Save the Children invests in childhood – every day, in times of crisis and for our future. In the United States and around the world, we are dedicated to ensuring every child has the best chance for success. Our pioneering programs give children a healthy start, the opportunity to learn and protection from harm. Our advocacy efforts provide a voice for children who cannot speak for themselves. As the leading expert on children, we inspire and achieve lasting impact for millions of the world's most vulnerable girls and boys. By transforming children's lives now, we change the course of their future and ours.
Compensation:
- Develops, implements, and manages SCUS compensation programs, policies, processes, and systems support to ensure that we can attract, retain and reward employees and high performing, high potential key staff.
- Monitors the effectiveness of programs in achieving their stated objective and makes recommendations/changes to further align objective with outcomes; oversees and manages the participation in salary surveys to ensure compensation objectives are achieved
- Maintains and reviews formal salary range structures to ensure competitive, equitable and cost effective programs; recommends annual market adjustment to salary ranges and annual merit increase guidelines for the organization.
- Performs job evaluations and determines appropriate salary grade assignments; also establishes guidelines for new hire salary recommendations.
- Acts as internal consultant on compensation issues for management staff, recruiting, and business line management.
- Manages the external compensation consultant relationship to evaluate senior leadership team total compensation packages.
- Constantly stays appraised of federal, state, local and international compensation laws and regulations in order to ensure compliance.
Benefits
- Develops a comprehensive benefit strategy for SCUS and oversees related activities to ensure proper administration, competitive position, system support, and cost requirements includes, but is not limited to: retirement plans, health/dental, group benefits (life, disability as well as benefit-related policies (i.e. vacation, sick, holidays, etc.)
- Installs approved new plans and changes by preparing announcement material, booklets, and other media for communicating new plans to employees and coordinating with vendors for Summary Plan Descriptions and Plan documents as well as coordinating with the Finance department for tax filings.
- Assures agency compliance, supervises preparation of reports and applications required by law to be filed with federal and state agencies, such as Internal Revenue Service, Department of Labor, insurance commissioners, and other regulatory agencies.
- Reviews and analyzes changes to state and federal laws pertaining to benefits, and reports necessary or suggested changes to management; coordinates agency benefits, with government sponsored programs.
- Supervises maintenance of human resources records; supervises maintenance of enrollment, application, and claims records for all benefit plans.
- Manage the configurations of new benefit options, Open Enrollment, and file transfer in the HRIS.
- Negotiates and contracts with benefit plan providers, vendors, auditors and consultants for services, premiums and plan administration.
- Provides timely and accurate responses to employees seeking answers to compensation and benefits related questions.
HR Systems:
- Partners with HR leadership and, Information Technology to identify, evaluate and select HR Systems, vendors/providers and ensure effective integration with business systems and vendors as needed.
- Oversees the optimization of the HRIS as system of record, reporting, enabling HR administration processes, data analytics, and as a source of ad-hoc reporting to support business initiatives
- Ensures that the baseline HR database seamlessly connects with other HR-related systems, including but not limited to Applicant Tracking and Performance Management Systems.
- Administers the varied HRIS systems by ensuring confidential and appropriate security and access are in place, implementing system enhancements, maintaining all foundational information, managing data integration, and other related tasks.
- Monitors all file transfers, data, enrollments and related areas for timeliness, accuracy, completeness, and quality excellence.
- Proven experience leading the Compensation / Benefits / HRIS function of a complex, multi-location organization. Exposure to international operations and/or a non-profit setting preferred.
- Extensive knowledge and proven experience in salary planning and administration at both staff and executive level, including policies, communications, tools and best practices.
- Demonstrated skill and knowledge in the collection, analysis and determination of the relative market value and application of quantitative salary and benefit survey data.
- Extensive knowledge and proven experience working in the employee benefits field, including strategic planning and program design, budget forecasting, cost benefit analysis, administration, vendor management and communications.
- Track record demonstrating the ability to improve HR systems and enhance operational efficiency.
- Proven experience selecting and managing external brokers/vendors and other key stakeholders.
- Strong customer service orientation. Proven ability to lead through collaboration, positive interpersonal skills and a desire to do the right thing.
- Pragmatic and action-oriented with ability to adapt quickly to changing business conditions and priorities; strong project management skills.
- Ability to influence diverse groups to develop rapport, credibility, and consensus.
- Strong problem solving skills including: initiative to investigate process improvements through research and data analysis; ability to arrive at valid and sound conclusions; ability to make recommendations and action plans.
- Ability to effectively and appropriately present information to all levels of employees.
- Thorough understanding of HR practices and principles, including knowledge of applicable state and federal laws associated with the administration of all total rewards programs.
- Professional certification (CCP, CBP, and/or SPHR) preferred
- Minimum 10-15 years experience required in area of expertise
Save the Children provides an attractive benefits package including competitive salaries, a matching retirement plan, health and welfare benefits, life insurance, an employee assistance program, generous time off and much more. We provide equal employment opportunities (EEO) to all employees and qualified applicants for employment without regard to race, color, religion, gender, ancestry, sexual orientation, national origin, age, handicap, disability, marital status, or status as a veteran. Save the Children complies with all applicable laws.
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.