The Manager Total Rewards is responsible for working with HR leadership to lead, plan, organize and implement HR Total Rewards programs as a part of large organizational initiatives. Will work directly with the senior HR leadership team to complete thorough needs assessments; conduct cost and risk analyses; and develop project plans including detailed budget and contingency plans. The position will provide input to Total Rewards Strategy development and implement all defined aspects of approved strategic programs. This position will report to the Director Total Rewards. This position will manage Compensation and Benefits Consultants.

Minimum Education
Bachelor's Degree from an accredited college or university in Human Resources, Business, Information Systems or related area of study required. (Required)
Master's Degree (Preferred)

Minimum Work Experience

5 years of progressive compensation and benefits experience and at least 3 years of which includes leading teams. (Required)

Healthcare experience (Preferred)

Required Skills and Knowledge

Superior analytical, quantitative analysis and project management skills
Excellent problem-solving skills and continuous process improvement orientation
Excellent planning, time management, written and verbal communication skills, decision-making, presentation, organization and interpersonal skills
Must possess the ability to establish, develop and maintain relationships with all employee levels
Ability to establish and manage client relationships
Ability to lead a team of 5-10 individuals to deliver results
Ability to adapt to different communication styles
Expertise in reward technology platforms, managing the vendor and ensuring users are leveraging the technology to the fullest extent possible
Advanced negotiation skills to enable optimal vendor selection with favorable terms to meet organizational needs
Proficiency in MS Excel, (pivot tables, vlook-ups, etc.)

Functional Accountabilities
Project Planning

• Works directly with HR leadership to develop effective and high-quality human resources projects and programs which meet the needs of the human resources department as well as the organization.

• Leads needs assessments and cost/risk analyses.

• Leads project planning process to refine scope, resources, critical dependencies, constraints and outcomes.

• Collaborates with HR leadership and/or project sponsors to develop project structure, goals, and guiding principles. Identifies roles, responsibilities, and expectations for each team member.

• Develops comprehensive and detailed project plans to include Gantt charts, timelines and other relevant supporting materials.

Management of Projects

• Leads and manages HR Benefits and Compensation projects. Ensures projects are on-time, within budget and meet the needs of the HR department and the organization.

• Ensures that adequate resources, visibility, and support are provided to projects.

• Ensures that project teams work effectively to achieve objectives. Facilitates the resolution of conflicts.

• Tracks issues, driving ownership and resolution.

• Provides prioritization and clarification of requirements.

• Updates and maintains all project plan documents and status reporting.

• Communicates project status to sponsors and stakeholders effectively and on a regular basis. Serves as a primary point of contact for project sponsors and other key stakeholders regarding project and project status.

• Ensures that each project phase is completed on time and that appropriate review and sign-off by project sponsors has been completed.

• Escalates issues impacting the project or program to HR Leadership and/or project sponsors, as appropriate.

• Facilitates project review meetings, phase reviews and steering committee meetings.

• Leads or supports contingency planning, as needed and applicable.

• Ensures operational and systems analysis; design and integration with HRIS.

Change Management of Projects

• Works with L&D team and any other impacted stakeholders to create robust change management plans to support the execution of the project or program.

• Works with HR Communications and or PR/Marketing team to ensure robust communications specific to project or program.

• Documents change process and assesses effectiveness of strategies during change and after in order to ensure continuous improvement.

Organizational Accountabilities
Organizational Commitment/Identification

• Anticipate and responds to customer needs; follows up until needs are met.

Teamwork/Communication

• Demonstrate collaborative and respectful behavior.

• Partner with all team members to achieve goals.

• Receptive to others' ideas and opinions.

Performance Improvement/Problem-solving

• Contribute to a positive work environment.

• Demonstrate flexibility and willingness to change.

• Identify opportunities to improve clinical and administrative processes.

• Make appropriate decisions, using sound judgment.

Cost Management/Financial Responsibility

• Use resources efficiently.

• Search for less costly ways of doing things.

Safety

• Speak up when team members appear to exhibit unsafe behavior or performance.

• Continuously validate and verify information needed for decision making or documentation.

• Stop in the face of uncertainty and takes time to resolve the situation.

• Demonstrate accurate, clear and timely verbal and written communication.

• Actively promote safety for patients, families, visitors and co-workers.

• Attend carefully to important details - practicing Stop, Think, Act and Review in order to self-check behavior and performance.