Global Benefits Director

Owens & Minor

3d•$175,000 - $210,000•Remote

About The Position

At Owens & Minor, we are a critical part of the healthcare process. As a Fortune 500 company with 350+ facilities across the US and 22,000 teammates in over 90 countries, we provide integrated technologies, products and services across the full continuum of care. Customers—and their patients—are at the heart of what we do. Our mission is to empower our customers to advance healthcare, and our success starts with our teammates. Owens & Minor is seeking an experienced Global Benefits Director to lead the global strategy, governance, and design of all US and international Health and Welfare plans, ensuring alignment across regions and competitive positioning in diverse global markets. Reporting to the VP, Global Total Rewards, the Global Benefits Director is responsible for developing, implementing, and managing comprehensive benefit programs to attract, retain, and engage top talent. This role oversees strategy, design, administration, compliance, and communication of benefit programs, including health, wellness, 401k, and other ancillary offerings. Success in this position calls for an innovative benefits expert who thrives in dynamic environments and champions teammate well-being at every level.

Requirements

Bachelor’s degree in human resources, Business Administration, or a related field; advanced degree or certification (e.g., CEBS, GPHR) preferred.
7-10+ years of experience in benefits management, with at least 3 years in a leadership role.
Strong understanding of benefits practices, trends, and compliance requirements.
Proven track record in developing and implementing strategic benefits programs.
Excellent analytical, problem-solving, and decision-making skills.
Outstanding communication, negotiation, and interpersonal skills.
Ability to lead and influence in a matrixed, cross-cultural environment.
Ability to coach, counsel, and develop others

Nice To Haves

Mergers and acquisition experience preferred

Responsibilities

Strategy & Design:
Lead global benchmarking initiatives to align benefits with local market practices.
Develop a harmonized global benefits philosophy while allowing for regional differentiation.
Build a benefits strategy that balances inflation and cost control, meeting business needs and external benchmarks.
Implement a comprehensive benefits plan aligned with company goals, covering health, welfare, 401(k), and financial programs.
Develop initiatives to support teammate well-being and address diverse regional needs.
Oversee global benefits administration systems and champion standardized processes.
Manage global vendors and lead global RFP processes for optimized pricing and service levels.
Program Management:
Oversee the administration of benefits programs, including health and wellness and voluntary benefits.
Monitor vendor performance and ensure service quality meets organizational standards.
Evaluate program utilization, cost, and effectiveness; make recommendations for enhancements.
Oversee adherence to global benefit regulations, including GDPR and regional statutory requirements.
Own the teammate recognition program, ensuring it aligns with company values and goals.
Evaluate the effectiveness of the recognition program in driving intended behaviors and make necessary adjustments to improve its impact.
Compliance:
Create global communication strategies tailored to cultural and language needs.
Ensure all benefits programs comply with federal, state, and local regulations by staying updated on legal changes and implementing necessary adjustments.
Partner with legal and compliance teams to manage risk and address regulatory updates, ensuring 401(k) plans and spending accounts remain compliant.
Stay updated on changes in laws and regulations and implement necessary adjustments to maintain compliance.
Teammate Engagement & Communication:
Build and maintain a global benefits governance framework with clear decision rights.
Implement clear and engaging communication plans to help teammates understand the full value of their benefits.
Champion a workplace culture centered on well-being by encouraging participation in programs that support physical, emotional, and financial health.
Act as a trusted advisor to HR leaders and business units on all benefits-related topics.
Provide targeted education and communication for teammates about their 401(k) plans and spending accounts to ensure informed decisions and maximize utilization.
Advise senior leadership on global benefits trends and risks.
Manage global benefits budgeting, forecasting, and cost optimization strategies.
Leadership & Collaboration:
Establish Regular Cross-Functional Meetings: Schedule recurring meetings between benefits, HR, and finance teams to ensure ongoing alignment, surface challenges early, and proactively address any gaps in benefit offerings or compliance.
Leverage Teammate Feedback: Implement routine surveys or focus groups to gather teammate input on benefit programs, using insights to refine offerings and boost satisfaction and engagement.
Encourage Professional Development: Support team members in pursuing industry certifications, attending conferences, or participating in webinars to stay updated on trends and regulatory changes.
Recognize and Reward Collaboration: Review and Revamp recognition programs that celebrate cross-departmental teamwork and successful benefit initiatives, reinforcing a high-performing and collaborative culture.
Financial Management:
Manage the benefits budget, including forecasting and cost control.
Identify cost-saving opportunities while maintaining program integrity and teammate satisfaction.