Compensation u0026 Benefits Lead Full-Time - Behavioral Health Corp 901

Profile

u003cpu003eFounded in 1965, Telecare is a rapidly growing mental health care company dedicated to making a difference for our clients, the community, and our employees. We offer an array of mental health services to adults with serious mental illness. We partner with public sector entities and behavioral health organizations and have over 130 programs and over 4,000 employees across the country. And weu0027re growing all the time! When you work at Telecare, you help to empower thousands of individuals every day in their journeys of recovery.u003cstrongu003eu0026nbsp;u003c/strongu003eu003c/pu003enu003cpu003eu003cstrongu003eTelecare is proud to have been recognized by The Bay Area Business Times as the 9u003csupu003ethu003c/supu003eu003cspanu003eu0026nbsp;u003c/spanu003eBest Place To Work In the Bay Area for 2020! This is the 18th time we have made the list!u003c/strongu003eu003c/pu003enu003cpu003eu003cspanu003eOur Corporate Headquarters has over 100 employees in following departments:u0026nbsp; Executive, Development, Finance, Information Systems, Human Resources, Operations, and Marketing u0026amp; Operations.u003c/spanu003eu003c/pu003enu003cpu003eu003cstrongu003eEmployment Status:u0026nbsp;u003c/strongu003eu0026nbsp;Full-Timeu003c/pu003enu003cpu003eu003cstrongu003ePOSITION SUMMARYu003c/strongu003eu003cbr /u003eThe Total Rewards (Compensation and Benefits) Lead in close coordination with the Director of Total Rewards oversees the development, implementation, administration and communication of the corporationu0026rsquo;s compensation and benefits programs for employees.u003cbr /u003eu003cbr /u003eu003cstrongu003eQUALIFICATIONSu003c/strongu003eu003cbr /u003eRequired: u003cbr /u003eu0026bull; Bacheloru0026rsquo;s degree in Human Resources and minimum 4 yearsu0026rsquo; experience with increasing responsibilities in the compensation and benefits function u003cbr /u003eu0026bull; Solid experience and knowledge of government regulations as they apply to benefits and compensation plans, advanced working knowledge and experience in compensation and benefits design, policies u0026amp; practices u003cbr /u003eu0026bull; Experience in implementing paperless HR processes and utilizing technology to enhance strong processes u003cbr /u003eu0026bull; Ability to strategically plan and identify issues and bring about resolution u003cbr /u003eu0026bull; Strategic planner with sound business skills, analytical ability, good judgment and strong operational focusu003cbr /u003eu0026bull; High level of independence while working effectively as part of a team u003cbr /u003eu0026bull; Valid California Driveru0026rsquo;s License u003cbr /u003eu0026bull; Must be at least 18 years of ageu003cbr /u003eu0026bull; All opportunities at Telecare are contingent upon successful completion and receipt of acceptable results of the applicable post-offer physical examination, 2-step PPD test for tuberculosis, acceptable criminal background clearances, excluded party sanctions, and degree or license verification. If the position requires driving, valid driver license, a motor vehicle clearance and proof of auto insurance is required at time of employment and must be maintained throughout employment. Additional regulatory, contractual or local requirements may apply.u003cbr /u003eu003cbr /u003ePreferred:u003cbr /u003eu0026bull; CEBS/SHRM-CP/SCP certification u003cbr /u003eu0026bull; UltiPro Experience u003cbr /u003eu0026bull; HR u0026amp; Payroll generalist background u003cbr /u003eu003cbr /u003eu003cstrongu003eESSENTIAL FUNCTIONSu003c/strongu003eu003cbr /u003eu0026bull; Demonstrate the Telecare mission, purpose, values and beliefs in everyday language and contact with the internal and external stakeholdersu003cbr /u003eu0026bull; Working closely with Director of Total Rewards and key stakeholders, lead company-wide compensation and benefits initiatives u003cbr /u003eu0026bull; Formulate ongoing recommendations for program managers regarding development of salary structures, job revisions, and organizational structure using relevant compensation data Respond and recommend course of action for pay-related inquiriesu003cbr /u003eu0026bull; Review current and perspective jobs for contentu003cbr /u003eu0026bull; Responsible for execution of company merit and bonus programsu003cbr /u003eu0026bull; Develops and maintains a robust market analysis and survey generation strategy to collect and analyze competitive salary information to benchmark the competitive marketu003cbr /u003eu0026bull; Lead the updates and continuous maintenance of job descriptionsu003cbr /u003eu0026bull; Maintain compensation calendar; track and monitor calendar, ensuring maintenance of recordsu003cbr /u003eu0026bull; Assist in Planning, designing, and development of competitive and cost effective employee benefits that are linked to business strategies and corporate initiatives. Recommend and implement changes to optimize impact and cost while monitoring competitive trends in employee benefits and evaluate alternatives and costsu003cbr /u003eu0026bull; Ensure accurate, timely updates and maintenance of employee benefits and retirement plan, i.e. new hires, terminations, open enrollment and miscellaneous changes u003cbr /u003eu0026bull; Complies with