Director - Total Rewards & HRIS - Schindler Elevator Corporation - Morristown

Job description
The Director, Total Rewards and HRIS is responsible for all strategic and operational aspects of the Company’s compensation, benefits, global mobility and HRIS programs and platforms.
The Director, Total Rewards and HRIS functions as a knowledgeable internal resource on all current and future compensation, benefits, relocation, and HR Systems initiatives. S/he will demonstrate the ability to develop trust and credibility with the management team as well as the larger employee population.


The role reports directly to Sr. VP Human Resources - Americas and will manage a team of 8 employees, including a Manager, Compensation, Benefits Representative, HRIS manager, as well as 4 additional specialist resources. This position will partner with Human Resource Managers and other members of the Sr. management team to develop and execute our compensation, benefits, relocation, and HRIS strategy.

The U.S. operation is ~$1.5 billion in revenue with approximately 5,300 employees, made up of 3 Area businesses. The U.S. is a part of the “Americas Zone,” which covers an expansive geography, including Central and South America, with nearly $3 billion in revenue and 12,000+ employees. While the focus of this position is specific to the U.S., there is opportunity for expansion into other businesses across the Americas Zone.
Responsibilities
Lead the design, delivery, and administration of all total rewards (compensation, benefits, global mobility, recognition, etc.) programs and practices to enhance our ability to attract and retain the very best talent and maintain high levels of employee engagement
Establish a benefits and mobility strategy and manage related third party resources.
Hands on design and administration of all compensation and benefit programs, including market pricing, job description development, strategic planning, along with the design and execution of these programs
Provide day to day compensation support and work with HR Business Partners to support client needs including reviewing requests for new or revised classifications to determine appropriate salary grade assignments
Work collaboratively with HR colleagues to lead and manage the annual salary planning and incentive process
Provide direction to compensation staff with evaluating jobs to ensure proper grading and work with managers and the HR community on grade and promotion recommendations
Lead extensive reviews of existing incentive compensation programs, and focus on streamlining and designing competitive incentive programs for various home office and field populations
Provide direction to the Variable Compensation Manager to ensure incentive plans are equitable across the organization
Manage the company’s key position holder deferred compensation program
Maintain in depth knowledge of the company’s health, welfare and retirement plans (DB & DC)
Ensure regulatory compliance (HIPAA, PPACA, COBRA) and administration of all active and retiree benefit plans including medical (CDP), dental, life, disability, voluntary plans, 401k, DB
Manage annual filings, annual plan audits and all other regulatory requirements
Oversee the management of benefits communications, annual enrollment and all new benefit introductions activity
Play a key role on the company’s Benefits Investment and Benefits Administration Committees, and work closely with finance on budget and forecasting
Manage HRIS systems staff, ensure data integrity in all systems, manage all system upgrades and enhancements
Manage all RFP processes and serve as the point of contact for compensation, benefit and HRIS vendors and consultants (manage relationships to ensure service targets are met)
Partner with the Payroll and HR community to ensure smooth processing and understanding of systems
Champion the communication and education of total rewards philosophies, programs and process throughout all levels of the organization, including the design and implementation of communication tools improving understanding and value of programs including providing perspective on the compensation market and practices
Act as an internal resource on marketplace trends, relevant laws and competitive programs, including keeping abreast of DOL, and other compliance related regulations
Partner with the SVP of HR and the President on all executive compensation matters

Desired Skills and Experience
Basic Qualifications

Bachelor’s degree
Minimum of seven years of experience in developing and administering corporate benefit programs, specifically regarding the structure and administration of health, welfare, and retirement programs
Minimum of 3 years of experience managing complex HRIS platforms
Minimum of 3 years of supervisory experience
Minimum of seven years of specific experience in developing comprehensive compensation programs (i.e. base, bonus, commission, incentive, deferred)
Additional Qualifications

Master’s degree preferred
Strong human resource systems experience; specific experience with ADP, SAP, and or Success Factors HR systems is preferred
Excellent communication and interpersonal skills, including strong presentation skills, particularly to senior level management
Strong detail orientation and project management skills including demonstrated success leading process improvement and cost savings initiatives
Superb management skills evidencing the ability to effectively hire, develop, and mentor subordinate staff
Strong negotiation and vendor management skills
Superior analytical and problem solving skills evidencing the ability to think and act strategically
Global mobility and relocation program and vendor management experience preferred
In-depth knowledge and experience benchmarking compensation and benefit policies, practices, common exclusions, and applicable laws with experience in emerging and developing economies
Strong strategic planning, problem solving, and market data analysis experience.
Clear and concise interpersonal communication style
Demonstrated ability to effectively communicate with and influence all levels of management and employees
Demonstrates good judgment in protecting confidential information and uses discretion in discussing sensitive issues with the appropriate personnel

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