Manager, Benefits and Compensation

The Manager, Benefits and Compensation oversees, negotiates, and implements Wright-Patt Credit Union sponsored benefits plans with vendors, works directly with the appointed broker, provides oversight to the HR benefits team, and handles escalations within the day-to-day operations of the Partner-Employee benefits plans. Additionally, the role oversees compensation management, structure, market pricing, and regulatory compliance for the cooperative.Administers or oversees current benefits programs to include but not limited to: medical/prescription, dental, vision, health savings accounts, flexible spending accounts, workers’ compensation, unemployment, employee assistance, supplemental insurance, disability, 401(k), executive benefits, tuition reimbursement, wellness initiatives, leaves of absence (FMLA, ADA, etc.), and COBRA. Directly handles escalated benefit inquiries to ensure quick, equitable and courteous resolution. Ensures quality vendor performance and educates Partner-Employees on eligibility, coverage, and plan options to include 401K and other benefits matters, via written communications and group training. Drafts or reviews all Partner-Employee communications related to benefits plans, including annual enrollment communications. Works collaboratively with the Vice President, Human Resources, the assigned broker partner, and the HR benefits team to develop new and revised Partner-Employee benefits programs, policies and procedures, including proactive suggestion and research on ways to improve plans, lower costs, balance the three-stakeholder model, and to ensure that Wright-Patt Credit Union is the best place our Partner-Employees have ever worked. This includes periodic vendor performance reviews and RFI/RFP processes when necessary. Collaborates with broker, vendors, HR benefits team members, and the Vice President, Human Resources to draft and submit annual budgets for all benefits plans. (55%)Administers and conducts studies on compensation programs and completes job analysis for level setting; participates in salary surveys, pay equity projects, and analysis of market data, to ensure salary structures and compensation plans are fair, meet regulatory requirements, where applicable, are in line with policy, and incentivize the right corporate culture, and supports the three-stakeholder model. (30%)Oversees the duties of the HR Business Controls Analyst to ensure functional gaps in controls are addressed timely and that the HR team continues to improve its regulatory readiness and compliance. Coordinates with the Vice President, Human Resources and Manager, Human Resources on remediations needed for all roles and functions within the business unit. (15%)

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