Senior Director, Benefits (M2)

SummaryAs the leader of the Benefits team, the Senior Director, Benefits will play a key role in developing, implementing, and managing comprehensive employee benefit programs to attract, retain, and support the well-being of our workforce. This role is responsible for designing strategic benefit programs including health and welfare, retirement, and wellness while ensuring compliance with regulatory requirements, managing vendor relationships, and providing guidance on benefit-related matters to senior leadership and employees. The Senior Director also manages leave of absence programs, workplace accommodations, and workers compensation.What You'll Be Doing (Essential Duties)Benefit Program Management (40%)Oversee the design, implementation, and administration of all employee benefit programs, including health insurance, retirement plans, wellness initiatives, and other ancillary benefits.Evaluate and negotiate contracts with benefit vendors and brokers to optimize service levels and cost-effectiveness.Collaborate closely with finance to develop and manage the benefits budget, forecast expenses, and fringe, monitoring variances and completing required annual audits.Act as a liaison with selected outside advisers or consultants in providing information and data for analysis and benchmarking.Drive analytical rigor and analysis on effectiveness and competitiveness of existing programs and offerings; establish key metrics including usage, engagement, and cost analyses.Oversee administration of leave of absence programs, workplace accommodations and workers compensation.Partner closely with the HR Technology team on system integrations with partners and building reporting capabilities.Strategic Planning (25%)Develop and execute a comprehensive benefits strategy aligned with organizational goals, industry trends, and employee needs.Conduct regular analysis of benefit programs to identify areas for improvement and cost-saving opportunities.Stay abreast of legislative changes and industry best practices to ensure compliance and competitiveness.Consider innovative approaches to benefits that align with both today's and future workforce.Compliance and Risk Management (15%)Ensure compliance with federal, state, and local regulations governing employee benefit programs, including ERISA, ACA, HIPAA, and FMLA.Coordinate with legal counsel and external consultants to interpret and address regulatory requirements and mitigate compliance risks.Implement and maintain processes for accurate record-keeping, reporting, and disclosure obligations.Oversee workers compensation program.Communication and Education (10%)Develop and deliver comprehensive communication strategies to educate employees about available benefits, enrollment procedures, and changes in plan offerings.Conduct regular employee surveys and feedback sessions to assess satisfaction with benefit programs and identify areas for improvement.Provide guidance and support to HR partners and managers regarding benefits-related inquiries and employee concerns.Leadership and Team Management (10%)Lead the benefits team, providing mentorship, guidance, and performance feedback.Foster a culture of collaboration, innovation, and continuous improvement within the Benefits department.Cultivate relationships with cross-functional stakeholders to promote alignment and integration of benefit programs with broader HR initiatives.Train, develop, coach, lead, and supervise staff, clearly communicating organization, division and department priorities, and how their work contributes to our mission, ensuring that the working environment continually fosters diversity, inclusion, and belonging - supporting Save the Children values.Required QualificationsMinimum of a bachelor's degree or equivalent experience, with at least seven years of relevant experience in benefits administration and three years in a leadership role.Experience in developing and implementing benefits strategies that align with organizational goals.Ability to connect and work closely with benefits vendors and brokers.Expert knowledge of benefits laws and regulations, including ERISA, ACA, HIPAA, and COBRA.Strong leave administration and accommodation experience including Family and Medical Leave, State Paid leave, Workers Compensation Leave, and Short and Long Term Disability.Strong analytical skills with the ability to analyze data, understand trends, and make data-driven decisions.Demonstrated problem solving and project management skills.Demonstrated successful organizational skills with proven attention to detail.Proven ability to handle day to day work challenges with confidence; with a demonstrated willingness and ability to adjust to multiple demands, shifting priorities, ambiguity and rapid change.Demonstrated commitment to fostering and maintaining an environment of diversity, inclusion, and belonging.Preferred QualificationsExperience working for non-profit organizations.CompensationSave the Children is offering the following salary ranges for this position, dependent on candidate location:Geo 1 - NY Metro, DC, and other locations with labor costs significantly above national average: The full salary range for this level is $93,000 - $162,000, and the target salary for this position is $108,800 - $121,600 base salaryGeo 2 - Locations around the US National Labor Cost Average: The full salary range for this level is $84,400 - $147,600, and the target salary for this position is $98,600 - $110,200 base salaryGeo 3 - Locations significantly below the US National Labor Cost Average: The full salary range for this level is $76,000 - $125,500, and the target salary for this position is $88,400 - $98,800 base salaryThe salary ranges listed above are for US based candidates. For candidates located outside of the US, salary ranges will be based on the salary scales of the local employer of record.Actual base salary may vary based upon, but not limited to, relevant experience, base salary of internal peers, business sector, and geographic location (more information on job structure is available here). Employee may be eligible for an incentive program. Save the Children US also offers outstanding benefits that include health, dental, vision and life insurances, short-term and long-term disability coverage, an Employee Assistance Program, a retirement savings plan with employer contribution, paid vacation leave, safety & wellness leave, family leave, parental/adoption leave, caregiver leave, and much more.About Save the ChildrenSave the Children believes every child deserves a future. In the United States and around the world, we give children a healthy start in life, the opportunity to learn and protection from harm. We do whatever it takes for children - every day and in times of crisis - transforming their lives and the future we share.Our work for children and their families requires that we commit-at every opportunity-to work together to identify and dismantle persistent systemic and structural racism, inequality, and any other forms of discrimination in this country and beyond. As an anti-racist organization, Save the Children will not tolerate discrimination in any form-in our employment practices, amongst our staff, in our leadership or toward the people we serve. We stand in solidarity with all people to fight for equal rights, justice, inclusion, and belonging.Save the Children is committed to conducting its programs and operations in a manner that is safe for the children it serves and helping protect the children with whom we are in contact. All Save the Children representatives are explicitly prohibited from engaging in any activity that may result in any kind of child abuse.Save the Children is committed to minimizing safety and security risks for our valued employees, ensuring all are given training, support and information to reduce their risk exposure while maximizing the impact of our programs for children and families. Our shared duty, both agency and individual, is to seek and maintain safe working conditions for all.Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant...

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