Director of Total Rewards

Summary:

The Director of Total Rewards will lead the design, implementation and management of innovative compensation and benefits strategies for rogers. This role requires a progressive who can drive employee engagement, attract and retain talent. The role will leverage data-driven insights and industry best practices to enhance the total rewards offerings ensuring alignment with organizational goals and compliance with regulatory standards. compensation and benefits programs including health, wellness, and long-term/retirement plans.

• Develop and implement comprehensive competitive total reward strategies that promote employee engagement, satisfaction and retention.

• Analyze market trends and competitive practices to ensure compensation and benefits programs are attractive and equitable.
• Collaborate with senior leadership to align total rewards initiatives with organizational objectives.
• Oversee the design and administration of compensation structures, including base pay, bonuses, and incentives.
• Oversee the annual salary review process, including merit increases and bonus programs.
• Lead the evaluation and enhancement of employee benefits programs, including health insurance, retirement plans, and wellness initiatives.
• Implement innovative recognition and rewards programs to foster a culture of appreciation and high performance.
• Conduct regular assessments and adjustments of total rewards programs based on employee feedback and engagement surveys.

• Ensure compliance with applicable laws and regulations, including ERISA and ACA.
• Manage relationships with external vendors and consultants to optimize benefits offerings and service delivery.
• Provide guidance and support to HR teams and management on total rewards-related inquiries and best practices.
• Conduct market analysis to ensure compensation packages are competitive and equitable.
• Oversee the annual salary review process, including merit increases and bonus programs.

• Define Rogers' compensation philosophy and strategy emphasizing fairness, market competitiveness and performance recognition
• Establish salary ranges based on market data, internal equity and job evaluation results
• Review and update the salary structure annually to reflect market changes and organization objectives partnering with Finance and present to senior leadership.

• Partner with HR leadership to integrate total rewards strategies with performance management systems.
• Analyze and report on the effectiveness of total rewards programs, making data-driven recommendations for improvements.

• Develop clear communication strategies to educate employees on total rewards offerings.
• Create engaging materials and presentations to enhance understanding and utilization of compensation and benefits programs.

• Lead a team of compensation and benefits professionals, providing mentorship and guidance.
• Collaborate with other HR functions to ensure alignment of total rewards strategies with overall HR and business objectives.

• Manage the total rewards budget, ensuring cost-effectiveness and adherence to financial goals.

• Be open to change and actively support change.
• Be open to others' ideas and points of view.

• Communicate goals to fellow staff members.
• Demonstrate measurable goal achievement.
• Maintain department policies and procedures.
• Include requirements and guidelines from external agencies (i. e. , Joint Commission, states of Rogers Operations).
• Maintain and/or communicate to appropriate party function backlog at a set time.
• Educate new staff regarding regulations or requirements of those functions that relate to their areas or departments, as directed.
• Demonstrate acceptance and training of student interns in the department, as directed.

• Involve self in the learning and application of standards relevant to the Human Resources department.
• Participate in in-services, seminars and other meetings to increase involvement and awareness of regulations.
• Involve self in the education of other disciplines regarding the department's regulations.

• Demonstrate punctuality and preparedness.
• Demonstrate effective communication skills.
• Demonstrate good organizational skills.
• Contribute in a positive, solution-focused manner.
• Attend Human Resources department meetings as needed, actively participate in discussions, recognize and contribute to activities leading to improvement.

• Gain understanding of the performance improvement process.
• Apply the performance improvement model to your department's activities.
• Participate and/or create performance improvement teams that lead to improvement in other hospital areas.
• Educate and involve self in the hospital and department's performance improvement plans.

• Demonstrate organizational skills that promote timely response to all inquiries and to task completion.
• Communicate with all individuals in a positive and professional manner.
• Attempt to resolve individual issues with peers in a positive, calm manner, with a focus on solution.
• Communicate concerns and provide solutions for same.
• Attend outside seminars and/or educational classes to promote professional growth.
• Demonstrate a positive and professional attitude toward parties outside the hospital (provider relations representatives, managed care contractors, visitors, vendors, etc. ).
• Comply with the hospital's policies and procedures, including human resources, infection control, and employee health policies and programs.
• Project a professional image by wearing appropriate, professional attire.

Additional

• Bachelor's degree in human resources, Business Administration, or related field; MBA or advanced degree preferred.
• Minimum of 8-10 years of experience in compensation and benefits, with at least 5 years in a leadership role, preferably in the healthcare industry
• Proven track record of designing and implementing innovative total regards strategies that drive engagement and retention.
• Strong knowledge of ERISA, HIPAA and emerging regulator.