Exec Dir Total Rewards Strategy - Beacon Health System

As a member of the Beacon Health Systems Human Resources Leadership Team, reporting directly to the Chief Human Resources Officer, the Executive Director of Total Rewards Strategy & Agility is pivotal in shaping our organization’s future. This role is responsible for redefining how we reward and recognize our talent by overseeing a comprehensive review and design of Beacon’s rewards programs. This includes compensation, benefits, employee health services, and a modern well-being program that drives results.

The Executive Director will provide oversight for Total Rewards, bringing expertise in budgeting, budget prioritization, and financial acumen. Essential qualifications include experience in Total Rewards design, benefits, and budget implementation. A deep understanding of competitive Total Rewards solutions and market insights is crucial to drive strategic thinking and align with HR and business objectives.

As a Center of Excellence (COE) function, this role will collaborate with the HR team to develop and implement Total Rewards solutions that address the evolving needs of the business.

Job Responsibilities

Compensation Visionary and Strategist:

• Design and Implement Forward-Looking Compensation Strategies: Develop and execute compensation strategies that align with our business goals, foster employee engagement, and attract top talent.
• Leverage Data and Analytics: Utilize data-driven insights to create innovative compensation structures, including variable pay, equity, and performance-based incentives.
• Champion Pay Equity and Transparency: Lead efforts to ensure fair and transparent compensation practices, addressing any disparities and promoting pay equity.
• Navigate Regulatory Landscape: Stay ahead of regulatory changes and adapt our compensation programs accordingly. Lead compensation and benefit strategies to support the Collective Bargaining process.
• Collaborate with HR, Finance, and Senior Leadership: Work closely with cross-functional teams to integrate compensation initiatives seamlessly.

Total Rewards Transformation Architect:

• Reimagine Total Rewards: Overhaul our compensation and benefits programs to create a cohesive and impactful total rewards package. Positioning Beacon as the employer of choice within our region and state. Must be able to attract talent beyond local markets.
• Integrate Well-Being and Wellness: Innovate by incorporating well-being initiatives, flexible work arrangements, and wellness benefits and programs into our rewards framework. Programs should drive results and encourage a healthier work environment.
• Personalization and Choice: Develop personalized rewards options, allowing employees to choose benefits that align with their individual needs.
• Future-Proof Benefits: Anticipate workforce trends and design benefits that cater to the evolving needs of a diverse workforce.
• Employee Experience Enhancement: Enhance the employee experience by ensuring our rewards programs align with our organizational culture and values.
• Strategic Visionary: Craft a long-term vision for our rewards programs, considering market trends, employee expectations, and organizational goals.
• Agile Program Design: Develop agile compensation and benefits frameworks that adapt to changing business needs.
• Behavioral Economics Expertise: Apply behavioral science principles to drive desired behaviors through rewards.
• Stakeholder Engagement: Collaborate with executives, HR, and external partners to gain buy-in and drive successful program adoption.
• Metrics-Driven Success: Define success metrics and track the impact of our rewards transformation.

Leadership Competencies

• Drives Results - Consistently achieving results, even under tough circumstances.
• Customer Focus - Building strong customer relationships and delivering customer-centric solutions.
• 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 objectives.
• Communicates Effectively - Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.

Education and Experience

• The knowledge, skills and abilities as indicated below are normally acquired through the successful completion of a Bachelor's Degree in Business, Human Resources, or a related field.
• A Master's Degree is Human Resource Management or Business Administration highly preferred.
• Minimum of 8-10 years of relevant business and progressive human resources experience with at least 5-7 years of experience leading teams at various levels within HR. HR professional certification preferred (PHR, SPHR, SHRM, etc.).
• Demonstrated experience operating within a complex system, healthcare experience highly preferred.

PI249192312