The Director, Total Rewards will oversee the overall strategic and day to day administration of the compensation and benefits functions while collaborating with other areas of Shirley Ryan AbilityLab to ensure effective and efficient functions. This role is responsible for the compensation function, planning, developing and implementing new and revised compensation programs, policies and procedures to support the organization’s goals and competitive practices. The position is also responsible for the oversight and administration of total employee benefits, developing, recommending and implementing approved, new or modified plans and policies and supervising the administration of existing plans. Provides comprehensive consultative and analytic support to the business, including special emphasis on Finance and human resource management on total rewards, programs, issues and practices. Accountable for delivering exceptional results associated with the design and execution of the HR Systems, Talent Management tools, processes and initiatives that support the SRALAB/AbilityLab’s mission/vision. Leads and executes on the strategies, methodologies and implementation of the various Human Resource Systems, including but not limited to integration of a general human resource system (i.e., ADP) with other technologies (e.g., SilkRoad, Iconixx, Learning Management Systems, etc.) throughout the entire organization while ensuring effective and efficient HR process workflow and documentation to support the organization. Furthermore, the position oversees systems implementation and HR reporting,

The Director, Total Rewards will consistently demonstrate support of the Shirley Ryan AbilityLab statement of Vision, Mission and Core Values by striving for excellence, contributing to the team efforts and showing respect and compassion for patients and their families, fellow employees, and all others with whom there is contact at or in the interest of the institute.

The Director, Total Rewards will demonstrate Shirley Ryan AbilityLab Core Attributes: Communication, Accountability, Flexibility/Adaptability, Judgment/Problem Solving, Customer Service and Shirley Ryan AbilityLab Values (Hope, Compassion, Discovery, Collaboration, & Commitment to Excellence) while fulfilling job duties.

Principal Responsibilities

The Director, Total Rewards:

1. Provides leadership, vision and project management related to the design, development and implementation of improvements to Shirley Ryan AbilityLab’s overall compensation and benefits programs.
2. Evaluates the effectiveness of current compensation programs. Develop and participate in the implementation of variable pay programs designed to place greater emphasis on the link between performance and pay.
3. Develops proactive collaboration with other key aspects, talent acquisition, HRIS and employee engagement, to provide a robust, interlocking, best practices HR department.
4. Partners with other departments to examine their human resources issues related to compensation and benefits. Works with business partners to develop programs to enhance Shirley Ryan AbilityLab’s competitive position in the marketplace.
5. Ensures HRIS data integrity as well as that of compensation and benefit plans; develops and executes strategies and programs designed to achieve Shirley Ryan AbilityLab’s strategic goals.
6. Designs and implements effective communication and education strategies with management and employees regarding total compensation and benefits.
7. Actively participates in the ongoing development of HR technology and its link to a more streamlined compensation and benefits administration system and performance management system, including but not limited to, electronic interfaces to support payroll processing, web portal access and benefits vendor data transmissions.
8. Oversees the ongoing maintenance of HRIS data to support timely and accurate payroll processing and benefit plan administration. Works with other HR and IT leaders to develop, monitor and refine processes to facilitate the smooth flow of information reported by managers and employees into the HRIS.
9. Oversees, drafts and/or approves all collateral materials to be distributed to employees and their dependents related to compensation and benefits.
10. Ensures statutory compliance with FMLA, ADA, COBRA, ERISA and HIPAA legislation and all legal reporting for compensation, EEO, etc.
11. Performs all other duties that may be assigned in the best interest of Shirley Ryan AbilityLab.

Compensation Accountabilities:

1. Ensures that Shirley Ryan AbilityLab maintains equity internally and is externally competitive with wages and salaries.
2. Advises senior management regarding the development of compensation budgets, strategic plans and annual merit matrices. Prepares board and Compensation & Leadership Development Committee materials as required.
3. Participates in updates, enhancements and reassessments to the annual performance management process.
4. Ensures accurate, current job descriptions exist to support the organization’s compensation structure and talent acquisition activities.
5. Manages promotional changes and new hire offer positioning.
6. Partners with physician practice leadership to analyze, revise, as appropriate, and update the bi-annual physician compensation plan.

