Director, Total Rewards & Hris

Job Summary
Reporting to the Vice President of Human Resources, the Director of Total Rewards serves as a strategic human resources leader and will be responsible for the design, implementation and communication of the Grande Cheese Company's Total Rewards Strategy. The Director is responsible for ensuring all reward programs, including Benefits, Compensation, and HRIS systems are competitive, sustainable, scalable, and have an impact on the long- and short-term performance of the organization. This position is accountable for the design and development of a Total Rewards platform that aligns with the company's strategic, financial, and growth objectives.

The Director, Total Rewards will add rigor to the governance of Total Rewards, especially relative to important analytics necessary for organizational decision-making and maximum operating efficiency.  The Director will gain consistent alignment with internal customers (business units and subsidiaries) to ensure consistent application of Total Rewards policy.

Job Duties & Responsibilities
1. Talent Management

• Advocates for effective execution of the performance management process by collaborating with direct report/s to set clear objectives, goals and expectations.  Conducts regular coaching and constructive feedback discussions to review performance and goal progress, assist with challenges, and identify strengths and development areas, all to support Associate professional and career development, while increasing engagement and motivation.
• Supports workforce planning and talent acquisition strategies by effectively staffing and hiring diverse talent for the organization.
• Addresses Associate relations and performance issues in a timely manner and/or makes appropriate decisions relative to performance challenges.
• Develop direct reports to increase the bench strength and flexibility of the team. Ensure that Associates receive appropriate training and resources to perform their jobs effectively and efficiently.

2. Total Rewards Leadership

• Provides strategic and operational leadership in the design, development, implementation, administration, and communication of the Total Rewards programs including
  health, welfare, wellness, retirement, base pay, incentives, and other rewards and perquisites.
• Develops Total Rewards philosophy and supporting policies and practices.
• Partners with leadership to leverage compensation and benefits programs to meet organizational objectives.
• Analyzes current rewards programs to ensure they align with the business strategy and ensures that the programs optimize their ability to attract top talent. Analyzes the market competitiveness and cost-effectiveness of the compensation and benefit plans to ensure they optimize their ability to attract and retain top talent.
• Maintains current knowledge of related government rules and regulations, including the Employee Retirement Income Security Act (ERISA), FLSA, FMLA, ADA, COBRA, OSHA, Worker's Compensation, and other applicable Labor and/or Tax laws and regulations; fulfills compliance and reporting requirements.
• Works with finance and tax functions and legal entities to ensure accurate financial reporting and compliance with all applicable law.
• Oversees the management of benefits vendor relationships, benefits contracts, and bid negotiation.
• Oversees the design and administration of compensation programs including base pay, variable pay, merit, compensation planning, and market analysis with a focus on continuous improvement.
• Selects and manages all relationships with consultants and vendors in the provision of services within the company Total Rewards framework
• Oversees executive compensation initiatives and is the dedicated resource supporting the Compensation Committee board agenda.
• Prepare annual Total Rewards budget, quarterly forecasts, and work with the finance function on the allocations process
• Works closely with the Vice President, Human Resources in the presentation of information and materials to the GAAAP Committee, the Compensation Committee of the Board and other appropriate executive/management groups.

3. Human Resource Information Systems (HRIS)

• Leads the development and management of the HRIS systems to enhance HR reporting/analytics capabilities.
• Connect long term HR initiatives to HRIS requirements and determine execution strategies inclusive of, but not limited to, vendor analysis/capabilities and potential links to other Grande systems.

The above list reflects the general details necessary to describe the principle and essential functions of the position and shall not be construed as the only duties that maybe assigned.

Knowledge, Skills & Abilities
Strong knowledge of HR practices and strategies.
Intermediate to advanced level of operations in MS Office Suite and HRIS.
Advanced working knowledge of general HR principles and a focus on metrics.