Vice President, Total Rewards

Reporting to the Executive Vice President-HR/Chief People Officer, this position is responsible for overall design, implementation, communication, and administration of the organization's compensation and benefits programs and payroll function. This position also ensures that compensation, payroll and benefit programs and organization support the organization's strategic objectives and meets all legal and regulatory requirements. This role manages a service-oriented team of compensation, benefits, payroll and HRIS professionals dedicated to providing a competitive total rewards program.

Oceans Healthcare (the “Company”) will make reasonable accommodations to "otherwise qualified individuals."

Essential Functions:

Total Rewards Oversight Management:

• Responsibility to lead and oversee all of Ocean’s Total Rewards functions and program, including compensation, payroll/HRIS and employee benefit programs (health, welfare and retirement programs, recognition and rewards programs).
• Responsible for the evaluation, design and execution of all employee benefit programs, compensation/salary administration guidelines and compensation philosophy aligned with culture and in support of organization goals.
• Evaluates and managements development of new positions, job descriptions, creates job ranges, and grade levels.
• Develop standardized processes and effective controls for each function within the Total Rewards organization.
• Reviews and analyzes operational and sales incentive plans for effectiveness annually. Compares against market to ensure competitiveness. Works with and supports efforts with Accounting & Finance for forecasting, reconciliation and incentive plan payouts.
• Manages and ensures cost-effective implementation of total rewards and recognition programs
• Directs and oversees Compensation and HRIS staff in the analysis of market data, salary structures and competitive salaries within other companies.
• Leads, directs and oversees all Payroll administration, audit/compliance and processing requirements.
• Actively leads/supports improvements through more effective deployment of technology and processes. Partners internally with various organizations to leverage HR data. Ensures timely and effective management of a variety of legacy systems.
• Participate in national compensation surveys and utilize the results to continually monitor the competitiveness of Company programs.
• Responsible to evaluate all Total Rewards due diligence and design, recommend and integrate approved plans to ensure all are fully optimized and aligned to engage, attract and retain acquired talent.
• Keeps abreast of market and industry best practices, regulatory changes, technology advancements and, as a result, recommends and implements approved paths for most effective methods to operate and support the organizational requirements.
  
  

Plan & Program Management:

• Responsible for evaluating all benefit (health & welfare, retirement, ancillary, etc.) programs, proposing/recommending necessary modifications, and ensuring achievement of competitive market position and other goals identified by the organization.
• Manages and evaluates consultants, benefits vendors, to ensure deadlines are met and negotiates competitive rates.
• Ensures benefit programs support the Company’s strategic objectives by remaining knowledgeable of the key business goals
  
  

Team Leadership:

• Build, develop and sustain a top talent Total Rewards team.
• Assess current talent and ensure A player direct reports in place to support the function.
• Ensure accountability and follow-through for each team member on projects, performance, and support for the organization.
• Ensures team and individual collaboration across the enterprise, as necessary, to support goals and objectives.
• Provide coaching and mentorship to develop team members, ensure succession planning in place, and develop a strong bench of talent for key roles.
  
  

Attract & Retain Talent

• Evaluates the compensation and benefits programs to improve the organizations’ recruitment and retention efforts.
• Ensures that Total Rewards team is engaged, informed and works effectively as a team to ensure attraction and retention of top talent.
  
  

Strategy & Communication:

• Develop and design strategic Total Rewards plan and communicate compensation, benefit and payroll programs and administration both nationally and in the local markets.
• Communication and influencing responsibilities include but are not limited to:
• Partners with the CPO, brokers/vendors and Communications team to develop, negotiate, execute, and communicate key benefits and compensation programs.
• Provide counsel to field HR Directors, Administrators, Company Leaders, and Talent Acquisition team members regarding compensation issues.
  
  

Compliance

• Oversee the company's Payroll and Benefit programs and ensures the Company is in compliance with all payroll, timekeeping, compensation and benefit laws and regulations.
• Understand and comply with all requirements of the Fair Labor Standards Act and DOL Wage & Hour requirements.
• Comply with applicable legal requirements, standards, policies and procedures including, but not limited to the Compliance Program: Code of Conduct, HIPAA and Documentation Standards.
• Exemplifies, and is a champion of, the Company’s core convictions.
• Other duties, as assigned.
  
  

Requirements

Educational / Experience Requirements:

• Bachelor’s Degree required.
• A minimum of 5 years of Human Resources Total Rewards & Payroll leadership experience required.
• Expert knowledge of analytical reporting, report interpretation, and HR organizational, federal, state and local compliance requirements.
• Proven track record applying subject matter expertise (technical skills) to address a core business need and developing a process/system/solution, as well as applying collaboration and influencing skills, to deliver repeated/scalable positive results.
  
  

Qualifications / Skills:

• Strong interpersonal skills, judgment, and an ability to collaborate with and influence executives, managers, and the general associate population.
• Experienced with broker and insurance negotiations; health & welfare plan trends and plan design modeling’ and payroll audits, controls, compliance establishment and monitoring requirements.
• Excellent strategic, consulting and process thinking abilities.
• Ability to simplify complex issues and take a pragmatic approach to organizational deliverables. Ability to architect and implement large change and operate easily between concept and operation.
• Exceptional organizational and multi-tasking abilities.
• Critical thinking to translate business needs into HR strategies; and translate HR strategies into specific goals, actions, and deliverables.
• Strong business acumen, thought and personal leadership skills.
• Oral Communication - speaks professionally and persuasively in positive or negative situations; listens and ensures clarification; Responds well to questions; Demonstrates exceptional group presentation skills.
• Written Communication - writes clearly and informatively; Varies writing style to meet needs.
• Teamwork - balances team and individual responsibilities; Contributes to building a positive team spirit. Coaches, counsels, and mentors staff as required.
• Must be able to wear simultaneous “hats” manager, coach, counselor, author, team-builder, trouble-shooter, facilitator, trainer, etc.
• Views individual and team development as a strategic imperative and is committed to ensuring their continuous growth and development.
• Leadership - displays passion and optimism; Inspires respect and trust; mobilizes others to fulfill the vision.
• Cost Consciousness - works within approved budget, and conserves organizational resources.
• Managing Change: The ability to demonstrate support for innovation and for organizational changes needed to improve effectiveness, including initiating, sponsoring, and implementing organizational change as well as helping others to successfully manage change.
• Results and resolution-oriented and thrives in a fast-paced environment.
  
  

Work Environment:

Office environment (in-office); some limited work from home potential;Occasional travel may be required, as necessary.

Subject to many interruptions. Occasional pressure due to multiple calls and inquiries. This position can be high paced and stressful; must be able to cope mentally and physically to atmosphere. Work require spending approximately 90% or more of the time inside a building that offers protection from weather conditions but not necessarily from temperature changes.