Director of Compensation and Benefits

Essential Functions
Benefits and Wellness Program Leadership:
* Establishes
the strategic direction of the University’s benefits, wellness, retirement, leave, and insurance programs, including group health, dental,
vision, life, LTD, workers’ compensation, retirement plans,

tuition assistance, FMLA, leave plans, and 403(b)/401(k) hardship, loan,
and withdrawal processes.
* Evaluates and compares existing benefits and wellness programs with those of other institutions by analyzing
plan design, benefit surveys, claims data, market trends, and other sources of information to recommend improvements or changes.
*
Develops annual goals, long-term objectives, annual action plans, policies, and procedures related to benefits, wellness, retirement, and
leave programs.
* Ensures University compliance with applicable federal and state laws and regulatory requirements related to benefits
and wellness programs, including ERISA, health care reform requirements, COBRA, HIPAA, FMLA, IRS, Department of Labor, insurance
commissioner, and other regulatory agency requirements.
* Oversees required regulatory mailings, communications, reports, filings, and
applications; serves as primary contact with third-party administrators, benefit providers, General Counsel, and external counsel regarding
plan administration and compliance.
* Analyzes aggregate health claims data to recommend and implement wellness initiatives designed to
support employee wellbeing, lifestyle and behavior change, and long-term cost management.

Compensation Program
Administration:
* Administers the compensation program for faculty and staff and works collaboratively with Talent Acquisition to
determine offers for new employees that promote internal equity while remaining competitive with the external market.
* Provides
recommendations and guidance to managers on wages and salaries using the University’s Pay and Titling Guidelines, salary structures,
external market surveys, and internal equity reviews.
* Benchmarks positions against market surveys to determine appropriate market
pricing and placement within salary ranges; completes exempt and non-exempt salary surveys, including AAUP and CUPA-HR, and develops
techniques for compiling, preparing, validating, and presenting compensation data.
* Approves compensation-related actions in Workday
HCM; utilizes Workday reports to conduct analytics on wages and salaries; works with the HRIS Administrator to ensure compensation tables in
Workday are updated to reflect minimum wage requirements, salary structure changes, and FLSA standards.
* Keeps current on Workday
compensation releases and uses Workday Community resources to stay informed on compensation functionality, best practices, and system
implementation considerations.
* Keeps apprised of federal, state, and local compensation laws and regulations to help ensure University
compliance with wage and hour, minimum wage, salary basis, and related compensation requirements.

Position Description, Job
Evaluation, Classification, and Reporting:
* Evaluates Position Description Questionnaires (PDQs) for new and existing positions to
ensure duties and responsibilities, reporting structure, work experience, education, knowledge, skills, physical and working conditions, and
University mission expectations are clearly defined.
* Makes recommendations for PDQ revisions to support uniformity of job descriptions,
job titles, and titling guidelines.
* Investigates and analyzes position duties and responsibilities to determine appropriate FLSA
classification, exemption status, job title, and salary range.
* Conducts job analysis and desk audits; develops or revises PDQs/job
descriptions when needed and determines appropriate salary grade levels.
* Provides data to Institutional Research for the annual HR
portion of the IPEDS report, including reviewing reports, conducting data validation, updating information, and serving as the Human
Resources point of contact for the Institutional Research team.

Compensation Projects, Salary Structures, and Policy
Support:
* Works collaboratively with the Associate Vice President of Human Resources on compensation-related projects, policies,
procedures, and recommendations.
* Conducts market research to monitor competitiveness of the University’s salary structures and
recommends continuous improvement to compensation procedures and practices.
* Proposes updates to salary structures that align with
compensation trends and University objectives; assesses the associated costs of pay grade changes and reviews salary ranges/structures on a
recurring cycle to support continued competitiveness.
* Prepares compensation data reports, HR metrics, and analyses related to wages and
salaries, including data needed for merit increases, cost-of-living adjustments, minimum wage adjustments, internal equity

reviews,
promotional adjustments, and other compensation actions.
* Performs compensation project work including benchmarking pay practices,
incentive pay, bonuses, and other wage and salary initiatives as assigned.

Leadership, Committees, and Other Duties:
*
Provides oversight, and direction for Benefits and Compensation staff by establishing goals, assigning work, reviewing work quality,
supporting productivity, conducting performance appraisals, and coaching

when appropriate.
* Develops, manages, and forecasts HR
budgets related to benefits, wellness, and compensation.

Prepares quarterly and annual reports relating to benefits, wellness, and
compensation initiatives.
* Serves on University and external committees as appropriate, including committees related to benefits,
wellness, retirement, compensation, and HR advisory responsibilities.
* Performs other duties as
assigned.

Qualifications/Requirements

• Bachelor’s degree in business, Human Resource Management, or
  related field is required
• Master’s degree in human resources management, or MBA preferred
• Certifications in CEbS, PHR, SPHR,
  SHRM-CP is preferred.
• 5-8 years of previous compensation and benefits experience is required
• Advanced Analytical skills
  required
• Advanced written and oral communications skills required
• Must be able to analyze statistical data for claims, spend
  analysis for all benefit and wellness related programs
• Must be able to multitask and manage projects effectively
• Ability to
  utilize Microsoft Office applications (e.g., Outlook, Excel, Word, PowerPoint) and HRIS software (e.g., Ellucian, Workday, Softdocs
  etc.)
• Must have excellent interpersonal skills both written and verbal High customer service skills in relationship to consulting
  with supervisors and communicating with employees of Barry University.
• Must have excellent proofreading and editing
  skills
• Must be able to communicate effectively as a presenter for benefit related meetings, workshops and training. Must possess
  excellent listening skills

Benefits: Barry University offers a comprehensive benefits package to full-time employees that includes
health, dental, vision, life insurance, retirement, tuition assistance, paid time off and work/life balance initiatives such as wellness
programs, spirituality in the workplace, and training and development.

Barry University is an Equal Opportunity Employer, committed
to a diverse and inclusive work environment.

Tagged as: Employment