Director of Human Resources

Position Overview:

The Director of Human Resources specializing in Employee Benefits will lead and manage the design, implementation, and administration of comprehensive benefits programs. This strategic leadership role will focus on ensuring that all employee benefits are competitive, cost-effective, compliant with legal regulations, and aligned with the company’s overall human resources goals. The role requires a deep understanding of employee needs, market trends, and legal requirements related to benefits, as well as an ability to collaborate with other HR leaders and senior management to drive employee engagement, retention, and overall organizational effectiveness.

Key Responsibilities:

1. Benefits Strategy and Leadership:

• Strategic Planning: Develop and execute the overall employee benefits strategy aligned with the company’s mission, culture, and goals. Provide long-term planning to continuously enhance the benefits offering.
• Leadership & Oversight: Lead and mentor a team of benefits professionals to manage day-to-day benefits administration. Provide guidance and foster a culture of accountability and innovation within the benefits function.
• Vendor Management: Build and maintain relationships with third-party benefit vendors, insurance carriers, brokers, and other external partners. Negotiate contracts, manage service-level agreements, and ensure optimal service delivery.
• Cost Optimization: Monitor benefit costs and work with finance and procurement teams to identify cost-saving opportunities without compromising the quality or competitiveness of the benefits programs.

2. Benefits Program Design & Administration:

• Design and Maintain Programs: Oversee the design and implementation of all employee benefit programs, including health insurance, dental, vision, life insurance, retirement plans (401(k), pension), wellness initiatives, and voluntary benefits.
• Compliance & Regulatory Oversight: Ensure compliance with all applicable federal, state, and local regulations (e.g., ERISA, ACA, HIPAA, COBRA, FMLA, ADA) in the administration of benefits. Stay up to date on legislative changes and adjust programs accordingly.
• Enrollment & Communication: Manage annual open enrollment processes, including system setup, communication, training, and support for employees. Ensure clarity of communication regarding the value of benefits, and support employees in navigating options.
• Claims & Issues Resolution: Serve as the senior point of contact for escalated employee issues related to benefits claims, disputes, and plan interpretation. Act as a liaison between employees, carriers, and brokers to resolve issues promptly.

3. Employee Wellness & Engagement:

• Wellness Program Development: Lead the development and execution of comprehensive wellness initiatives that promote overall employee well-being, including mental health, physical wellness, and financial literacy.
• Employee Education & Engagement: Create and implement educational resources to help employees better understand and maximize their benefits. Conduct benefits orientations, workshops, and webinars to engage employees and improve retention.
• Surveys & Feedback: Collect and analyze employee feedback regarding benefits satisfaction and wellness needs. Use data-driven insights to continuously refine and enhance benefits offerings.

4. Data Analysis & Reporting:

• Data-Driven Decision Making: Leverage data analytics to monitor and evaluate the effectiveness of benefits programs. Analyze trends, employee utilization, and costs to recommend improvements.
• Budget Management: Develop and manage the budget for all employee benefits programs. Prepare and present detailed reports to senior leadership on program performance, cost trends, and strategic initiatives.
• Reporting & Audits: Prepare regular reports on benefits plan performance and compliance. Coordinate internal and external audits related to employee benefits programs.

5. Legal and Regulatory Compliance:

• Compliance Monitoring: Ensure the company’s benefits programs comply with all legal requirements and regulations. Work with legal counsel to stay abreast of any changes in laws impacting benefits and communicate necessary changes to internal stakeholders.
• Document Management: Maintain accurate and up-to-date records of benefits plans, plan documents, policies, and communications in accordance with legal requirements.

6. Cross-functional Collaboration:

• HR Integration: Work closely with other HR functions (e.g., Talent Acquisition, Compensation, Employee Relations) to ensure alignment of benefits with broader HR initiatives, including total rewards strategies.
• Employee Relations: Partner with HR Business Partners and managers to address benefits-related questions, resolve disputes, and improve overall employee experience related to benefits programs.
• Executive Support: Provide strategic counsel to senior leadership on employee benefits matters, advising on trends, challenges, and best practices to ensure the company’s competitive edge in talent acquisition and retention.

Required Qualifications:

• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field (Required).

• Professional Certifications: Certified Employee Benefit Specialist (CEBS), Society for Human Resource Management (SHRM-SCP), or similar preferred.

• Experience:

  • Minimum of 7-10 years of experience in Human Resources with at least 5 years focused on employee benefits management.
  • Strong experience in benefits design, administration, and strategic planning.
  • Extensive knowledge of employee benefits laws, regulations, and compliance issues (e.g., ERISA, ACA, HIPAA, COBRA).
  • Experience with benefits administration software, HRIS systems, and data analytics tools.
  • Proven ability to manage vendor relationships and negotiate contracts.
  • Experience leading a team or department within HR.

• Skills & Competencies:

  • Analytical Thinking: Ability to use data and metrics to drive decision-making and continuously improve benefits offerings.
  • Communication: Exceptional written and verbal communication skills, with the ability to convey complex benefits information in a clear and engaging manner.
  • Leadership: Strong leadership skills with the ability to motivate, mentor, and develop a high-performing benefits team.
  • Problem-Solving: Excellent issue-resolution skills and the ability to manage conflict effectively.
  • Project Management: Experience managing multiple, complex projects simultaneously with a focus on deadlines and quality.
  • Adaptability: Ability to stay flexible and responsive in a fast-paced environment, particularly in relation to changing legal and market conditions.

• Technical Skills:

  • Proficiency in Microsoft Office Suite (Excel, PowerPoint, Word).
  • Familiarity with HRIS systems (e.g., Workday, ADP, UltiPro) and benefits management platforms.
  • Knowledge of benefits benchmarking tools and resources.

Preferred Qualifications:

• Master’s degree in Human Resources, Business Administration, or a related field.
• Experience in a large, complex organization or a highly regulated industry.
• In-depth knowledge of global benefits programs and cross-border compliance issues.

Working Conditions:

• Full-time, exempt position.
• Standard office hours, with occasional evening or weekend hours during peak times (e.g., open enrollment).

Physical Requirements:

• Ability to sit and stand for extended periods.
• Occasional travel may be required for vendor meetings, industry conferences, or company events.