Director of Compensation and Benefits

Washington, United States
Salary Not specified
Jul 20, 2021
Employment Level
Employment Type
Full Time

Another Source's client, University of Puget Sound, is recruiting a Director of Compensation and Benefits to join their team in Tacoma, Washington.

Founded in 1888 in a vibrant port city in the Pacific Northwest and designated as one of only 40 Colleges That Change Lives., the University of Puget Sound is an independent, residential, and predominantly undergraduate liberal arts college, with graduate programs in education and health sciences.

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Position Description:
The Director of Compensation and Benefits has direct responsibility for administering a comprehensive staff compensation program, benefits program for faculty and staff and the university payroll. Has shared supervisory oversight of the HR information systems. Integrates rewards of work to attract and retain talent in the most cost effective and efficient manner possible, providing analytical, policy and support services university-wide. Activities include compliance with applicable laws and regulations, budgeting, internal reporting, salary administration, survey administration, modeling, developing recommendations, communication and education, and partnering with internal and external colleagues on work related to benefits and staff compensation.

Puget Sound Benefits:

Essential Job Functions and Responsibilities:
Developing and communicating staff compensation programs:

  • Researches, establishes and utilizes compensation methods and sources (e.g., professional organizations, websites) to ensure effective and cost-efficient compensation programs.
  • Plans and implements a strategic communication plan for the staff compensation program; communicates compensation program practices, policies and procedures to individual contributors and leaders.
  • Consults with hiring managers and HR team members to determine starting salaries for new staff members based on the extent and relatedness of the candidate's education and experience and on internal equity and market considerations.
  • Solicits information about jobs from incumbents, supervisors, and department heads; conducts on-site audits of classifications of positions; conducts job evaluations; authorizes changes in classifications and salary ranges; computes the cost impact of such changes.
  • Ensures compliance with the FLSA and other federal and state wage and hour laws and regulations.
  • Assists individual contributors and leaders in writing job descriptions.
  • Oversees the university's participation in salary and benefits surveys conducted by other organizations (e.g. CUPA-HR, Milliman).

    Developing and communicating faculty and staff benefits programs:
  • Oversees the management of all health and welfare benefits and retirement programs from a strategic and plan design perspective; supervises and collaborates with the benefits specialist, HRIS analyst, and other HR staff members in the day-to-day administration of the university's benefits programs, which include 403(b) and 457 retirement plans, group medical, dental, and life insurance plans, disability plans, flexible spending accounts, work/life services, etc. In collaboration with the benefits specialist, evaluates, plans, and administers the university's benefits programs; analyzes benefits plan design; assesses effectiveness of programs in meeting overall strategic objectives, and oversees the development and implementation of changes and improvements to benefits programs.
  • Oversees the management of the university's relationship with benefits consultants, vendors of benefits plans, legal and actuarial consultants, record-keepers, etc. Directs or oversees (and ensures the quality of) benefits proposals, negotiations with insurance carriers, and administration of contracts or other agreements involving employee benefits.
  • Ensures that development and implementation of benefits programs, policies and practices are in compliance with ERISA, COBRA, FMLA, OFLA, HIPAA, and other applicable federal and state laws and regulations. Conducts periodic audits of benefits policies and procedures, plan documents, and summary plan descriptions. Updates or creates documents as needed.

    Analyzing and reporting:
  • Supervises and works in partnership with the HRIS analyst to analyze the systems and reporting needs of constituents; facilitates the implementation of automated systems solutions and reports to meet those needs.

  • Supervises and works in partnership with the payroll administrator to ensure timely and accurate processing of semi-monthly payroll, quarterly and annual state and federal reporting, and compliance with all local, state, and federal regulations.

  • Provides direction to individuals and groups within and outside of HR who are engaged in initiating, establishing, and maintaining compensation and benefits programs; assists leaders and individual contributors to address compensation and benefits challenges; provides a broad range of consultative services to leaders and individual contributors regarding compensation policies, procedures, and practices; suggests alternatives for the compensation of individual contributors and leaders; assists leaders in designing and/or implementing improvements to compensation processes.
  • Assists individual contributors in developing their understanding of the university's compensation and benefits programs and objectives.
  • Works with HR team to assess data, analyze trends, and identify methods for continuously improving human resources management at the university.

    Ensuring organizational effectiveness:
  • Participates in development, implementation and maintenance of policies, objectives, short-and long-range plans; develops and implements programs to accomplish established goals.
  • Maintains currency in the human resources profession through such professional development activities as reading professional literature; attending professional development education programs, workshops and conferences; and participating in professional associations.
  • Continuously reviews and makes or recommends changes to compensation and benefits policies and procedures.
  • Ensures job openings are properly approved; coordinates with departmental colleagues on requisition processing, budget information, etc.
  • Participates as a team player in keeping daily Human Resources operations running smoothly, serving as support and backup as necessary.
  • Leads and provides direction to other HR staff, to include work allocation, training, problem resolution, etc.

