S&S Activewear is the leading wholesaler to the apparel and uniform market in the United States and Canada. Since 1988, we’ve provided high-quality, imprintable apparel to our broad wholesale customer base. We offer high-quality apparel that allows your customers to express their creativity through wearable art through concert merchandise, school & team apparel, marathons and fun runs company stores, theme park gift shops and everyone in between!

We offer more than 100 brands, including Adidas, Champion, Columbia, Dickies, Fruit of the Loom, Gildan, Oakley, Richardson, Tommy Hilfiger, etc.

We have grown from a successful midwestern t-shirt and fleece distributor into an industry leader with approximately $2.5 billion in annual sales. In March 2021, Clayton, Dubilier & Rice (“CD&R”) acquired S&S Activewear. CD&R believed S&S to be a leading distribution platform with sustainable competitive advantage following significant strategic investments in its geographic reach, people, and technology.

POSITION SUMMARY:

The Sr. Director, Total Rewards and HRIS, is responsible for the strategic leadership and direction of the Total Rewards, including Payroll, and HRIS functions at S&S Activewear. The position reports to the Chief People Officer. Responsible for all compensation programs, Executive and General. Develop and lead the Company’s comprehensive strategy for Total Rewards and HRIS using compelling and equitable compensation, benefits, and people analytic programs aimed at attracting and retaining world-class talent in a competitive environment and across multi-disciplines.

Schedule

Monday-Friday, Full-Time, Exempt

Remote Available

JOB RESPONSIBILITIES:

• Provide strategic direction, planning, and requirements to execute the design, implementation, communication, and administration of the company's compensation programs, including annual short- and long-term incentives and executive compensation with presentations to the Compensation Committee of the Board of Directors.
• Continuously evaluate the effectiveness of our rewards programs to ensure they are aligned with our business and talent strategies and monitor market trends to make recommendations for changes, as appropriate.
• Partner with the CEO and the Chief People Officer on key initiatives and critical decision points for all Total Rewards initiatives.
• Provide Total Rewards overview to the Compensation Committee of the Board of Directors as directed by the Chief People Officer.
• Design and implement effective and growth based Executive Compensation, General Compensation, Sales Incentive Plans and Programs to ensure that S&S Activewear remains competitive in the labor market to retain and attract top talent.
• Evaluate job descriptions and conduct job evaluations to determine appropriate salary grades and pay ranges.
• Analyze existing compensation data to identify trends, issues, and opportunities for improvements.
• Collaborate with HR business partners, recruiters and hiring managers to ensure consistent and fair compensation practices.
• Ensure immediate and long-term compensation plans are aligned with the strategic plan of the organization and tied to individual performance.
• Continuously optimize compensation and benefit initiatives that are aligned to increased employee engagement and overall satisfaction of health and wellness offering.
• Partner with the HRLT to successfully and seamlessly administer S&S’s annual performance review process.
• Oversee company-wide rewards and recognition programs.
• Serve as HR’s budget owner and coordinate with Finance on budgetary requests.
• Develop and lead strategies to create and maintain job structures and families for all positions.
• Create direct link with all succession planning and career development initiatives, where applicable.
• Benchmark activities across all areas of rewards to elevate our understanding of our compensation competitiveness and evolve it over time to meet the changing landscape of Total Rewards including executive compensation and target incentive designs and programs.
• Influence stakeholders with competing priorities and differences of opinion towards a common goal and solution, enabling decision making and a plan for execution.
• Partner with our Finance, Operations and Sales teams on annual compensation planning and budget process.
• Forecast and propose a long-term compensation and equity strategy roadmap that is competitive in the marketplace while keeping in mind S&S’s yearly budget guidelines.
• Lead all efforts current efforts to effectively maintain the HRIS and any future new systems implementations or upgrades.
• Set vision and strategy for HR Analytics discipline including research and analyses on a broad spectrum of employee issues: diversity, retention, compensation, leadership development, learning and development and other key areas.
• Lead all HR data set initiatives and establish guidelines to include the monthly HR Dashboards and other ad hoc or formal HR reporting requirements.
• Drive employee data literacy in all levels of leadership.
• Ensure timely processing of payroll and functionality of ADP to maximize efficiencies.
• Provides broad governance and leadership of retirement programs, including fiduciary oversight of the US 401k plan, and interfaces with providers, brokers, auditors.
• Demonstrate an inclusive leadership style with an emphasis on results and developing high performing team members.
• Leads a team of resources primarily focused on compensation, benefits, HR Operations, HR Technology & Payroll, developing their technical knowledge and building a center of expertise for S&S.
• Continuously develop, engage, and coach all members of the teams in alignment with their professional aspirations and business needs.
• Ensure effective recruiting, onboarding, professional development/training, performance management, and retention to drive results and improve engagement.
• Be an effective cross-functional partner and have a thorough understanding of their needs and what it will take to meet/exceed their expectations.
• Develop and leverage collaborative relationships with other senior leaders throughout the organization to build credibility and strong partnerships.

QUALIFICATIONS & REQUIREMENTS:

• 10+ years’ experience in Compensation and/or Total Rewards leadership; preferably in companies that have 500+ employees.
• Certified Compensation Professional (CCP) required. SHRM-SCP or SHRM-CP preferred. Certified Benefits Professional (CBP) preferred.
• Experience developing innovative compensation, wellness, and benefit plans, and working with the Compensation Committee of the Board of Directors to gain agreement.
• 7+ years' experience in leading HR Operations/HRIS.

Other

• Data-driven with a strong ability to analyze data, turning data into insights, and action plans aligned with company goals.
• Excellent problem-solving capabilities and judgment; ability to make sound decisions independently; solutions oriented.
• Ability to anticipate market trends, "see around corners", and take proactive steps to mitigate risk and/or maximize opportunities.
• Strong analytical and project management skills, proven ability to design and communicate clear processes, and a detail-oriented yet flexible approach to problem solving.
• Impeccable discretion when handling sensitive and confidential information.
• An empathetic leader, skilled at continuously raising the talent bar.
• Strong bias for action and not afraid to "roll up your sleeves".

Qualifications

• Bachelor's degree or equivalent experience in Human Resources, Business Administration, Finance, or related field
• Previous experience in compensation analysis or related HR field preferred
• Strong analytical skills with the ability to interpret and present data effectively
• Knowledge of compensation principles, practices, and regulations
• Advanced skills in MS Excel and other data analysis tools
• Excellent communication and interpersonal skills
• Ability to work independently and collaboratively in a fast-paced environment
• Attention to detail and accuracy
• Certified Compensation Professional (CCP) designation is a plus
• Familiarity with HRIS and compensation management software is preferred

Physical Demands

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. While performing the duties of this job, the employee is regularly required to talk or listen.

Working Environment

This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines. Reasonable accommodation may be made to enable people with disabilities to perform the essential functions.

S&S Activewear welcomes people of all backgrounds and experiences and are committed to creating a diverse culture and supporting human growth. We are proud to be an equal opportunity employer and are committed to providing equal opportunity for all employees and applicants. We conduct business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. Our policy is to recruit, hire, train, promote, assign, transfer, and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons. S&S participates in E-Verify and will provide the federal government with your Form I-9 information to confirm you are authorized to work in the U.S. This job offer is contingent upon the completion of a satisfactory background check.