REPORT #3:
Job Analysis GTS 3

JOB ANALYSIS GTS 3
Director of Compensation and Benefits
January 17, 2021

(Choose Your Own Summary & Duties and Responsibilities From List)
Director Compensation and Benefits Corporate

POSITION SUMMARY ALTERNATIVES

1. Assist in management of the Compensation support staff. Responsible for analysis, research, and recommendations on compensation policies and practices, job responsibilities, and organizational structure.
2. Assumes accountability for ensuring the optimum efficiency and effectiveness of the Human Resources function for all international operations and locations of the company. Designs, develops, and implements competitive and cost-effective compensation programs for all categories of employees in all locations, including executive and international employees. Plans, develops, directs, and controls Pacific/South Division policy and human resource programs to provide and maintain an effective organization which will enable the Corporation to achieve its short-and long-term goals for its worldwide organization.
3. Develops, implements, and administers all employee benefits and compensation programs to meet the strategic needs of the credit union.
4. Responsible for planning, strategy development, and overall management of benefit programs for active and retired employees for the Corporation including supporting employees in the use and understanding of available benefits. In addition, manage the personnel records function and the development and implementation of a human resource information system
5. Responsible for the overall direction and administration of company benefit programs. Develops and recommends new and/or improved policies and plans regarding employee benefits while ensuring compliance to all federal, state and local regulations and laws.

