Director, Total Rewards & HR Operations at TireHub
Atlanta, GA 30301
About the Job
Director, Total Rewards & HR OperationsPosition Summary: The Director, Total Rewards is responsible for overall design, implementation, communication and administration of TireHub’s compensation, benefits, payroll and HRIS functions. This role formulates and directs compensation and benefit strategies and implements programs which support and drive attainment of business objectives; respond to competitive labor market conditions; and meet all legal requirements
Works with the Talent Acquisition and Employee Relations teams ensure compensation and benefit programs are aligned with the overall talent strategy. The individual must exhibit the following core attributes of the TireHub commitment: Approachable - If a company could smile, we would
Instead we rely on our people to show it
We care about each other and our customers because we know business only gets done right when people respect each other and value relationships.Adventurous - What TireHub is set up to do is intentionally outrageous
So, we readily embrace challenges with the courage to introduce new ideas and the ambition to build something unique.Relentless - We tackle our work with energy
We deliver on our commitments with enthusiasm
And we don't give up until we get to the end. Speedy - Speed is the currency in the tire industry
When we commit to a job, we get the job done – and we do it fast. Role Specifics: Lead the design, implementation, and management of total rewards philosophy and framework encompasssing all aspects of total compesnatation, retirement, and health and welfare programsEvaluate the effectiveness of total rewards programs to ensure they remain competitive and meet the evolving needs of the organization
Makes recommendations for improvement
Assist in the design of non-executive incentive compensation & benefit plans to insure market competitiveness.Manage vendor relationships and negotiate contracts with external partners.Develops effective and productive partnerships with vendors selected to administer company plans
Including the leadership of regular business reviews (monthly/quarterly/annually) to ensure attainment of SLAs and progress towards goals.Partner closely with other HR leaders and stakeholders to ensure that total rewards programs are integrated into broader HR and business strategies.Develop and deliver communications and training on total rewards programs to Hubbers, managers, and other stakeholders.Leads the design, development and ongoing management of cash and incentive plans, salary/wage planning, bonus and salary administration, job analysis, salary grading and market differences. Assist in the leadership of the company’s annual merit process and benchmarkingEnsure compliance with provisions of state and federal regulations such as FMLA, ADAAA, COBRA, HIPAA, FLSA, etc.Plans and administers executive benefit programs, including short-term and long-term incentive plans, deferred compensation, disability and leave programs.Serves as an authoritative source to company employees and outside inquiries relative to the company’s Total Reward programs.Leads team; selects/hires; develops objectives; coaches and evaluates performance. Ensures direct reports obtain applicable training and development opportunities to enhance performance, development, and contributions to the company. Holds direct reports accountable for individual and team performance. Addresses performance issues appropriately and timely.Develop metrics related to employee analytics to drive program and priorities.Optimize HRIS to meet workforce and compliance requirements and create opportunities for automation, reporting and reduction of inefficient processesManages and oversees the accuracy of HR data along with the creation and delivery reporting and visualization to internal stakeholders
Counsels HR leaders, managers & Hubbers regarding compensation and benefits.Owns and leads the annual OE process and attainment of annual OE goalsLead the payroll process and ensure correct, compliant and timely execution of the payroll cyclesEvaluate and drive improvement in payroll processes directly impacting the efficient run of payroll, such as timekeeping.Manages and coordinates the Annual Operating Plan (AOP) for the HR function, including monthly reviews and updated forecasts.Performs additional responsibilities as requested*Competencies:Continous Learning: Actively and continuously gaining insight of strengths and weaknesses in order to identify the relevant areas that need further development (with regard to skills and knowledge) and acting upon it.Optimizes work processes: Knowing the most effective and efficient processes to get things done, with a focus on continuous improvement.Nimble Learning: Actively learning through experimentation when tackling new problems, using both successes and failures as learning fodder. People Development: Having the ability to assess skill strengths and weaknesses of individuals and teams in order to determine what actions are appropriate to build and/or improve the needed skills.Instills trust: Gaining the confidence and trust of others through honesty, integrity and authenticity. Collaborates: Building partnerships and working collaboratively with others to meet shared objectivesBusiness Insight: Applying knowledge of business and the marketplace to advance the organization’s goalsCustomer focus: Knowing the (internal and external) customer business needs and acting accordingly; anticipating customer needs, and giving high priority to customer satisfaction and customer service.Experience: 7+ years’ experience in a leadership and people management roleMinimum of 10 years of professional compensation, benefits and/or HRIS experience Experience analyzing, creating and evaluating policies and procedures and formulating recommendationsStrong external network to gather and exchange ideas/informationExperience working with and presenting to executive leadershipExperience building, managing and executing an annual budgetKnowledge, Skills, and Abilities: Bachelor’s degree/MBA preferredStrong analytical and problem-solving skills, with the ability to use data to drive decisionsStrong proficiency in MS Office, particularly Word and Excel, and experiences using HR databases, preferably UKGBroad knowledge of federal, state and local labor laws, practices and proceduresKnowledge of trend and best practices pertaining to total rewards administration and developmentExcellent strategic thinking, problem solving and organizational skillsStrong attention to detailsProven ability to communicate effectively, both verbally and in writingAbility to manage multiple projectsWorking Conditions:Most of the time is spent sitting, constantly viewing monitors in a comfortable position with frequent opportunity to move around
