Director of Benefits

RaceTrac•Atlanta, GA

2d•Hybrid

About The Position

RaceTrac is seeking an experienced Director of Benefits to shape the strategy and future direction of benefits across a growing, multi-brand organization. This role will lead the enterprise strategy, governance, administration, and continued evolution of health and welfare, retirement, leave, time off, wellness, and employee support programs. It's a highly visible leadership position with the opportunity to influence benefits evolution across multiple brands and employee populations. The Director will balance enterprise consistency with individual brand needs, ensuring programs are competitive, compliant, financially responsible, scalable, and meaningful to employees. The ideal candidate possesses both strategic benefits expertise and strong operational leadership, capable of building for the future while ensuring current programs function effectively. This role is based in Atlanta, GA, with hybrid office requirements (4-5 days per week in the office). Relocation assistance will be considered.

Requirements

10-15 years of progressive experience with 5-8 direct leadership experience leading employee benefits programs within a complex organization.
Broad benefits expertise across health and welfare, retirement, leave/time off, and wellness programs.
Experience developing and executing benefits strategy, not solely administering established programs.
Strong knowledge of benefits compliance, governance, and risk management, including ERISA, ACA, COBRA, HIPAA, and FMLA.
Demonstrated experience managing benefits vendors, consultants, carriers, and third-party administrators.
Strong financial and analytical capabilities, including benefits budgeting, cost management, and program evaluation.
Proven ability to influence and partner with senior leaders and cross-functional teams including HR, Finance, Legal, Payroll, and HR Technology.
Experience leading and developing a benefits team.

Nice To Haves

Experience leading benefits within a multi-brand, multi-business, or similarly complex organization.
Experience with M&A, benefits integration, or program harmonization across different employee populations.
Experience building or transforming benefits programs to support organizational growth and scalability.
Experience leading benefits process improvement, automation, or service delivery transformation.
Experience supporting diverse employee populations, including both corporate and frontline employees.
Experience developing enterprise-wide benefits communication, education, and employee engagement strategies.
You bring more than technical benefits expertise. You know how to set strategy, navigate complexity, lead through change, and translate benefits into programs that work for both employees and the business.
You’re equally comfortable thinking about the future of the benefits portfolio, advising senior leaders, navigating an integration, evaluating cost and risk, and ensuring employees have a strong experience with the programs offered to them.

Responsibilities

Set and execute the enterprise benefits strategy across multiple brands and employee populations.
Lead the design, evaluation, and continued evolution of health and welfare, retirement, wellness, leave, time off, and employee support programs.
Establish enterprise standards and governance that create consistency and scalability while recognizing brand-specific needs.
Monitor market trends, legislative changes, workforce demographics, and emerging practices to keep programs competitive and relevant.
Use utilization, engagement, cost, and employee experience data to evaluate program effectiveness and identify opportunities for improvement.
Lead benefits, leave, and time-off integration for newly acquired or affiliated brands.
Assess existing programs, identify gaps and risks, and develop recommendations for future-state design and harmonization.
Build scalable enterprise frameworks that support efficient administration across different brands and employee populations.
Partner with HR leadership on program transitions, integration strategies, and implementation.
Oversee enterprise administration of health and welfare, retirement, leave, time off, wellness, and employee support programs.
Ensure accurate, timely, and consistent service through internal teams, shared services, third-party administrators, and external partners.
Establish service standards and performance measures that support a strong employee experience.
Champion process improvement and automation that increase efficiency, reduce risk, and improve scalability.
Lead annual enrollment and benefits education and communication strategies that help employees understand and maximize the value of their programs.
Provide enterprise oversight for statutory and company-sponsored leave and time-off programs, including disability, parental, military, and accommodation-related programs.
Lead retirement strategy, including 401(k) plan design, governance, administration, fiduciary oversight, compliance, and vendor management.
Shape wellness and well-being programs supporting employees' physical, financial, emotional, and social health.
Oversee employee assistance, hardship and support funds, and other programs designed to support employee well-being.
Ensure compliance with applicable benefits, retirement, leave, and privacy requirements, including ERISA, ACA, COBRA, HIPAA, FMLA, and federal, state, and local regulations.
Oversee audits, regulatory reporting, plan filings, governance activities, controls, and documentation.
Partner with Legal and Compliance to evaluate regulatory changes and implement necessary program changes.
Lead relationships and negotiations with brokers, consultants, carriers, TPAs, wellness providers, and retirement partners.
Manage benefits and wellness budgets while balancing employee value, market competitiveness, and organizational cost.
Lead and develop the team responsible for benefits, leave, time off, retirement, and employee support programs.
Serve as a trusted advisor to HR leadership and senior business leaders on benefits strategy, employee experience, compliance, risk, and integration priorities.
Build strong partnerships across Finance, Payroll, Legal, HR Technology, Shared Services, vendors, and business leadership.
Create accountability and drive continuous improvement across benefits programs and service delivery.