federal, state, ERISA, and ACA/DOL rulings by studying existing and new legislation, obtaining guidance from external experts and Plan benefit leaders in the area of health and welfare and retirement plans. Determines best approach and presents options and recommendations to address requirements u003cbr /u003eu0026bull; Work with the various insurance carriers, administrators, service providers and consultants to optimize benefit program resultsu003cbr /u003eu0026bull; Oversees qualified retirement plan participationu003cbr /u003eu0026bull; Primary contact for annual retirement plan audits (for union and non-union 401(k) plans and Employee Stock Ownership Plan)u003cbr /u003eu0026bull; Develop partnerships and provide consultation to HR team and program managersu003cbr /u003eu0026bull; Working closely with Director of Total Rewards and Total Rewards team, responsible for the administrative functioning of the benefit and compensation functionu003cbr /u003eu0026bull; Makes use of management practices that include empowerment of staff, the provision of clear and concise expectations regarding duties assigned to employees, frequent feedback focusing on both positive and problematic aspects of work performance and other management practices that are consistent with Continuous Quality Improvementu003cbr /u003eu0026bull; Promotes and maintains harmonious and effective relationships and communications within the department and with other departmentsu003cbr /u003eu0026bull; Assist in development of staff. Assist in selection, coaching, and evaluating the activities of team members in the compensation and benefits department in achieving department objectives. Acts as a resource to staff to assist with decision makingu003cbr /u003eu0026bull; Collaborates with other administrative staff in strategic planning activities with the goal of ensuring ongoing effectiveness of the programu003cbr /u003eu0026bull; Available to assist at other Telecare facilities, which may involve limited travelu003cbr /u003eu0026bull; In collaboration with Director of Total Rewards, reviews staffing requirements and recommends to leadership the number and classification of personnel to be employed. directs the recruitment, selection and when necessary disciplinary action within the benefits and compensation staffu003cbr /u003eu0026bull; Establishes and maintains the job specifications and descriptions for benefits and compensation personnelu003cbr /u003eu0026bull; Coordinates the efforts of benefits and compensation staff with other departments. In the process of accomplishing this, promotes the cost effective use of personnel, supplies and equipmentu003cbr /u003eu0026bull; Assumes responsibility for her/his professional growth and the ongoing professional development of the benefits and compensation staffu003cbr /u003eDuties and responsibilities may be added, deleted and/or changed at the discretion of management.u003cbr /u003eu003cbr /u003eu003cstrongu003eSKILLSu003c/strongu003eu003cbr /u003eu0026bull; Strong analytical and problem- solving skills, Effective interpersonal and verbal and written communication skillsu003cbr /u003eu0026bull; Excellent organizational skills and initiative to improve processes u003cbr /u003eu0026bull; Advanced Microsoft Excel skills, proficiency in MS Word and PowerPoint u003cbr /u003eu0026bull; Ability to prioritize and multi-task u003cbr /u003eu0026bull; The ability to read, write and speak English is crucialu003cbr /u003eu003cbr /u003eu003cstrongu003ePHYSICAL DEMANDSu003c/strongu003eu003cbr /u003eThe physical demands here are representative of those that must be met by an employee to successfully perform the essential functions of this job.u003cbr /u003eu003cbr /u003eThe employee is occasionally required to walk, stand, bend, squat, kneel, crawl, climb, twist, reach, lift and carry items weighing 10 pounds or less, lift and carry items overhead up to 10 pounds, and, do simple power grasping of up to 50 pounds, drive as well as frequently sit.u003cbr /u003eu003cbr /u003eu003cstrongu003eEOE AA M/F/V/Disabilityu003c/strongu003eu003c/pu003e,EqualOpportunityEmployerDescription:Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities,PayTransparencyPolicyStatement: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),MatchScore:1.0,HasApplied:false,ApplicationJobBoardName:null,ApplicationJobBoardId:null,DateApplied:null,Salaried:true,CompensationAmount:null,PublishingStatus:1,Links:[],BehaviorCriteria:[],MotivationCriteria:[],EducationCriteria:[{Required:true,Related:false,DegreeId:d5043012-4bbf-4dc6-89f5-f3a0d5da42d6,DegreeName:Bachelors,MajorId:f3045eec-b4be-4f1a-9122-bc58e63b9b8a,MajorName:Human Resource Management}],LicenseAndCertificationCriteria:[],SkillCriteria:[],WorkExperienceCriteria:[],JobBoardMemberships:[{JobBoardId:4f54269c-3a81-e250-e075-3a1a05307eef,PublishedInternal:true,PublishedExternal:false,ExternalPostedDate:null,InternalPostedDate:2021-02-19T03:22:54.974Z},{JobBoardId:2fcbb6f4-e717-17cb-9327-3dd87a55b08d,PublishedInternal:false,PublishedExternal:true,ExternalPostedDate:2021-02-19T03:22:54.974Z,InternalPostedDate:null}],AssessmentUri:null,AssessmentStatus:null,OpportunityIsClosed:false,TravelRequired:null,TravelDescription:null,SupervisorName:null,Assessments:[],ApplicationId:null});

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