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Wake Forest University · 4 weeks ago

Executive Director of Compensation and Benefits, Human Resources

Winston Salem, NC

Full-time

Onsite

Director/Executive

8+ years exp

Wake Forest University is seeking an Executive Director of Compensation and Benefits to lead the evaluation, development, communication, implementation, and maintenance of a comprehensive total rewards strategy. This role is responsible for aligning compensation and benefits programs with organizational goals and providing strategic guidance while fostering collaboration with key stakeholders.

EducationHigher EducationUniversities

No H1B

Responsibilities

In partnership with VP/CHRO, plans and leads the annual Executive Compensation process

Accountable for the implementation of a market pay structure

Collaborates with the budget office and assists leaders in addressing compensation challenges

Responsible for clear, accurate, and updated compensation policies/procedures

Lead the annual benefits evaluation process in partnership with the Fringe Benefits Advisory Committee, Human Resources, and Benefits Consultant, including but not limited to leading discussions on benefit plan recommendations, developing presentations, and presenting information to the Committee and other Executive Leadership

Evaluate and make recommendations on the effectiveness, cost, trends, and competitiveness for the University’s benefit programs while balancing the needs of our campus community and the overall fringe budget

Lead the University’s retirement plan program in partnership with the Retirement Plan Committee, Human Resources, and the Retirement Plan Consultant, including but not limited to leading discussions on retirement plan recommendations, developing presentations, and presenting information to the Committee and other Executive Leadership

Evaluate and make recommendations on the effectiveness, cost, trends, and competitiveness of the University’s 403(b) Retirement Plan and 457(b) Deferred Compensation Plan

Responsible for the overall Fringe Budget

Ensure compliance with all governmental regulations and University policies related to compensation, benefits, retirement plan, and leave programs by researching, monitoring, and tracking new and existing laws and regulations. Recommend, communicate, and implement required changes

Implement, lead, and maintain an out-of-state compliance program for the University regarding compensation, benefits, and leave program requirements

Responsible for evaluating and maintaining relationships with third-party administrators, consultants, and other institutional relationships for compensation and benefits

Accountable for the execution of new and existing compensation, health and welfare, retirement plan, and any other benefits-related contracts, agreements, policies, amendments, revisions, and required forms/filings. This includes, but is not limited to, reviewing the terms, conditions, fees, guarantees, and other contractual arrangements for accuracy, developing summaries for Executive Leadership, and obtaining the required approvals and signatures

Resolve and communicate final compensation and benefits determination(s) on disputes, challenges, inquiries, and/or exception requests from internal colleagues and/or third-party administrators

Oversee the development, evaluation, revision, and communication of new and/or current policies, programs, and procedures for compensation and benefits

Research and maintain best practices in compliance and administration of compensation and benefits programs

Within our Workday ERP environment, in collaboration with Directors of Compensation and Benefits, identify priority projects and provide information and partnership to the HRIS team to move forward with necessary initiatives/updates/changes

Partner with HR colleagues and other campus constituents to develop and disseminate communication materials to promote compensation and benefits programs at Wake Forest University, including but not limited to presenting information to various campus committees, partners, and Executive Leadership

Provide leadership and coaching to the Compensation and Benefits/Absence team members through effective coaching and performance management

Establish and maintain strong relationships with Institutional Talent Partners, providing information at standing meetings and responding to ad hoc requests

Provide strategic leadership as part of the Human Resources leadership team

Stay current on compensation, benefits, and wellness trends by conducting research and connecting with peers at other universities and professional organizations, such as CUPA HR

Performs other related duties as assigned

Collaborates with the AVP for Employer Experience to manage relationships with vendors for health and wellness benefits to maximize the utilization and value of paid services for employees. This includes coordinating with vendors to promote existing benefits, identify new opportunities, and ensure that programs align with the WFU’s health objectives and employee needs

Qualification

Compensation strategy developmentBenefits program evaluationHRIS experienceFederalState laws knowledgeBudget managementAnalytical skillsInterpersonal skillsMicrosoft Office proficiencyGoogle Workspace proficiencyCreative solutions developmentLeadershipCommunication skillsProblem-solvingTeam collaborationProject management

Required

Bachelor's degree in Human Resources Management, Business Administration, or a related discipline, plus eight years of combined experience in compensation, benefits, and wellness, with at least five years in a supervisory role

Knowledge of organizational structure, workflow, and operating procedures

Skill in developing, managing, and implementing new strategies, procedures, and large-scale projects

Ability to apply principles of logical thinking to define and analyze problems, collect data, establish facts, draw valid conclusions, and develop creative solutions

Strong interpersonal and communication skills and the ability to work effectively with various constituencies in a community of different constituent groups

Ability to foster a cooperative environment

Ability to supervise, lead, and train staff

Proficiency in annual financial/budget processes

Knowledge of federal and state employment laws, regulations, and private sector employment policies and procedures

Current knowledge of benefit programs and their interface with regulations, related retirement and benefits acts at both the state and federal levels, recent court decisions, legal trends, and Social Security

Skill in developing and implementing salary administration plans and programs

Ability to analyze problems and develop creative solutions to complex human resource issues

Proficiency in using the Microsoft Office Suite and/or Google Workspace

Ability to format data to support analysis and recommendations

Strong analytical and critical thinking skills and the ability to analyze, summarize, and effectively present data to individuals/groups, including executive levels

Experience with HRIS (Oracle, Workday, Banner, or a related system), to include exporting and using data to answer questions, present data, and create presentations