Executive Director of Compensation Benefits and Wellness Human Resources

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Job Description Summary

The Executive Director of Compensation Benefits and Wellness leads the evaluation development communication implementation and maintenance of a comprehensive and competitive total rewards strategy for faculty staff and retirees. This role is also responsible for ensuring compensation benefits and wellbeing programs align with organizational goals while providing strategic guidance fostering collaboration and maintaining key campus relationships including but not limited to Executive Leadership Institutional Talent Partners Senior Budget Administrators Fringe Benefits Advisory Committee Retirement Plan Policy Committee and the Campus Health Committee. This position reports to the VP/CHRO and directly supervises the Compensation Director and Benefits Director.

Job Description

Essential Functions:

Compensation

• In partnership with VP/CHRO plans and leads the annual Executive Compensation process.
• Accountable for the implementation of a market pay structure.
• Collaborates with the budget office and assists leaders in addressing compensation challenges.
• Responsible for clear accurate and updated compensation policies/procedures.

Benefits

• Lead the annual benefits evaluation process in partnership with the Fringe Benefits Advisory Committee Human Resources and Benefits Consultant including but not limited to leading discussions on benefit plan recommendations developing presentations and presenting information to the Committee and other Executive Leadership.
• Evaluate and make recommendations on the effectiveness cost trends and competitiveness for the Universitys benefit programs while balancing the needs of our campus community and the overall fringe budget.
• Lead the Universitys retirement plan program in partnership with the Retirement Plan Committee Human Resources and the Retirement Plan Consultant including but not limited to leading discussions on retirement plan recommendations developing presentations and presenting information to the Committee and other Executive Leadership.
• Evaluate and make recommendations on the effectiveness cost trends and competitiveness for the Universitys 403(b) Retirement Plan and 457(b) Deferred Compensation Plan.
• Responsible for the overall Fringe Budget.

Wellbeing

• Working with other units on campus identify wellness partnership and leadership opportunities.
• Lead the evaluation identification development communication and implementation of wellbeing opportunities and initiatives that benefit faculty staff and retirees. These opportunities may be within the Benefits framework or reside elsewhere on campus.

Compensation Benefits Absence and Wellbeing

• Ensure compliance with all governmental regulations and University policies related to compensation benefits retirement plan and leave programs by researching monitoring and tracking new and existing laws and regulations. Recommend communicate and implement required changes.
• Implement lead and maintain an outofstate compliance program for the University regarding compensation benefits and leave program requirements.
• Responsible for evaluating and maintaining relationships with thirdparty administrators consultants and other institutional relationships for compensation and benefits.
• Accountable for the of new and existing compensation health and welfare retirement plan and any other benefitsrelated contracts agreements policies amendments revisions and required forms/filings. This includes but is not limited to reviewing the terms conditions fees guarantees and other contractual arrangements for accuracy developing summaries for Executive Leadership and obtaining required approvals and signatures.
• Resolve and communicate final compensation and benefits determination(s) on disputes challenges inquiries and/or exception requests from internal colleagues and/or thirdparty administrators.
• Oversee the development evaluation revision and communication of new and/or current policies programs and procedures for compensation and benefits.
• Research and maintain best practices in compliance and administration of compensation benefits and wellbeing programs.
• Within our Workday ERP environment and in working with Directors of Compensation and Benefits identify priority projects and provide information and partnership to the HRIS team to move forward needed initiatives/updates/changes.
• Partner with HR colleagues and other campus constituents to develop and disseminate communication materials to promote compensation benefits and wellbeing programs at Wake Forest University including but not limited to presenting information to various campus committees partners and Executive Leadership.
• Provide leadership and coaching to the Compensation and Benefits/Absence team members through effective coaching and performance management.
• Establish and maintain strong relationships with Institutional Talent Partners providing information at standing meetings and responding to ad hoc requests.
• Provide strategic leadership as part of the Human Resources leadership team.
• Remain current on compensation benefits and wellness trends through research and connection to peers at other universities and professional organizations such as CUPA HR.

Other Functions:

• Performs other related duties as assigned.

Required Education Knowledge Skills Abilities:

• Bachelors degree in Human Resources Management Business Administration or a related discipline plus eight years of combined experience in compensation benefits and wellness with at least five years in a supervisory role.
• Knowledge of organizational structure workflow and operating procedures.
• Skill in developing managing and implementing new strategies procedures and largescale projects.
• Ability to apply principles of logical thinking to define and analyze problems collect data establish facts draw valid conclusions and develop creative solutions.
• Strong interpersonal and communication skills and the ability to work effectively with various constituencies in a community of different constituent groups.
• Ability to foster a cooperative environment.
• Ability to supervise lead and train staff.
• Proficiency in annual financial/budget processes.
• Knowledge of federal and state employment laws regulations and private sector employment policies and procedures.
• Current knowledge of benefit programs and how they interface with regulations related retirement and benefits acts at both state and federal levels recent court decisions legal trends and Social Security.
• Skill in developing and implementing salary administration plans and programs.
• Ability to analyze problems and develop creative solutions to complex human resource issues.
• Proficiency in using the Microsoft Office Suite and/or Google Workspace
• Ability to format data to support analysis and recommendations.
• Strong analytical and critical thinking skills and the ability to analyze summarize and effectively present data to individuals/groups including executive levels.
• Experience with HRIS (Oracle Workday Banner or a related system) to include exporting and using data to answer questions present data and create presentations.

Preferred Education Knowledge Skills Abilities:

• Relevant Masters degree.
• CCP/CBP/CEBS/GBA/SPHR/PHR/CTRP or other related certification.
• Higher education experience.
• Experience in executive compensation.
• Workday experience.

Physical Requirements:

• Sedentary work. Talking hearing and repetitive motions. Close visual acuity. Subject to inside environmental conditions. Not substantially exposed to adverse environmental conditions.

Accountabilities:

• Budgetary responsibilities including fringe benefits budget.
• Responsible for Compensation and Benefits programs and directly manages the Director of Benefits and Director of Compensation.
  

Additional Job Description

Time Type Requirement

Full time

Note to Applicant:

This position profile identifies the key responsibilities and expectations for performance. It cannot encompass all specific job tasks that an employee may be required to perform. Employees are required to follow any other jobrelated instructions and perform jobrelated duties as may be reasonably assigned by his/her supervisor.

In order to provide a safe and productive learning and living community Wake Forest University conducts background investigations and drug screens for all final staff candidates being considered for employment.

Equal Opportunity Statement

The University is an equal opportunity employer and welcomes all qualified candidates to apply without regard to race color religion national origin sex age sexual orientation gender identity and expression genetic information disability and military or veteran status.

Accommodations for Applicants

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