There may be occasions to move or lift light articles.Must be able to work flexible hours during routinely critical times to support the departmentThis is a role based out of TireHub's headquarters in Dunwoody, GA.Job SummaryRequisition Number: DIREC006938Job Category: Human ResourcesSchedule: Full-Time
Works with the Talent Acquisition and Employee Relations teams ensure compensation and benefit programs are aligned with the overall talent strategy. The individual must exhibit the following core attributes of the TireHub commitment: Approachable - If a company could smile, we would
Instead we rely on our people to show it
We care about each other and our customers because we know business only gets done right when people respect each other and value relationships.Adventurous - What TireHub is set up to do is intentionally outrageous
So, we readily embrace challenges with the courage to introduce new ideas and the ambition to build something unique.Relentless - We tackle our work with energy
We deliver on our commitments with enthusiasm
And we don't give up until we get to the end. Speedy - Speed is the currency in the tire industry
When we commit to a job, we get the job done – and we do it fast. Role Specifics: Lead the design, implementation, and management of total rewards philosophy and framework encompasssing all aspects of total compesnatation, retirement, and health and welfare programsEvaluate the effectiveness of total rewards programs to ensure they remain competitive and meet the evolving needs of the organization
Makes recommendations for improvement
Assist in the design of non-executive incentive compensation & benefit plans to insure market competitiveness.Manage vendor relationships and negotiate contracts with external partners.Develops effective and productive partnerships with vendors selected to administer company plans
Including the leadership of regular business reviews (monthly/quarterly/annually) to ensure attainment of SLAs and progress towards goals.Partner closely with other HR leaders and stakeholders to ensure that total rewards programs are integrated into broader HR and business strategies.Develop and deliver communications and training on total rewards programs to Hubbers, managers, and other stakeholders.Leads the design, development and ongoing management of cash and incentive plans, salary/wage planning, bonus and salary administration, job analysis, salary grading and market differences. Assist in the leadership of the company’s annual merit process and benchmarkingEnsure compliance with provisions of state and federal regulations such as FMLA, ADAAA, COBRA, HIPAA, FLSA, etc.Plans and administers executive benefit programs, including short-term and long-term incentive plans, deferred compensation, disability and leave programs.Serves as an authoritative source to company employees and outside inquiries relative to the company’s Total Reward programs.Leads team; selects/hires; develops objectives; coaches and evaluates performance. Ensures direct reports obtain applicable training and development opportunities to enhance performance, development, and contributions to the company. Holds direct reports accountable for individual and team performance. Addresses performance issues appropriately and timely.Develop metrics related to employee analytics to drive program and priorities.Optimize HRIS to meet workforce and compliance requirements and create opportunities for automation, reporting and reduction of inefficient processesManages and oversees the accuracy of HR data along with the creation and delivery reporting and visualization to internal stakeholders
Counsels HR leaders, managers & Hubbers regarding compensation and benefits.Owns and leads the annual OE process and attainment of annual OE goalsLead the payroll process and ensure correct, compliant and timely execution of the payroll cyclesEvaluate and drive improvement in payroll processes directly impacting the efficient run of payroll, such as timekeeping.Manages and coordinates the Annual Operating Plan (AOP) for the HR function, including monthly reviews and updated forecasts.Performs additional responsibilities as requested*Competencies:Continous Learning: Actively and continuously gaining insight of strengths and weaknesses in order to identify the relevant areas that need further development (with regard to skills and knowledge) and acting upon it.Optimizes work processes: Knowing the most effective and efficient processes to get things done, with a focus on continuous improvement.Nimble Learning: Actively learning through experimentation when tackling new problems, using both successes and failures as learning fodder. People Development: Having the ability to assess skill strengths and weaknesses of individuals and teams in order to determine what actions are appropriate to build and/or improve the needed skills.Instills trust: Gaining the confidence and trust of others through honesty, integrity and authenticity. Collaborates: Building partnerships and working collaboratively with others to meet shared objectivesBusiness Insight: Applying knowledge of business and the marketplace to advance the organization’s goalsCustomer focus: Knowing the (internal and external) customer business needs and acting accordingly; anticipating customer needs, and giving high priority to customer satisfaction and customer service.Experience: 7+ years’ experience in a leadership and people management roleMinimum of 10 years of professional compensation, benefits and/or HRIS experience Experience analyzing, creating and evaluating policies and procedures and formulating recommendationsStrong external network to gather and exchange ideas/informationExperience working with and presenting to executive leadershipExperience building, managing and executing an annual budgetKnowledge, Skills, and Abilities: Bachelor’s degree/MBA preferredStrong analytical and problem-solving skills, with the ability to use data to drive decisionsStrong proficiency in MS Office, particularly Word and Excel, and experiences using HR databases, preferably UKGBroad knowledge of federal, state and local labor laws, practices and proceduresKnowledge of trend and best practices pertaining to total rewards administration and developmentExcellent strategic thinking, problem solving and organizational skillsStrong attention to detailsProven ability to communicate effectively, both verbally and in writingAbility to manage multiple projectsWorking Conditions:Most of the time is spent sitting, constantly viewing monitors in a comfortable position with frequent opportunity to move around
There may be occasions to move or lift light articles.Must be able to work flexible hours during routinely critical times to support the departmentThis is a role based out of TireHub's headquarters in Dunwoody, GA.Job SummaryRequisition Number: DIREC006938Job Category: Human ResourcesSchedule: Full-Time
