Vice President Total Rewards and HR Systems

This person is responsible for developing and administering consistent rewards and operations frameworks in HR. This role will lead the translation of business needs, culture, and values to develop relevant programs to address total rewards, payroll, and HR technology (Analytics, HCM, HR Operations). Set up, refine, own and administer a best in class, compensation and benefits framework for PremiStar and enable our ability to "tell the People First strategy" through data, analytics and reporting cadence.Ensure through all programs that team members are treated according to our values across the platform, while ensuring in-market competitiveness in line with PremiStar's compensation philosophy.Own end-to-end- delivery from strategy, design, implementation, to training, communication, and administration (inhouse or through 3rd parties) on all HR Total Rewards programs.This position is part of the HR Leadership Team at PremiStar reporting to the Chief Human Resources Officer, works closely with the Executive Leadership team and external vendor partners, while leading the Total Rewards and HR Systems team.Essential Duties and Responsibilities:The incumbent may be asked to perform other function-related activities in addition to the below mentioned responsibilities as reasonably required by business needs.StrategicOwn PremiStar's total rewards philosophy that will guide all programs and their implementation.Set up cadence of regular reviews of competitiveness in all markets to inform development of compensation key programs. Identify trends, make recommendations, and ensure legal compliance.Partner with CHRO to prepare quarterly analysisdocumentspresentations needed for the HR portion of Board and Private Equity Reviews.Strategize and lead team through technical implementation solutions (HCM) for the future.Develop, implement, and guide total reward program, policies, and procedures.Develop and maintain HR Analytics model, methodology and benchmarking program.Develop and maintain ESG analytics to support HR components of ESG Strategy.Lead the HCM roadmap to optimize HR technology.Develop methodology to analyze and evaluate keycritical talent total compensation.Maintain and enhance the multi-year benefit strategyOperational:Act as an internal consultant on compensation and benefit to HR business partners.Create and maintain organizational tools for managers and employees including compensation ranges, decision making tools, models and analysis tools.Oversee compensation planning activities providing guidance, tools and oversight of the process. Reviews results for best practices, accuracy, and thoroughness.Lead development of incentive compensation plans and partner with finance to model financial impact.Oversee administration of benefit programs (inhouse and 3rd parties).Oversee platform wide payroll processing (in partnership with Accounting) to ensure compliance with applicable statelocal laws and union contracts related to payroll and tax processing.Oversee Corporate day-to-day payroll and tax processing.Maintain compliance with all benefits legislation, implementing new processes and procedures.Devise education and communication tools to ensure leaders and managers are informed and equipped to use any programtool effectively.Create ad hoc reports and data analysis.Recommend and oversee HCM configuration and participate in module testing.Generate, review andor approve total reward invoices.Lead the benefits open enrollment process including timeline, negotiation, communication, and vendor alignment.Administer the 401(k) plan.Lead the annual 401(k) audit with external auditor and submit 5500.Conduct annual pay equity analysis.Lead annual compensation planning program including merit pools, salary ranges, and bonus payouts.Facilitate meeting cadence will all benefit providers.Develop, maintain, and present on Total Reward HR metric reporting including benefit costs, headcount, and compensation trends.Develop long term compensation architecture and incorporate into HCM.Collaborate with Finance partner to plan and manage HR budget.Distribute and post ERISAIRS compliance notices.Maintain content on internal and external total reward site.People & LeadershipDrive improvements and change to our platform Compensation practices.Lead the HR Operations and Total Rewards teams.Collaborate effectively with key stakeholders in Finance and Human Resources to ensure benefit programs and processes are compliant, cost effective and operationally efficient.Lead compensation and benefits learning journey and coach HR and Exec Team members as appropriate.Role model and educate HR team on compensation and benefits thinking and frameworks.Develop and manage effective working relationships with Compensation and Benefits vendors and advisors to support effective governance and administration, including vendor payment and reconciliation processes.Monitor and ensure both compliance with and documentation of compliance with PremiStar's policies and procedures as outlined in various Company policies, including the Risk Mitigation Process and other mandatory policies.Embody and live our company values.QualificationsEducationBachelor's degree requiredSpecific Area of Study: Certified Compensation Professional (CCP) preferredExperience10+ years relevant experience involved in compensation modeling and HR system optimizationSkills.Excellent communications and networking skills.Ability to build strong, trust-based relationships and be a true team player.Ability to lead platform wide projects and initiatives from inception through execution.Ability to think flexibly and act with agility.Ability to apply expertise and technology - specifically Excel, PowerPoint.Use technology to achieve organizational goals.Ability to motivate and empower team.Experience in designing and implementing compensation and benefits programs.Experience in designing incentive compensation plans and reward programs (including sales compensation).Physical DemandsThe physical requirements described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.Sit; use hands to finger, handle or feel objects, tools, or controls.Stand; walk; reach with hands and arms; and stoop, kneel, crouch, or crawl.Liftingpushingpulling and carrying products weighing up to 45 pounds.Potential Exposure to moving mechanical parts, vibration andor moderate noise levels.Potential Exposure to hazardous chemicals or other materials.Safety Shoes compliant with site specific policiesprocedures must be worn in designated areas.Potential Exposure to blood.Other (please specify. Equal Opportunity EmployerProtected VeteransIndividuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

Created: 2025-02-18