Dir, Total Rewards

Description

About the Role

We are seeking an experienced and visionary Total Rewards leader to own the design execution and transformation of our global compensation benefits and recognition strategy. This role is a critical steward of GCIs Employee Value Proposition (EVP) ensuring that our programs are competitive equitable sustainable and aligned with both business strategy and financial goals.

Why Join Us

At GCI rewards are more than programs-they are a reflection of who we are as a company and how we invest in our this role you will have the opportunity to reimagine and transform the Total Rewards function shape a strategy that impacts every employee and directly influence GCIs ability to deliver on its future ambitions.

As a senior leader reporting directly to the CHRO you will serve as a strategic advisor to executives partner closely with HR and business leaders and lead a high-performing team of rewards professionals. This is not only a leadership role - it is a transformation responsibility requiring bold thought leadership technical depth and the ability to modernize how GCI rewards its workforce for the future.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

This leadership position requires the following non-delegable responsibilities:

• Fully own the mission goals operations and results of the team and areas of responsibility.
• Provide strong leadership to span of control (direct and indirect reports);demonstrate effective leadership in all interactions companywide. This leadership includes generating enthusiasm and shared commitment; identifying and setting direction; teaching growing and empowering; owning outcomes; and leading by example. Specific leadership duties include:
• Establishing the vision and tone for the department consistent with company culture and mission.
• Establishing clear measurable and achievable goals and performance expectations and following up appropriately.
• Hiring individuals who can accomplish those goals and meet those expectations; providing them the open communication training tools and mentoring needed to be successful and develop professionally; establishing a development path commensurate with capabilities and potential.
• Providing clear and accurate feedback to individuals and teams on a timely and consistent basis. Identifying and addressing performance problems early and effectively before they damage GCIs interests and demoralize other employees.
• Effectively managing processes including annual performance reviews compensation adjustments promotions demotions transfers and disciplinary actions up to and including terminationin an unbiased and consistent manner.

Strategic Leadership & Advisory

• Set the vision and strategy for compensation benefits and recognition as a cornerstone of our EVP and our future-ready organization
• Advise the CHRO senior executives and (as needed) Board-level stakeholders on pay philosophy workforce cost planning and executive compensation
• Translate market trends benchmarking data and analytics into actionable insights that shape a differentiated Total Rewards strategy
• Position GCIs Total Rewards as a competitive advantage in the marketplace reinforcing our ability to attract engage and retain talent

Program Design & Governance

• Redesign and modernize rewards programs to balance competitiveness equity and sustainability while aligning with GCIs evolving business model
• Lead the development and governance of incentive plans equity programs benefits offerings and leave policies across multiple jurisdictions
• Ensure all programs comply with legal tax and regulatory requirements while building flexible frameworks that scale

Employee Experience & Communication

• Partner with HR and Communications teams to deliver clear compelling narratives that help employees understand and value their rewards
• Represent the Total Rewards function in employee forums elevating rewards as a driver of engagement and a visible differentiator in talent strategy

Team Leadership & Development

• Lead and grow a team of compensation and benefits experts fostering innovation collaboration and continuous improvement
• Establish best practices governance frameworks and tools to drive operational excellence and long-term sustainability

Transformation & Continuous Improvement

• Advance transformation efforts by establishing a culture of measurement and iteration leveraging workforce analytics market benchmarking and program evaluations to refine and strengthen rewards programs
• Continuously monitor and integrate emerging Total Rewards philosophies market practices and technologies including evaluating the use of AI-enabled tools and platforms where relevant to ensure programs remain innovative future-ready and aligned with shifting workforce expectations
• Leverage financial modeling to evaluate trade-offs and optimize workforce cost structures applying techniques such as budget reviews labor cost analysis incentive and equity modeling and scenario planning to ensure rewards programs remain competitive sustainable and transformation-focused in driving business and financial goals

COMPETENCIES:

