Director Total Rewards

Tic Solutions•Houston, TX

1d•Onsite

About The Position

TIC Solutions is seeking a Director, Total Rewards to help set the strategic direction of compensation and benefits and lead the implementation of related programs. The role oversees compensation and total rewards design, including performance management and employee recognition, and directs the day-to-day operation and planning of U.S. benefits programs, as well as appropriate benefits for Canadian employees. The Director develops vendor relationships, provides internal customer service, and supervises the Compensation Manager and Benefits Administrator. This is a full-time, permanent, in-office role at the Galleria location in Houston, Texas, five days per week. The schedule is Monday through Friday, 40 hours per week.

Requirements

Bachelor’s degree in human resources and/or business.
At least 15 years of experience in total rewards, specifically managing compensation and benefits plans and teams.
Ability to plan effectively, set priorities, manage several complex projects simultaneously, and meet deadlines under pressure.
Strong analytical skills and thorough knowledge of plan designs.
Ability to understand, evaluate, and make judgments about proposals and requests for proposals (RFPs).
Knowledge of benefits contract language.
Knowledge of compensation data analysis.
Knowledge of applicable federal and state regulations, filing, and compliance requirements affecting employee benefits, including ERISA, COBRA, FMLA, ADA, Section 125, workers’ compensation, Medicare, Social Security, and Department of Labor requirements.
Excellent communication and organizational skills.

Nice To Haves

SHRM-CP professional designation.
CEBS professional designation.

Responsibilities

Help design, communicate, and implement a compensation and benefits strategy aligned with TIC Solutions’ business objectives and focused on cost-effective, quality programs.
Collaborate with business leaders and IT, HR, Finance, and other support functions to advance company goals.
Oversee company benefits programs, including group health, dental, vision, short- and long-term disability, life insurance, flexible spending, and 401(k) plans.
Assist with appropriate group benefits for Canadian employees.
Manage the Benefits Administrator by planning, scheduling, and directing work.
Act as Privacy Officer for health plans as required by HIPAA.
Serve on the Benefits Committee and Retirement Committee.
Lead annual open enrollment for applicable employees.
Manage COBRA and termination processes, benefits changes, beneficiary updates, disability changes, claims, 401(k) rollovers, QDROs, QMCSOs, distributions, loans, hardship withdrawals, and compliance testing for Form 5500s.
Oversee benefits files and updates to employee payroll records.
Provide analytical and technical support for benefits programs delivered through employee benefits online portals.
Assess plan design changes for benefits harmonization and cost effectiveness.
Gather employee data, oversee monthly billings, and prepare divisional cost accounting for group-plan carrier payments.
Assist the CHRO and Finance with monthly group insurance claims allocations and quarterly reviews.
Audit the accuracy and performance of benefits staff functions.
Provide the CHRO with reports and analysis on benefits use, services, coverage, effectiveness, cost, plan experience, competitive trends, and the company’s position.
Conduct internal and external plan audits and ensure benefits programs comply with plan documents and applicable state and federal requirements.
Document and maintain administrative procedures for assigned benefits processes.
Assist with benefits plan renewals and broker negotiations with carriers.
Manage compensation functions for non-union employees, including survey participation, job evaluation, salary structures, incentive plan design, and related initiatives.
Guide the Compensation Manager on compensation program development, implementation, administration, and procedures.
Ensure job descriptions, classifications, and titles are appropriately placed in salary structures and maintain the job evaluation matrix.
Research compensation trends and participate in or conduct surveys to assess competitive positioning.
Create or revise job families and related salary bands and progression processes.
Ensure compensation programs comply with relevant local, state, and federal legislation.
Oversee non-union salary adjustments for consistency and equity.
Assess the effectiveness of performance management and recognition programs, including service awards.
Identify recognition best practices and benchmarks and recommend changes aligned with business goals.
Manage and collaborate with vendors and external partners, including contract performance, to ensure services deliver maximum value.
Educate HR colleagues and business leaders about program principles, application, and delivery.