POSITION DUTIES AND RESPONSIBILITIES ALTERNATIVES

1. Analyze survey results and recommend changes to the compensation program to maintain compensation objectives and ensure internal equity and external competitiveness.
2. Communicate current compensation policies and procedures to Management and employees to maintain uniform understanding and application.
3. Conduct and participate in surveys/research.
4. Oversee the preparation, review, and processing of all performance appraisals, salary increases, and reports as needed.
5. Participate in the design and implementation of variable pay and incentive programs.
6. Perform job pricing/analysis/evaluation to determine job parameters, organizational design, and competitive wage rates.
7. Provide support for special projects and other business activities as needed.
8. Research and provide recommendations for annual merit increase budget and matrix, and salary structure budget.
9. Supervise, train, and delegate projects to Compensation support staff to maintain the integrity of position descriptions, organizational charts, Wage and Salary program, and HRIS tables.
10. Assists in identification and development of high potential student interns.
11. Coordinates and implements operational human resource objectives for the Pacific/South Division and administers human resource programs which include the following: staffing requirements, employee selection, training and development, succession planning, rewards, employee relations, employee communication, compliance with local labor laws.
12. Coordinates with Divisional Management the management of the Human Resources functions in Europe, Canada, Japan, and Pacific/South. Provides guidance to International Management.
13. Develops and manages the department budget.
14. Develops and recommends incentive compensation plans for application in particular segments or particular organization levels of the company. Special emphasis is placed on executive compensation and key employee retention plans.
15. Develops, implements, and manages compensation programs for expatriates and third country nationals. Programs include salary administration, tax equalization, capital accumulation, differentials, and allowances.
16. Directs management of a closed-loop reporting system for the measure of fiscal year salary increase programs.
17. Directs on-going studies for improving effectiveness of existing company compensation.
18. Directs the formulation and administration of a job evaluation program.
19. Directs the intern and trainee programs for the company’s international operations.
20. Formulates appropriate policies and procedures for the management of the company’s reward systems.
21. Manages the bonding program for these intern and temporary employees.
22. Participates in Pacific/South Division decision-making process from a human resources perspective, identifying the effect of human factors on long-range business planning, interpreting Corporate and Division human resource policy, formulating and recommending new policy, and recommending change in existing policy to meet business goals and objectives.
23. Participates in the establishment of corporate long-range objectives regarding compensation programs.
24. Provides Human Resource approval of personnel actions including employment, terminations, salary increases, promotions, transfers, etc., for all functional personnel. Formulates department budget.
25. Monitors and coordinates the development of all ancillary compensation and benefit programs such as group and unit incentive/bonus plans, noncash reward and recognition plans, and nonstandard employee and executive benefits.
26. Responsible for evaluation of present programs through research, surveys, and analysis of trends and regulations to ensure plans are current, competitive, legal, and strategically consistent.
27. Supervises employees who support the compensation and benefit functions.
28. Works with vendors and consultants to properly structure, price and market the various plans.
29. Act as a liaison with carriers, vendors and consultants on various matters such as plan design, contracts, coverage and renewals
30. Act as a resource to international locations and management in addressing various issues.
31. Assist in the establishment of corporate long-range objectives regarding employee benefit programs.
32. Assure all company-sponsored plans, including their design and changes thereto, are in compliance with all relevant legal requirements and ERISA reporting and disclosure requirements.
33. Develop and implement plans and strategies for the health and welfare, pension, and human resource information systems functions which outline actions to support short and long-range business objectives.
34. Develop and maintain the knowledge and skills necessary to perform job responsibilities, including knowledge of employee benefits and HRIS trends and developments.
35. Develop, recommend, implement and administer benefit plans which provide value to employees, are cost-effective for the organization, and meet defined objectives.
36. Direct the development, implementation, and maintenance of a human resource information system to support reporting and analysis for various Human Resources processes and tasks, including employee records, manpower planning; succession planning; wage and salary planning; benefits planning; pension analysis and administration; and employee and management development.
37. Ensure effective benefit communications.
38. Keep Vice President – Human Resources informed of all pertinent matters related to job responsibilities.
39. Know and adhere to all relevant Corporate and department policies and practices and ensure subordinates’ adherence.
40. Maintain effective working relationships within and outside the organization as required to meet performance objectives.
41. Manage the human and physical resources in assigned areas of responsibility.
42. Manage the personnel records function.
43. Monitor performance against plans and take action as needed to ensure achievement of objectives.
44. Perform special assignments as directed by the Vice President – Human Resources or other members of senior management.
45. Work cooperatively with the communications services function in the production of all benefit-related messages and material.
46. Collects and analyzes information regarding other company’s benefit programs to ensure our competitive position in the labor market.
47. Conducts negotiations with outside vendors of benefits products and services and participates in outsourcing activities.
48. Coordinates all recordkeeping, reporting, disclosure, and compliance requirements.
49. Informs top management of trends and developments. Gives advice and counsel.
50. Manages and administers multi group life, health, LTD, ADD, defined benefit pension and defined contribution 40l(k) plans for a multi-state, multi-facility organization.
51. Participates in the establishment of long-range objectives of company benefit programs.
52. Processes documents necessary for the implementation and updating of benefit programs.
53. Provides and coordinates employee communication regarding benefit programs.
54. Recommends policies and policy change regarding benefits to top management.
55. Serves as “resident expert” for a multi-location organization and acts as liaison for Human Resource departments.
56. Supervises personnel necessary for administration of health and welfare benefit programs.
57. Analyzes feedback from benefit plan participants.
58. Assesses projected individual and corporate tax effects of individual benefit programs.
59. Assures accurate recordkeeping on each benefit program.
60. Assures benefit plans support corporate strategies and values relating to innovation and customer service.
61. Audits employees’ contribution accounts
62. Audits for non-duplication of benefit payments
63. Audits supplier billings.
64. Collaborates with the Director of Human Resources in formulating budgets and determining staff requirements. .
65. Designs, develops, recommends and implements new policies and plans with regard to employee benefits.
66. Develops and maintains an administration manual for use by Division and Corporate Human Resources Managers
67. Develops and recommends new, improved and/or changed benefit programs.
68. Devises methods of monitoring and controlling expenses of benefits.
69. Directs all employee benefit programs including disability, group life, health and dental insurance.
70. Directs COBRA Continuation Program
71. Directs special projects as needed.
72. Directs the administration of the 401(k) Plan including enrollment activity, terminations, plan changes, loans and communications to employees.
73. Encourages professional development of staff, serving as a mentor and coach.
74. Ensures compliance with current legislation.
75. Ensures compliance with IRS and DOL regulations
76. Establishes a method of handling most individual benefit problems by local Human Resources employees
77. Establishes budget controls and recommends expenditure priorities.
78. Establishes certain areas of communication (such as quoting individual retirement figures)
79. Establishes criteria to determine situations where employee contributions should exist and establishes contribution levels.
80. Establishes policies and procedures and audits benefit Plan programs as needed.
81. Is responsible for the cost effectiveness of the level and type of benefits in force.
82. Keeps attuned to and reacts to government regulation (international and domestic
83. Leads and manages product development and maintenance from a strategic, compensation and benefits content perspective, to ensure relevance and high quality.
84. Leads the annual bidding process for renewal of plans and oversees payment of premiums, claims and administrative fees.
85. Maintains a “corporate” point of view and philosophy regarding employee benefits.
86. Maintains a list of criteria on which the objectives and resulting effectiveness of benefit programs can be tracked.
87. Maintains a monthly check list of all required supplier and government reports.
88. Maintains long- and short-range plans for benefits programs.
89. Maintains projected cost, for budgeting purposes, on all individual benefit programs.
90. Maintains up-to-date contacts with suppliers of various types of benefit insurance and performs benefit cost analysis.
91. Maintains up-to-date studies of internal and external equity and mix of benefit programs.
92. Manages technical information and/or research development and services.
93. Manages the systematic administration of corporate domestic and international employee benefit programs.
94. Meets corporate budgetary planning requests.
95. Monitors competitors’ benefits programs.
96. Monitors corporate and field temporary and permanent recordkeeping for coverage and accuracy.
97. Monitors the changing needs and desires of employees regarding benefits.
98. Oversees the update and distribution of Summary Annual Reports
99. Participates in establishment of long-range objectives of company benefits programs.
100. Performs internal audit for ERISA.
101. Performs internal audit prior to outside audit.
102. Periodically audits the administration of benefit programs throughout the Corporation.
103. Periodically compares projected costs against actual costs, and reports.
104. Plans and leads technical content strategies.
105. Prepares and maintains benefit orientation material.
106. Prepares and maintains government required “summary plan descriptions.
107. Prepares charts, graphs and content for benefit communication meetings, both individual and group
108. Prepares Handbook/SPD and 5500’s for all benefits plans.
109. Prepares recommendation for change based on competition and cost analysis.
110. Prepares, annually, actual direct and indirect costs of each program. Relates this to salary payments and trend analysis.
111. Provides compensation and benefits technical counsel and expertise.
112. Recommends and justifies capital equipment and staffing requirements.
113. Researches, recommends and implements changes to programs for annual review.
114. Reviews and revises procedures and employee notices for program
115. Solicits, analyzes, interprets, synthesizes and integrates technical information from various sources to contribute to knowledge in the field.
116. Supervises employee benefits staff.
117. Works as a partner with the Board of Directors, including providing support for issue/topic-identification groups and forming/providing staff management for task teams.
118. Works closely with all levels of management including executive officers.

POSITION REQUIREMENTS

Typically has a bachelor’s degree, and 10 or more years of experience, including 5 years of management experience, or equivalent relevant work experience; e.g., each year of work experience may be substituted for each year of education required.