Senior Director, Total Rewards

Compensation Range:

Annual Salary: $98,472.00 - $150,172.00

Position Summary

The Sr. Director Total Rewards reports to the SVP, Chief Human Resources Officer (SVP, CHRO) and plays a crucial role in identifying and advancing total rewards strategies. With strategic leadership, it leads the design, development, implementation, and delivery of National University Compensation and Benefits strategy.  Influences and drives NU Compensation and Benefits philosophy, principles, framework, methodologies, processes, and guidelines, enabling effective and successful program delivery. Utilizes deep analytical, problem-solving, and influencing skills as well as collaborating with senior leadership to share trends, risks, and recommendations to position NU as an employer of choice.

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