Total Rewards Director

DescriptionJOB DETAILSDepartment: CompensationFTE: 1.0 (80 hours per two week pay period) Shift(s): DaysLocation: Remote (primarily) with occasional on-site visits - seeking local candidate Purpose of this position: The Compensation and Benefits Director is a key strategic leader in designing and executing a competitive total rewards strategy across Hennepin Healthcare reporting to the VP of Human Resources. This position plays a critical role to align our total rewards (including, compensation, benefits, wellness, etc.) and other related processes and practices to support the execution of strategic objectives and initiatives for all employees. This role is a key thought leader in helping the organization implement strategies that impact the employee experience and culture at HHS. Strategically leads and provides work direction to the total rewards team and directs the team performance and engagement. Serves as a consultative partner at all leadership levels across the organization. In addition, a primary focus of this role is to drive Hennepin Healthcare’s (HHS) Total Rewards strategy, which includes market competitive Compensation and Benefits programs for all employees.RESPONSIBILITIESLeads total rewards strategy and team in the design of strategies, philosophies, or offerings supportive of the organization’s strategic priorities and its ability to provide the best employee experience for attracting and retaining talentDirects, influences, and serves as a thought partner in the development and implementation of total rewards practices at all levels of HHS: Executive, provider, non-provider, union, and other non-union roles as well as the policies and practices that support the organization’s goals and competitive practices. Identifies innovative solutions to compensation and benefits matters on a proactive basisGuides and leverages the total rewards team to define the organization compensation and benefits portfolio of offerings for all employees including a focus on employee wellnessPartners with the VP of Human Resources to plan or guide and implements and evaluates compensation and benefits strategies, programs, and policies in partnership with executive leadership by developing short and long-range department goals, programs and policies; ensures the compensation and benefits team supports and is aligned with business initiatives; influences strategic compensation and benefits program design and development; establishes and sustain strategic relationship with key stakeholdersEnsures strategic alignment of the provider compensation programs. This includes partnering with the VP of Human Resources, Chief Medical Officer, Physician Leadership, Chief Financial Officer and Finance Leaders and others in designing and refining pay practices that result in competitive provider compensation structure that meets Fair Market Value standards while achieving the strategic goals of HHS. Creates transparent policies, procedures and guidelines that are clearly defined with well documented review and approvalCo-Facilitates with Provider Services the development of market competitive compensation plan for providers, including incentive metrics, serving as a liaison Finance to assure accurate design of the planGuides the vendor relationships ensuring strategic focus and design, quarterly or monthly updates, ROI, cost effectiveness and goals are providedOversees HHS participation in market surveys for compensation and benefits to ensure market competitivenessAdvises and support organizational leaders on both annual and ongoing compensation processes and solutions (merit review, salary adjustments, promotions, new hire offers, etc.)Oversees the maintenance of salary structures for positions across HHSDevelops and oversees the preparation of clear and efficient compensation related materials and deliverables (training, policies, guidelines, etc.)Serves as a key stakeholder for leading and defining the organization wellness strategy, initiatives and programs ensuring employees are well-beingAssists with the communication strategy that enables executives and other key stakeholders to be appraised of total rewards activities and projects while promoting engagementLeads and participates in special projects in support of organizational goals. Including collaborating with the Public Relations department or others as neededResponsible for the preparation, review, and management of all reporting department budgets to meet or exceed budgetary expectations and vendor managementMaintains working knowledge of best practices in relation to roleMay prepare materials for board meetings or executive decision making for total rewardsSelects, develops, evaluates, and mentors team. Directs the work of the department in alignment of the Human Resources function, establishes priorities, procedures, resource allocation, development and execution of labor and employee relations activitiesLead a high performing talent management team of professionals and provides effective leadership to direct reports through 1:1s, performance management, development planning and coachingQualificationsQUALIFICATIONSMinimum Qualifications:Bachelor’s degree in Human Resources, Industrial Relations, or related field10 years professional Human Resources experience in total rewards,and at a minimum inclusive of compensation and/or benefits defining andadministration2 years professional experience in designing programming/benefits or leading organizational wellnessFive (5) years leadership experience in compensation and benefits-OR-An approved equivalent combination of education and experiencePreferred Qualifications:Master’s degreeHealthcare, provider, or sales compensation plan design experienceKnowledge/ Skills/ Abilities:Knowledge of compensation principals and theoriesKnowledge of HRIS software and ability to enter and extract data and run reportsAbility to use Microsoft Office software including Word, Excel, and PowerPoint at an advance levelStrong blend of business acumen, project management skills and technical expertise demonstrated by the ability to focus on business needs.Ability to effectively allocate resources (i.e., budget and team members)Exceptional problem solving and critical thinking skillsDemonstrated ability to think strategically and innovatively while supporting company-wide initiativesJob Level: DirectorEmployee Status: Regular