• ACCOUNTABILITY- Takes ownership for actions decisions and results; openly accepts feedback and demonstrates a willingness to improve.
• BASIC PRINCIPLES - Interacts with people in a way that builds mutual trust confidence and respect; adheres to and promotes GCIs Code of Conduct for Employees the Basic Principles.
• COLLABORATION - Works effectively with others to accomplish common goals and objectives; maintains positive relationships even under difficult circumstances.
• COMMUNICATION- Conveys thoughts and expresses ideas appropriately and professionally.
• COMPLIANCE - Follows internal controls; protects confidential information; abides by GCIs Code of Business Conduct & Ethics.
• CUSTOMER FOCUS - Demonstrates commitment to service excellence; gives high priority to customer satisfaction.
• CHANGE MANAGEMENT: champions and supports department and company change.
• DECISION MAKING: uses sound logical judgment based on data research and experience to choose an appropriate course of action.
• PLANNING & IMPLEMENTATION: analyzes workload and establishes appropriate priorities; sets measurable and achievable goals and objectives for the team.
• MENTORING & DEVELOPMENT: utilizes interpersonal skills to guide direct and influence others to achieve results.
• PERFORMANCE MANAGEMENT: sets clear performance expectations for team.
• RELIABILITY - Consistently follows through on assigned tasks as expected; demonstrates timely attendance at meetings training and other work obligations.
• RESULTS - Uses a combination of job knowledge initiative sound decision making innovation adaptability and problem solving.
• SAFETY & SECURITY - Supports a safe work environment by following all workplace safety rules and guidelines; complies with applicable Security policies and procedures.
• TEHCNICAL PROFICIENCY - Proficient computer skills and MS Office knowledge (e.g. Outlook Teams Word Excel) to complete job duties effectively such as using the company intranet and to accurately retrieve and input information into databases or equivalent.

Minimum Qualifications:

Required: *A combination of relevant work experience and/or education sufficient to perform the duties of the job may substitute to meet the total years required on a year-for-year basis

• High School diploma or equivalent.
• Bachelors degree in Business Human Resources Industrial Relations or relevant field. *
• Minimum of twelve years of progressive experience in compensation benefits or total rewards leadership with at least five plus years in a senior role to include: *
  • Compensation design (base pay variable pay incentive structures equity) especially in a public company.
  • Benefits strategy and governance (health & wellness retirement mobility compliance across multiple states and remote workforces).
  • Executive compensation (pay-for-performance design governance and disclosure considerations).

Additional Skills & Capabilities

• Exceptional analytical and financial modeling skills; ability to turn data into insights and actionable recommendations.
• Strong business acumen with proven ability to balance competitiveness with financial discipline
• Demonstrated ability to influence and advise senior executives with sound judgment and strategic thinking.
• Skilled at narrative-building and communications helping employees and leaders alike see the value in rewards programs.
• Strong knowledge of federal state and local compliance standards (e.g. ERISA FLSA SEC rules privacy implications for benefits data).
• Proven ability to lead coach and develop high-performing cross-functional teams.
• Comfort operating in fast-paced environments with executive-level visibility.
• Track record of driving transformational change in rewards strategy and execution.

Preferred:

• Telecommunications experience.
• At least one HR Certification obtained through SHRM (SHRM-CP or SHRM-SCP); HRCI (PHR SPHR CPHR) CEBS; or World at Work (CCP CECP CSCP CBP).

DRIVING REQUIREMENTS:

• This position may require access to reliable transportation for occasional travel between retail store locations offices worksites or other locations as needed.

PHYSICAL REQUIREMENTS and WORKING CONDITIONS:

• Heavy workload required periodically throughout the year.
• Ability and willingness to work additional hours as needed to meet deadlines.
• Work is primarily sedentary requiring daily routine computer usage.
• Ability to work shifts as assigned work in standard office/home office setting and operate standard office equipment.
• Ability to accurately communicate information and ideas to others effectively.
• Physical agility and effort sufficiently to perform job duties safely and effectively.
• Ability to make valid judgments and decisions.
• Available to work additional time on weekends holidays before or after normal work hours when necessary.
• Must work well in a team environment and be able to work with a diverse group of people and customers.
• Virtual workers must comply with remote work policies and agreements.

The company and its subsidiaries operate in a 24/7 environment providing critical services to Alaskans and may need to respond to public health and safety matters or other business emergencies. Due to business needs employees may be contacted outside of the core business hours to respond to the immediate emergency. As such you will be requested to provide emergency after-hour contact numbers to include your home and cell phone numbers if you have those services.Culture Engagement and Connection: At GCI we foster an environment where the unique perspectives of our employees customers and fellow Alaskans are celebrated. We add value to our community by nurturing and empowering each member of our workforce ensuring equal opportunities for every Trailblazer.EEO:GCI is an equal opportunity employer. Qualified applicants are considered for employment without regard to race color religion national origin age sex sexual orientation gender identity marital status mental or physical disability veteran status or any other status or classification protected under applicable state or federal law.DISCLAIMER: The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties responsibilities and qualifications required of employees assigned to this job.All employees of GCI work in support of the GCI Mission Statement and Declaration of Principles which are located on the GCI Career page and Employee portal.