Milwaukee Brewers

  • Director - Benefits and Compensation

    Job Locations US-WI-Milwaukee
    Posted Date 1 month ago(12/19/2018 2:58 PM)
    ID
    2018-1642
    # of Openings
    1
    Category
    Human Resources
  • Overview

    The Director - Benefits and Compensation is responsible for directing the day-to-day operations of the benefit and compensation functions.  The Director is responsible for the analysis of benefit and compensation programs in order to evaluate internal equity, external competitiveness, and legal compliance of the Club’s benefit and compensation practices.  The ultimate goal of this role is to support a high performing culture that attracts, motivates, retains and rewards employees.

     

    Responsibilities

    Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.  Other duties may be assigned.

    • In conjunction with the Vice President of Human Resources, determine long-term strategy for benefits and continuously evaluate all benefit plans to ensure they are cost effective, competitive, and meet the needs of both the Club and our employees.
    • Administer benefit programs including health, dental, vision, life, LTD, STD, and disability insurances, 401(k), pension plans, vacation, sick leave, leave of absence, employee assistance and wellness.  Coordination includes handling employee enrollment and termination, COBRA/retiree benefit administration.  Prepare and distribute Summary Annual Reports and Summary Plan Descriptions, Conducts audits, performs updates and testing functions, and provides updated census information as requested.
    • Ensure compliance with the all federal and state regulations regarding benefits and leave administration including but not limited to ACA, FMLA, ADA, ERISA and HIPAA.  Process ACA eligibility and federal reporting annually.
    • Work with Payroll on garnishments, employee deductions and benefit payments to be consistent with federal and state wage and hour laws; ensure the processing of new hires, transfers, promotions and terminations are accurate and timely
    • Plan and implement appropriate communication strategies to educate Club employees on benefit programs and changes.  Education should ensure employees understand their benefits and all available resources.
    • Serve as the primary point of contact for managing relationship with Workday on benefit related items.
    • Maintain accurate, up-to-date computerized and paper records of all benefit tractions including enrollments, changes, annual renewals and vendor correspondence.  Manage data integration between HR and benefit communication systems.
    • Work with Baseball Operations to administer appropriate benefit plans for players and international employees.
    • Serve as primary contact for plan vendors and third-party administrators. Coordinate transfer of data to external contact for services and plan administration.
    • Provide overall support to the HR department which may include: training HR Generalists on benefit related items, facilitating training, new hire orientation, answering in-person, phone and email inquiries, and representing HR in various capacities.
    • Prepare benefit termination packets and related documentation.
    • Respond to benefit inquiries in a timely manner.
    • Monitor the effectiveness of existing compensation and benefit policies, guidelines and procedures recommending plan revision as well as new plans that are cost-effective and consistent with compensation and benefit trends and Club objectives; coordinates implementation and provides guidance to staff.
    • Survey industry trends. Complete compensation and benefit surveys and review information to forecast trends and assist with future compensation and benefit designs. Develop recommendations for review by leadership.
    • Establish plans and procedures to implement and administer compensation policies and practices.
    • Provide advice to management on pay decisions and compensation policy interpretation.
    • Responsible for the job evaluation process and assigning pay ranges in accordance with the overall compensation program.
    • Manage and conduct compensation reviews and reorganizations for an entire unit or department.
    • Analyze wage and salary information and recommend policy and salary structure changes to ensure maintaining the Club’s compensation objectives, fairness, consistency and compliance with the Fair Labor Standards Act and other employment laws.
    • Provide technical support to managers in regard to hiring, transfer, promotion, and change in pay.
    • Responsible for audits which can include gender equity, exempt salary requirements, OFCCP, etc.
    • Assist with the administration of worker’s comp claims.

    Qualifications

    To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.

     

    Education and/or Experience                                                

    Bachelor's degree (B. A.) from four-year college or university; and five or more years related experience and/or training; or equivalent combination of education and experience.

     

    Computer Skills                                             

    To perform this job successfully, an individual should have knowledge of Word Processing and Spreadsheet software and familiarity with Crystal reports.  Strong data entry, and data management skills required.  Software utilized includes ABRA Human Resource systems; ABRA Payroll systems; Pension Calculator Database software; Timekeeping software and Microsoft Office Products.

     

    Other Skills and Abilities                                           

    Fluency in Spanish preferred but not required.

     

    Other Qualifications                                                  

    Must be able to travel on occasion for conferences, employee meetings, etc.

     

    Certificates, Licenses, Registrations

    Certification in SHRM desirable but not required.

     

    Work Hours                                                  

    Core business office hours are Monday – Friday 9 am – 5pm, however, additional hours may be required on weekends, evenings and some holidays.  Average workweek can be 45+ and more during peak periods.

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