    Performing other functions:
  • Assists with web resource development.
  • Engages in lateral planning and collaboration across departments in support of institutional initiatives.
  • Writes and edits communication materials, correspondence, and reports; develops forms, form letters, manuals, and related resource materials as required; reviews standard letters and forms regularly and implements changes as needed.
  • Leads individual and group information sessions as needed or requested.
  • Serves on or leads task forces, committees and project teams as required.
  • Conducts research on such subjects as resources for market compensation data, best practices in compensation and benefits, etc.
  • Maintains historical records, current legislation information, compensation statistics, letters and boiler plate documents, forms, etc.
  • Performs other duties as required.

    Supervisory Responsibilities:
    Supervises three full-time staff members, the benefits specialist, payroll administrator, and payroll and benefits assistant and shares supervision of the full-time HRIS analyst, as well as temporary and student staff members as needed.

    Budget Responsibilities
  • Collaborates with colleagues in the Office of Finance to develop the university's benefits budget and prepares benefits budget recommendations for the Budget Task Force.
  • Provides fringe benefits budget variance reports to the Office of Finance office three times annually,
  • Authorizes and processes purchase orders and invoices for payment for compensation and benefit expenses; maintains budget records; reviews expenses against budget; and prepares budget requests.   
  • Manages the annual budget planning process for staff compensation; prepares models and cost projections of salary proposals; proposes a plan to distribute the pool of funds available for staff salary increases; collaborates with CES colleagues regarding the impact of the salary range structure on student staff rates of pay; oversees the preparation of compensation statements annually for all staff members.

    Knowledge, Skills and Abilities:
  • Ability to see the big picture and manage details; to identify implications and connections
  • Ability to work effectively with a broad range of constituents: staff, faculty, students, and the general public
  • Ability to organize, analyze, prioritize, and problem-solve within a fast-paced office environment with frequent interruptions and minimal supervision
  • Ability to work and move projects forward with temporary ambiguity
  • Ability to read, analyze, and interpret professional publications and governmental regulations
  • Ability to write business correspondence, including policy and procedures
  • Ability to professionally and effectively present information and respond to questions from groups of leaders and individual contributors
  • Ability to supervise and train staff, including organizing, prioritizing, and scheduling work assignments
  • Skill in examining and refining operations and procedures, formulating policy, and developing and implementing new strategies and procedures
  • Ability to develop, plan, and implement short- and long-range goals
  • Ability to negotiate and manage contractual arrangements
  • Knowledge of compensation and benefits-related laws, regulations, principles, methods, and techniques
  • Knowledge of budgeting, cost estimating, and fiscal management principles and procedures
  • Ability to make administrative/procedural decisions and judgments
  • Ability to provide technical staff development and performance feedback
  • Ability to respectfully work, communicate and provide leadership within a diverse campus community

    Minimum Requirements:
  • Master's degree from an accredited college or university in related field and five (5) years' increasingly responsible, related experience OR Bachelor's degree and eight (8) years' increasingly responsible, related experience; undergraduate or graduate course work in human resources management, industrial psychology, statistics, or related field desirable

  • Certified Compensation Professional (CCP) certification preferred
  • Solid experience managing and mentoring staff
  • Relational database experience; PeopleSoft experience preferred
  • Commitment to liberal arts education and cultural diversity required
  • Demonstrated customer service orientation required
  • Demonstrated knowledge and application of current compensation and benefits strategies and resources
  • Outstanding interpersonal, problem solving, and team building skills
  • Excellent organizational and analytical skills
  • Superior interpersonal skills, both one-on-one and in small and large groups

    University Diversity Statement
    We Acknowledge

    The richness of commonalities and differences we share as a University community; the intrinsic worth of all who work and study here; and that education is enhanced by investigation of and reflection upon multiple perspectives.

    We Aspire
    To create respect for and appreciation of all persons as a key characteristic of our campus community; to increase the diversity of all parts of our University community through commitment to diversity in our recruitment and retention efforts; and to foster a spirit of openness to active engagement among all members of our campus community.

    We Act
    To achieve an environment that welcomes and supports diversity; to ensure full educational opportunity for all who teach and learn here; and to prepare effectively citizen-leaders for a pluralistic world.

    The University of Puget Sound is an equal opportunity employer.

    Another Source works with their clients, on a retained project basis, to maximize the recruiting process.


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