University of Arizona Global Campus Senior Director, Total Rewards in United States
The Senior Director, Total Rewards for the University of Arizona Global Campus (UAGC) is a full-time employment position reporting to the VP, Human Resources. The Senior Director, Total Rewards leads the design, development, implementation, and delivery of the UAGC Compensation and Benefits strategy with a focus on building a best-in-class team. The desired candidate will influence and drive UAGC’s Compensation & Benefits philosophy, principles, framework, methodologies, and guidelines, enabling effective and successful program delivery. The incumbent will utilize deep analytical, problem-solving, and influencing skills in order to collaborate with senior leadership and vendor partners in order to share trends, risks, and recommendations to position UAGC as an employer of choice. The desired candidate will lead in the design and implementation of benefits administration and compliance, including retirement and wellness programs. The incumbent will also oversee executive, staff, and faculty (full-time and adjunct) compensation plans to include benchmarking, grading, and internal movement philosophies. Payroll (exempt and non-exempt) and Workday HRIS administration will also fall under this leader’s umbrella.
Essential Job Duties:
Strategy & Vision
Serves as a Compensation and Benefits Subject Matter Expert (SME) and stays informed of current industry trends to make informed strategic recommendations.
Makes recommendations, prepares proposals, and creates a multi-year strategy/roadmap for new and improved programs based on institutional need and/or governmental changes.
Executes strategies and programs designed to achieve strategic institution and HR goals.
Ensures department and strategies align with UAGC’s vision, mission, and institutional goals.
Leadership & Decision-Making Responsibilities
Manages the analysis, upkeep and communication of records required by law or local governing bodies, or other departments in the organization.
Analyzes data, creates recommendations, and prepares reports as necessary for Board of Directors, President, President’s Cabinet, or other leadership partners/departments within the University.
Collaborates with all functions of the HR team, providing guidance to internal HR team members with direct oversight of payroll, compensation, benefits, and HRIS, and advises on resolutions for specific problems relating to salaries, job classifications, job content, and benefits program issues.
Works directly with benefits vendors and finance in negotiating annual benefit plan costs; vets and proposes changes to plan and/or vendor as needed.
Ensures adequate controls, compliance reviews and audits are in place and are completed successfully for Compensation and Benefit programs.
Execute strategies and programs designed to achieve strategic business and HR goals.
Files and executes applicable state and federal compliance reports.
Ensures compliance with all State and Federal regulations relating to the management of employee benefits and compensation, payroll, confidentiality, and related issues.
Develop and implement the total reward strategy, including salary benchmarking, base pay, health and benefits management and annual compensation events such as bonus and salary review.
Advise senior leadership and human resources members on all issues relating to compensation, benefit, payroll, and HRIS changes/updates.
Responsible for annual salary review process to ensure relevant market benchmarking and consistency in process. This will include liaising with 3rd party vendors.
Have the latest market knowledge, including knowledge of tax inferences particularly in relation to benefits and pay.
Design and implement a relevant and intuitive compensation plan for University staff.
Utilize experience/understanding in responding to compensation & benefits trends and market data points, while tying them to institutional objectives and ensuring legal compliance. Monitors the effectiveness of compensation programs, policies, guidelines and procedures.
Influences decision-making process and final outcomes by providing detailed analysis/models, innovative recommendations and expert advice to executive leadership and senior leaders.
Review the mix of benefits offered to employees and assess their effectiveness; make recommendations to vary offerings based on current best practices, cost, and utility of benefits to employees. Routinely assess cost effective, competitive benefits relative to the market.
Strategically plan and collaborate with Leadership Teams and cross-functional partners to ensure effective execution, utilization, and constant improvement of benefit programs, tools and resources.
Cultivate, promote and maintain a culture of a high-performing, highly engaged, diverse and inclusive Total Rewards team with a growth mindset.
Ensure timely and smooth payroll execution for all University employees.
Other duties as assigned.
Specialty Knowledge & Subject Area Expertise
Manages the planning, organization and controls for the department. Will be responsible for a mix of direct reports.
Leads and supports staff in areas of hiring, selection, training, development, coaching, mentoring, measuring, appraising and rewarding performance and retention. Leads by example and models behaviors that are consistent with the institution's values.
Requires in-depth knowledge of benefit, compensation, and payroll terms and principles. Ability to analyze and articulate complex business/financial data and develop innovative solutions.
Twelve (12) years’ experience in the design, development, and implementation of compensation and benefit programs.
Extensive Workday HRIS system knowledge.
Ability to travel 1-2x/quarter, as necessary for institution/business meetings or training/learning opportunities.
Ability to manage time effectively, train, mentor and coach team members, and lead by example.
Previous experience working with benefit vendors, analyzing plans, and working through complex negotiations. Collaborate with benefits providers on renewals, utilization experience, cost management, and plan design options; review vendors' performance and recommend changes to management.
Demonstrated Total Rewards leadership experience, with increasing levels of responsibilities.
Executive and staff compensation and HRIS experience required.
Advanced knowledge of applicable regulatory and legal compliance obligations, rules and regulations, industry standards and practices.
Advanced knowledge of knowledge of health & wealth benefit program management.
Ability to effectively present complex topics to individuals and large groups.
Strong written and verbal communication skills; ability to articulate vision with confidence.
Ability to work in a fast-paced environment and navigate through complex change.
Deep analytical skills with the ability to translate data and trends into key insights and recommendations.
Certified Compensation Professional (CCP) and Certified Employee Benefits Specialist (CEBS) designations
Master’s degree in Human Resources, Business Administration, or closely related field
- Bachelor’s degree in Human Resources, Business Administration, or closely related field required