Director of Total Rewards

AbleLight•Watertown, WI

About The Position

The director is responsible for designing, leading, and optimizing a comprehensive total rewards strategy that attracts, retains, and engages team members across AbleLight. You ensure compensation, benefits, wellness programs, workers compensation, and leave of absences programs are competitive to market, fiscally responsible, compliant, and aligned to our Mission, Vision, and Values. This role partners closely with BOD, CEO, and CHRO for executive compensation, the senior leadership team, human resource colleagues, finance team members, M&A leaders, and operational partners.

Requirements

8 + years of progressive HR leadership experience and prior operational expertise
Experience in benefits, compensation, process improvement experience, leveraging technology, M&A, and leading external partners are required.
Experience of collaborating effectively with various stakeholders across an organization including executives and Boards.
Experience designing and implementing systems and processes that scare, are simple, and add value.
High integrity, discretion, and confidentiality are core.
Bachelor’s degree in human resources, business administration, finance, or related field.

Nice To Haves

Experience in IDD or health care field preferred but not required.
CCP, CBP, SHRM-SCP, or SPHR preferred.

Responsibilities

Operational Excellence Works in partnership with the HR Leadership Team and Executive Leadership Team to ensure the total rewards strategy is holistic and integrates all AbleLight offerings and aligns with organizational mission, strategic priorities, and budget realities.
Partners with finance to ensure budgeting, forecasting, and cost modeling occur.
Ensures all compliance standards are met and takes the leadership role with outside partners to meet AbleLight’s needs.
Facilitates, tracks and projects manage across functional work teams to document key processes, ensure simple yet value added systems that provide great team member experience, and track the impact of process improvement efforts over time.
Takes initiative-taking approach that continuous improvement with the goal of increasing the quality, efficiency, and efficacy of our services and programs for our team members.
Leverages data driven insights in decisions making and leverages systems.
As a member of HRLT team, it provides insights to CHRO on strategy and is responsible for strategy execution.
Ensures key HR process and projects run on time, on budget and on target for AbleLight and are aligned to our perspective and strategic priorities.
Process and programs of accountability include workers compensation, LOA’s, benefits, compensation, and health and wellness.
Plays an important role during mergers and acquisitions from Due Diligence through full integration.
Expertise analysis, risks, and implications of harmonization of total rewards.
Ability to design integration paths that preserve critical talent which achieving costs and cultural synergies with a unified rewards framework post close.
Lead job evaluation, salary structure design, and market benchmarking for corporate and leadership positions.
Oversee annual compensation cycles, including annual increases, salary adjustments, and promotional reviews that align with our organizational philosophy.
Conducts pay equity analyses and recommend corrective actions.
Provide guidance to leaders on compensation decisions according to defined practices.
Lead incentive plan design and management process with BOD and ELT.
Recommends, designs, and manages competitive, cost-effective benefits programs (health, dental, vision, retirement, wellness, leave programs, etc.) with AbleLight Benefits Committee.
Lead annual benefits renewal in partnership with outside consultants and cross functional team to ensure high-quality and fiscally responsible offerings.
Oversees leaves and workers compensation programs.
Oversee benefits compliance, including ACA, ERISA, FMLA, COBRA, and other regulatory requirements.
Evaluate and implement wellness initiatives that support employee well-being and organizational culture.
Recommend new programs or enhancements that support employee engagement and retention.
Oversee HRIS functionality related to compensation and benefits and ensures processes are simple, value added and leverage full functionality.
Use data to inform decision-making, including cost modeling, forecasting, and reporting.
Ensure accuracy of employee data and support audits as needed.
Maintain compliance with federal, state, and local regulations related to compensation, benefits, leaves and workers compensation.
Develop and maintain policies, procedures, and documentation for total rewards programs.
Partner with Finance and Legal teams on audits, reporting, and risk mitigation.
Align the passion and talents of others and create an environment where individuals and teams can thrive.
Empower leaders, teams, and promote collaboration with operational and functional leaders.
HR Goal Planning process and monthly status updates Attract and hire leaders welcoming, onboarding, and mentoring new leaders on the team.
Develop your team by coaching in the moment, identifying training and development needs and programs as part of Quarterly Connections.
Facilitation of regular meetings and assuring required training are completed and documented for the support of People We Serve (PWS) and quality, compliance expectations.
Show recognition and appreciation.
Remove barriers, achieving results, and high levels of employee engagement.
Actively supports quality through preparation and participation in state licensing survey as required and specifically in walk-though, exit meetings, and responses required.