Benefits Accountabilities:

1. Evaluates the effectiveness of the Shirley Ryan AbilityLab’s benefit programs, practices and procedures, including to, health benefits, FMLA, retirement plans, life insurance, disability coverage and flexible spending accounts in relation to Shirley Ryan AbilityLab’s strategic objectives and in terms of perceived benefit to employees, cost, legislative requirements, organizational culture and the retention and recruitment and retention of talent.
2. Administers, updates, revises, as appropriate, all of Shirley Ryan AbilityLab’s retirement programs, including frozen defined benefit plan, defined contribution plan as well as any other plans or vehicles which exist or will be developed in the future; the administration of such plans need to be seamless and ensure excellent processes and procedures for all of the administration.
3. Develops, proposes and implements new employee benefit programs to capitalize on competitive opportunities.
4. Partners with finance leadership to provide department oversight for all internal and external audits of benefit plans.
5. Develops annual fiscal year benefits budget based on plan design changes and pricing/claims projections.
6. Oversees and assesses services of benefits consultants, brokers, third party administrators and other providers.
7. Directs employee benefit administration and escalated problem solving.
8. Maintains benefit plan compliance with federal and state regulations and tax codes.

HRIS Accountabilities

1. Evaluates new system functionality as available and continuously improve process with utilization of technology.
2. Acts as advisor between leadership, HR and vendors to assess and measure performance and implement updates and enhancements to meet business needs.
3. Designs systems and processes which ensure integrity and security of critical employee and non-employee data.
4. Actively participates in the ongoing development of HR technology to streamline data processing including but not limited to electronic interfaces to support web portal access.
5. Manages full integration of employee and non-employee data elements within HRIS (ADP), Talent Management (SilkRoad), Request Management (AccessLink/Courion) Learning Management Systems (LearnShare/Litmos), Occupational Health (Axion), Merit (Iconixx) and other Shirley Ryan AbilityLab systems.
6. Collaborates and partners with external consultants, internal business groups (IS, Finance, etc.) and other key parts of the organization to ensure appropriate initiatives, upgrades and appropriate implementation as well as to facilitate the smooth flow of information reported to managers and employees into the HRIS.
7. Ensures statutory compliance with FMLA, ADA, COBRA, ERISA and HIPAA legislation.

Required Skills

Required Experience

1. Bachelor's degree in human resources management, business or related disciplines required. An MS or MBA degree is highly desirable.
2. Minimum ten (10) years human resources management experience, specifically overseeing compensation and/or benefit plan design and administration. Experience leading both disciplines for multiple years strongly preferred.
3. Certified Compensation Professional (CCP) and Certified Employee Benefit Specialist (CEBS) strongly preferred.
4. Exceptional interpersonal, communication, analytical and conflict management capability required.
5. Proven expertise in HRIS systems normally gained through five to seven years of related experience.
6. Proven strategic capability; organizational savvy; ability to move seamlessly from strategy to tactics.
7. Knowledge of current market trends and practices within other industries is ideal.
8. Able to grasp strategic business objectives and to understand how compensation and benefits programs support the attainment of those objectives.
9. Advanced knowledge of benefit plan programs/practices (including, but not limited to health and welfare, retirement plans, executive programs, and work/life issues), compensation practices and policies and the ability to evaluate the appropriate total rewards mix.
10. Able to evaluate, design and recommend benefits programs based on market assessment and business strategy.
11. Experience designing and linking compensation systems to retention programs and succession planning.
12. Success in creating and articulating ideas and plans to both executive management and peers in the context of business priorities and needs.
13. Strong business acumen with an incredible discipline for detail and accuracy; a solid understanding of the financial, legal and tax implications of the various compensation alternatives.
14. An experienced manager of people, programs, complex projects and ideas. Proactive and results oriented and capable of operating successfully in a healthcare environment.
15. Develops and implements effective processes that can move the organization forward.
16. Highly accountable, with a keen attention to detail and organizational skills.
17. Able to manage complex situations and challenges, distilling issues to establish appropriate business solutions and execute on a viable course of action.
18. Contributes to an atmosphere in which people work together, enthusiastically and effectively, in producing outstanding results

Reporting Relationships

Reports directly to VP, Human Resources

Working Conditions

Normal office environment with little or no exposure to dust or extreme temperature.

About Shirley Ryan AbilityLab

Shirley Ryan AbilityLab is the first-ever "translational" research hospital where clinicians, scientists, innovators and technologists work together to advance Human Ability.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified.

Shirley Ryan AbilityLab is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law.

•       B.S in Electrical Engineering, Mechanical Engineering or related degree •       Experience managing customer / supplier technical interface •       Prior experience with powertrain systems, mechatronic systems, or related systems •       Japanese communication/negotiation skills  •       English communication skills •       Ability to work flexible work hours, including travel and attending conference calls at night •       Self-Starter, willing to learn new skills as needed