This position is responsible for the company's strategic efforts to design, implement and manage innovative human resources practices and initiatives that attract, develop, engage, support and retain an energized, high-performing, diverse staff in a culture of continuous learning and improvement.
Reporting directly to the Senior Vice President of HR, the Manager of Total Rewards and HRIS will be a key member of a professional HR team and have direct oversight of compensation, benefits, payroll and HRIS (Ultipro). Specifically, the HR Manager will build, develop, and oversee the strategy, philosophy, and implementation of programs and processes for these areas of focus.
The successful candidate will be a motivated leader with the necessary competencies to develop and implement programs, solve problems, operate with agility, and develop others. In addition, this position will have the opportunity to work cross functionally with managers and with the Senior Leadership Team on corporate initiatives.
- Business owner of the HRIS payroll and time keeping system, managing and testing system updates, system patches and year-end updates
- Serve as the key contact to the HRIS vendor; lead the analysis of costs and long-term implications of technology decisions.
- Develop user procedures, guidelines and documentation and train stakeholders on HRIS processes/functionality to drive sustainable transformation.
- Ensure payment, payroll taxes and government reports are disbursed on time and accurately to avoid penalties.
- Ensure all key/internal controls are maintained and continually enhanced.
- Develop action plans to address audit controls and recommendations.
- Responsible for the compliant administration of all benefit programs including health and welfare programs and 401(k) for multi-site plant locations - over 1,000 employees
- Review, assess, and coordinate benefits for the Company's international locations including Canada, Hong Kong, and China
- Develop programs to monitor and reduce costs and improve delivery of benefit programs.
- Lead annual review of benefit plans and open-enrollment process with Company's benefits consultants and administrator including management review, planning timelines, implementing rate changes, and developing employee communication plans.
- Develop, model, analyze, and implement compensation and incentive programs which are cost effective, observant of market trends and support the company's short and long-term objectives; make recommendations and provide guidance to management.
- Responsible for the administration of direct compensation for all levels of employees including the processing, recording and reporting of compensation-related actions taken.
- Coordinate and implement the Company's annual compensation programs including performance review process, merit, and annual incentive plan payments.
- Responsible for coordinating and managing federal, state, and local HR compliance-related reporting including overseeing filing of 5500s, 1095, and other required regulatory requirements.
- Bachelor's Degree and at least 7 years of related experience with progressively higher-level human resource experience related to Health and Welfare benefit plans; 401(k) Plans; Compensation Management; and HCM Systems, specifically UltiPro.
- Must have a deep understanding of Health and Welfare Benefit Plans, 401(k) Plans, Payroll, and Compensation Management and the accompanying laws and regulations associated with these functional areas.
- CPB and/or CCP certifications preferred
- This position requires prior supervisory experience and excellent interpersonal and communications skills, both written and verbal.
- Must have significant experience managing UltiPro HCM system capabilities, as well as substantial Cognos reporting experience.
- Solid business and financial acumen experience using data to problem solve, direct and inform.
- Excellent project and process management, organization, communication, interpersonal, collaboration, and relationship skills.
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)