Director of Total Rewards

UMA is a nonprofit healthcare educational institution with a national presence. Headquartered in Tampa, Florida and founded in 1994, UMA offers content-rich, interactive online programs as well as hands-on training at our Clearwater, Florida campus. 

• Medical (including prescription), Dental, Vision (UMA subsidized)
• FSA/HSA (Depending on Medical Plan chosen)
• $50,000 Life Insurance (UMA paid)
• Additional Voluntary Life Insurance (Team Member paid)
• Employee Assistance Program – EAP (UMA paid)
• Long Term Disability (UMA paid)
• Short Term Disability (Team Member paid)
• Supplemental Insurance such as Critical Illness, Accident, and Hospital (Team Member Paid)
• Paid Time Off – 15 days accrued in year 1, 9 holidays, and 1 day of Volunteering Time Off
• 401k (eligible upon completion of 90 days of employment and must be at least 21 years of age)
• Pet Insurance
• Identity Theft Protection

Purpose of the Position:
The Director of Total Rewards supports UMA’s total rewards strategy, communication and execution, with the goal to attract, motivate and retain team members. Brings a creative approach to total rewards design, demonstrates an analytical approach to decision-making and enthusiastically communicates program offerings throughout the organization.

This is an exciting opportunity to help build our Total Rewards functions for 2500+ UMA Education team members.

• Anticipated salary of $150,000-175,000; based on experience and qualifications.

Key Responsibilities:
Functional:

General

• Serves as one of UMA’s internal subject matter experts on benefits offerings and compensation
• Helps to direct the total rewards plan, including benefits and perks, compensation and rewards, flexibility, performance management, recognition, career development, and other intrinsic and extrinsic value that UMA team members perceive
• Partners with VP, Total Rewards and team members to develop, articulate and execute a total rewards strategy for UMA
• Maintains working knowledge of progressive and competitive total rewards strategies in the external labor market and incorporates into UMA’s culture as appropriate
• Perform other duties as assigned 

Benefits and 401(k)

• Assist with the planning, directing, designing and implementing of UMA’s benefits offerings
  • Fosters relationships with UMA’s benefits broker and vendors, including regular evaluation of their performance and fit with UMA’s overall total rewards strategy
  • Reviews utilization and ROI reports to optimize value to UMA and its team members
    • Analyzes cultural and financial impact of potential and actual benefits offerings
    • Collaborates with internal teams to ensure organizational understanding of benefits utilization
  • Coordinates with UMA’s Finance team on matters of financial planning and analysis relating to benefits
  • Regularly reviews benefits offerings to confirm adherence with current regulations, competitiveness with other organizations and consistency with UMA’s strategic objectives
  • Aids the development, launch and analysis of UMA surveys in a timely manner
  • Oversees UMA’s annual open enrollment period for benefits, creating a compliant and user-friendly experience
  • Ensures accuracy, recency, and consistent posting and archiving of UMA Summary Plan Descriptions (SPDs), benefits guides, disclosures, and other documentation presented to team members
  • Provides training to People Operations and Talent Acquisition to help interpret benefits policies, procedures and SPDs
• Support administration of UMA’s 401(k)
  • Directs 401(k) reporting processes in cooperation with UMA’s Finance team
  • Day-to-day administration of the 401(k) plan, including reviewing payroll, assisting auditor with annual audit requests, preparing draft 5500 filings and preparing draft documents for plan administrator

Compensation

• Assists with defining and executing an overarching compensation strategy for UMA, informed by data and the objectives of consistency and transparency
• Collaborates on the design, implementation, and communication of all compensation plans and policies
  • Simplifies and codifies UMA’s compensation plans, policies, and procedures for ease of understanding and administration
  • Supports and enhances concepts of career pathing, pay bands, and consistency and transparency into UMA’s compensation philosophy and practices
• Collaborates on UMA's compensation efforts, including annual salary planning, tenure/merit increase processes, salary structures, variable pay, and other co