Director of Total Rewards in Prior Lake, MN at Mystic Lake Casino Hotel and SMSC

Date Posted: 7/17/2020

Job Snapshot

Job Description

Areas of Responsibility:

Compensation, Benefits, HR Technology, Payroll, and HR Analytics



Job Summary:

Responsible for the strategic direction and leadership of all aspects of the Compensation, Benefits, HR Technology, Payroll, and HR Analytics; including overall management, design, administration, communication, compliance, activities and vendor management. Manage, plan, direct, develop, communicate and coordinate all work activities of the department. Ensure all plans adhere to the enterprise's strategic objectives.

Demonstrate an understanding of market dynamics, key competitor compensation and benefit plan designs, and industry trends. Innovate in overall plan design and administration to address industry dynamics and to attract and retain talent. The priority is to ensure that the SMSC's compensation, benefits and processes, plans, programs and tools (and the data and information that support them) are competitive, cost effective and most importantly, support the various enterprise's strategies, enhance organizational capability and foster team member engagement.

Provide excellent service, ensure systems and processes are efficient, team member oriented and support the needs of the Gaming Enterprise and SMSC Tribal Operations. Additionally, this position is strategic, analytic and operational in nature and will work collaboratively with leaders and HR on all related matters. Must have a high degree of credibility and demonstrate ability to add value with all levels of leadership. Responsible for handling and maintaining confidential and sensitive information, acts with discretion and is accountable for legal and regulatory compliance.

Budget/Asset Responsibilities:

Responsible for planning and budgeting for staff and space needs for the department in order to maintain an acceptable level of Human Resources Services for the company. Plays a substantial role in recommending the percentage increase to company expenses as it relates to the entire payroll, benefits programs, and workers' compensation program expenses. The director also impacts the budget for HR and payroll systems, in conjunction with IT, as needed.



Job Duties:

Lead Compensation function in the following areas:

  1. Establish compensation strategies while ensuring that all compensation and reward programs and practices are aligned with the strategic objectives and pay philosophy.
  2. Designs and develops the enterprise's broad based compensation programs. As appropriate, proactively educate leaders, HR and colleagues on compensation strategy, practices and benchmarks.
  3. Lead the evaluation of positions and the application of existing job classifications, assignment of job levels, salary ranges and FLSA status to positions. Make recommendations for revisions and/or changes.
  4. Direct annual market survey and recommendations regarding changes in salary plans; oversee all activity related to published compensation surveys throughout the year and audit survey output, market trends and market competitive pay positions to ensure salary plans meet overall company goals and objectives.
  5. Identify opportunities to make compensation activities/processes more streamlined and efficient.
  6. Ensure compensation programs and practices are competitive in the marketplace to support recruitment, engagement and talent retention. Design, develop and implement any new programs.
  7. Lead the development of annual salary budgets from collecting market data (general, industry specific, geographic) and model budget proposals.
  8. Lead the salary planning processes with HR and department heads from communicating budgets and process to management and leaders, educating team members, providing reports, collecting recommendations, to coordinating review process with senior management.

Lead Benefits, HR Operations, & HR Systems function as follows:

  1. Establish strategy for benefits and continuously evaluate all benefits plans to ensure they are cost effective, competitive, and meet the needs of the organization and team members. Identify opportunities for changes, including new vendors, plan design, and funding. Regularly analyze benefit offerings, evaluating the usage, services, coverage, effectiveness, cost, plan experience and competitive trends, and make appropriate short and long-term recommendations. On a periodic basis, benchmark to ensure market competitiveness and best practices.
  2. Administer all benefit plans, including but not limited to health and welfare programs, qualified retirement plans, non-qualified deferred compensation plans, life insurance, disability, and Internal Revenue Code (IRC) Section 125 plans and discretionary benefits. As appropriate, educate leaders, HR and colleagues on benefits strategy, practices and benchmarks.
  3. Direct the annual open enrollment process, including vendor selection and negotiation, cost-saving initiatives, employee communication and collaboration with other departments.
  4. Determine appropriate communication strategy for specific benefits and develop employee education programs to ensure employees understand benefits, their value, and available resources. Also responsible for the creation of benefit communications that enhance employee summary plan descriptions, new hire orientations, and employee event notifications.
  5. Establish and maintain relationships with external service providers to ensure they are delivering services as outlined and expected. Provide excellent service to support team members and contract carriers, brokers, or other necessary responsibilities to facilitate proper and complete utilization of benefits for all colleagues. Ensure audits on plans are conducted in a timely manner.
  6. Regularly analyze benefit offerings, evaluating the usage, services, coverage, effectiveness, cost, plan experience and competitive trends, and make appropriate short and long-term recommendations. On a periodic basis, benchmark to ensure market competitiveness and best practices.
  7. Ensure compliance with applicable laws and regulations.
  8. Ensure all plan documents and Summary Plan Descriptions are complete and updated, 5500 filings are filed accurately and in a timely manner, prepare discrimination testing, and oversee annual plan audits.
  9. Ensure HR Technology supports the employee life cycle, include talent acquisition and management and HR management. This includes reporting and HR metrics.
  10. Provide front line HR support for team members and leaders to assist with questions on HR policies and procedures. Collaborate with other HR functions for additional support.

Leads Payroll functions as follows:

  1. Directs the Payroll activities.
  2. Ensures that payroll is accurately and cost-effectively processed.
  3. Audits the payroll for trends in the various departments and for compliance with all federal, state, and company regulations.

Job Requirements

  1. Bachelor's degree required in a Human Resources related discipline, advanced degree highly preferred.
  2. 12+ years of overall and progressive HR experience with 8+ years of experience focused in Compensation/HR Systems/Benefits design.
  3. Experience developing total rewards strategy, executive compensation and benefits design, HR data analytics, and capability across HR operations and technology.
  4. 5+ years' experience partnering and contributing to technology strategy in a human resources environment, partnering with IT and leading business process analyses.
  5. Successful experience with change management principles and a demonstrated ability to drive and manage the change process from strategic planning through implementation and follow-through.
  6. Experience with business transformation and business process redesign to support information technology system improvement and optimization.
  7. Significant HCM system design, configuration, and implementation. Experience with multiple cloud-based HCM systems, such as; SAP, Oracle, Workday, ADP, Ultimate, PeopleSoft, Lawson, etc. Configures HR Systems to support rapidly changing business requirements to support organizational change.
  8. Demonstrated expert written and verbal communication skills and a proven capability to present complex concepts in a concise and understandable way to a variety of audiences, including the highest level of the enterprise.
  9. A strong aptitude for leading through influence, setting direction, and delivering results. Strong leadership, analytical, financial and written communication skills.
Leadership Competencies:
  1. A proven people leader with success building and leading high performing teams. Act as a leader of change and innovation across the business.
  2. Skilled in proactively assessing organizational performance and aligning solutions with strategic and cultural initiatives.
  3. Demonstrated success of strong relationship management and team building skills, with ability to influence leaders and team members at all levels within the greater organization. Experience with change management and rolling out small and large scale initiatives.
  4. Outstanding written, verbal, interpersonal, coaching and presentation skills with the ability to tailor messaging to the audience
  5. Strong collaborator who influences effectively with a variety of internal and external stakeholders at all levels.

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