Director, Total Rewards

Umoja Biopharma•Seattle, WA

14d•Hybrid

About The Position

Umoja Biopharma is an industry-leading biotech with locations in Seattle, WA and Louisville, CO, focused on transforming the treatment of cancer with a novel integrated immunotherapy platform. Our vision is to develop off-the-shelf therapies capable of treating any tumor, any time. We are a diverse and growing team working in brand-new facilities in downtown Seattle, Washington and Louisville, Colorado, and we are looking for innovative thinkers who are excited by groundbreaking science and technology, and passionate about squaring up to the challenges inherent to cutting-edge drug development. We are committed to our core values and principles that support our overall mission and strongly invite applications from enthusiastic individuals who share our commitment and help position Umoja to deliver on our goals. We at Umoja believe in the importance of stories; we are looking for great people to join our team to help us create more stories for ourselves, for you, and most importantly for patients and their families. Umoja Biopharma – Your Body. Your Hope. Your Cure. POSITION SUMMARY The Director, Total Rewards is responsible for the design, strategy, administration, and continuous improvement of the company’s total rewards programs, with a primary emphasis on benefits strategy, vendor management, plan administration, compliance, and employee experience. This role leads the development and execution of competitive, scalable, and compliant health and welfare, retirement, leave, wellbeing, and recognition programs that support the organization’s talent strategy and business objectives. Reporting to the VP of Human Resources, the Director, Total Rewards will serve as the company’s subject matter expert on benefits and broader rewards philosophy, ensuring programs are market-competitive, cost-effective, operationally sound, and aligned with the company’s culture and growth stage. This position will collaborate closely with Finance, Legal, Payroll, HR Operations, and external brokers and vendors to deliver a seamless and employee-centered rewards experience.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field.
10+ years of progressive experience in Total Rewards, with significant depth in benefits strategy, administration, and compliance.
3+ years of functional leadership experience; meaning owning Benefits function or related department
Deep knowledge of health and welfare plans, retirement plans, leave administration, open enrollment, benefits operations, and benefits compliance requirements.
Demonstrated experience working with benefits brokers, carriers, consultants, and third-party administrators.
Experience leading annual renewals, plan design evaluations, vendor negotiations, and employee communications.
Proven ability to use data and market insights to make strategic recommendations.
Experience navigating applicable benefits regulations, including ERISA, COBRA, ACA, HIPAA, and leave-related requirements.
Experience with HRIS and benefits administration platforms such as UKG, Workday, ADP, SAP, Paylocity, or similar systems.

Nice To Haves

Experience in a high-growth organization; biotechnology, life sciences, healthcare, or other regulated environment preferred.
Excellent communication and interpersonal skills, with the ability to explain complex information clearly to employees and leaders.
High attention to detail, sound judgment, and a commitment to confidentiality.
Strong project management, organizational, and operational execution skills.
Experience with various state leave laws and requirements
Experience supporting a multi-state workforce.
Familiarity with compensation principles and broader total rewards program design.
CCP, CEBS, CBP, or similar professional certification.
Knowledge of survey management and benchmarking tools
Experience managing equity programs for public and private companies

Responsibilities

Lead the strategy, design, implementation, and ongoing administration of the company’s health and welfare programs, including medical, dental, vision, life and disability insurance, retirement plans, leave programs, wellness initiatives, and other employee benefits.
Develop and evolve a forward-looking benefits strategy that supports talent attraction, retention, employee wellbeing, and organizational scalability.
Assess current programs and recommend enhancements based on business needs, employee feedback, utilization trends, benchmarking, and cost considerations.
Partner with leadership to define a long-term benefits philosophy that aligns with the company’s values, growth plans, and total rewards strategy.
Evaluate the competitiveness and effectiveness of benefit offerings relative to market practice, with an eye toward balancing employee experience with fiscal responsibility.
Oversee all aspects of day-to-day benefits administration, including enrollments, life event changes, eligibility, plan changes, claims escalations, and employee communications.
Ensure accurate and timely coordination of benefits processes with Payroll, HRIS, HR Operations, and external administrators.
Lead annual open enrollment strategy and execution, including plan design recommendations, employee communications, education sessions, systems testing, and issue resolution.
Manage and optimize benefits administration processes, systems, workflows, and controls to improve efficiency, compliance, and service delivery.
Monitor benefit plan utilization, employee inquiries, and vendor performance to identify opportunities for process improvement and enhanced employee support.
Serve as the primary relationship owner for benefits brokers, carriers, consultants, and third-party administrators.
Lead vendor selection, renewal negotiations, performance reviews, service issue escalation, and contract management.
Partner with brokers and consultants on annual renewals, plan design analysis, benchmarking, and cost-containment opportunities.
Ensure vendors deliver high-quality service, accurate administration, and actionable reporting and insights.
Oversee compliance with applicable federal, state, and local laws and regulations related to employee benefits, including but not limited to ERISA, COBRA, ACA, HIPAA, FMLA, Colorado FAMLI, WA PFML, Section 125, and other applicable leave and benefits regulations.
Partner with Legal and external advisors to ensure plan documents, SPDs, notices, filings, and communications are timely, accurate, and compliant.
Support plan audits, nondiscrimination testing, annual filings, and other compliance-related activities.
Develop and maintain internal controls, plan administration documentation, and standard operating procedures to reduce risk and improve consistency.
Stay current on legislative and regulatory developments that may affect benefit programs and recommend proactive changes as needed.
Create and execute a thoughtful employee communication strategy for benefits that improves awareness, understanding, and appreciation of the company’s offerings.
Translate complex benefits information into clear, employee-friendly materials and decision support tools.
Partner with VP, HR and managers to support employee education and engagement with benefits and wellbeing programs.
Address escalated employee issues with empathy, responsiveness, and sound judgment.
Contribute to the development and administration of the company’s broader total rewards strategy, including compensation programs, recognition initiatives, and rewards communications, as needed.
Partner with HR leadership and Finance on rewards-related budgeting, planning, and forecasting.
Support market benchmarking and competitive analysis for rewards programs to ensure alignment with business strategy and talent needs.
Provide recommendations and insights on total rewards trends, employee value proposition, and program effectiveness.
Analyze benefits plan performance, enrollment trends, costs, and utilization data to inform strategic recommendations.
Develop dashboards, reports, and presentations for leadership on program performance, renewal strategies, employee participation, and cost drivers.
Use data and employee feedback to guide continuous improvement efforts and measure program impact.