TireHub
Director, Total Rewards & HR Operations
TireHub, Atlanta, Georgia, United States, 30383
Director, Total Rewards & HR Operations
Position Summary:
The Director, Total Rewards is responsible for overall design, implementation, communication and administration of TireHub’s compensation, benefits, payroll and HRIS functions. This role formulates and directs compensation and benefit strategies and implements programs which support and drive attainment of business objectives; respond to competitive labor market conditions; and meet all legal requirements. Works with the Talent Acquisition and Employee Relations teams to ensure compensation and benefit programs are aligned with the overall talent strategy. The individual must exhibit the following core attributes of the TireHub commitment: Approachable:
We care about each other and our customers because we know business only gets done right when people respect each other and value relationships. Adventurous:
We readily embrace challenges with the courage to introduce new ideas and the ambition to build something unique. Relentless:
We tackle our work with energy and deliver on our commitments with enthusiasm. Speedy:
When we commit to a job, we get the job done – and we do it fast. Role Specifics: Lead the design, implementation, and management of total rewards philosophy and framework encompassing all aspects of total compensation, retirement, and health and welfare programs. Evaluate the effectiveness of total rewards programs to ensure they remain competitive and meet the evolving needs of the organization. Make recommendations for improvement. Assist in the design of non-executive incentive compensation & benefit plans to ensure market competitiveness. Manage vendor relationships and negotiate contracts with external partners. Develop effective and productive partnerships with vendors selected to administer company plans, including the leadership of regular business reviews to ensure attainment of SLAs and progress towards goals. Partner closely with other HR leaders and stakeholders to ensure that total rewards programs are integrated into broader HR and business strategies. Develop and deliver communications and training on total rewards programs to Hubbers, managers, and other stakeholders. Lead the design, development and ongoing management of cash and incentive plans, salary/wage planning, bonus and salary administration, job analysis, salary grading and market differences. Assist in the leadership of the company’s annual merit process and benchmarking. Ensure compliance with provisions of state and federal regulations such as FMLA, ADAAA, COBRA, HIPAA, FLSA, etc. Plan and administer executive benefit programs, including short-term and long-term incentive plans, deferred compensation, disability and leave programs. Serve as an authoritative source to company employees and outside inquiries relative to the company’s Total Reward programs. Lead team; select/hire; develop objectives; coach and evaluate performance. Ensure direct reports obtain applicable training and development opportunities to enhance performance, development, and contributions to the company. Develop metrics related to employee analytics to drive program and priorities. Optimize HRIS to meet workforce and compliance requirements and create opportunities for automation, reporting and reduction of inefficient processes. Manage and oversee the accuracy of HR data along with the creation and delivery of reporting and visualization to internal stakeholders. Counsel HR leaders, managers & Hubbers regarding compensation and benefits. Own and lead the annual OE process and attainment of annual OE goals. Lead the payroll process and ensure correct, compliant and timely execution of the payroll cycles. Evaluate and drive improvement in payroll processes directly impacting the efficient run of payroll, such as timekeeping. Manage and coordinate the Annual Operating Plan (AOP) for the HR function, including monthly reviews and updated forecasts. Perform additional responsibilities as requested. Competencies: Continuous Learning:
Actively and continuously gaining insight of strengths and weaknesses to identify relevant areas that need further development. Optimizes work processes:
Knowing the most effective and efficient processes to get things done, with a focus on continuous improvement. Nimble Learning:
Actively learning through experimentation when tackling new problems. People Development:
Assessing skill strengths and weaknesses of individuals and teams to determine appropriate actions for improvement. Instills trust:
Gaining the confidence and trust of others through honesty, integrity and authenticity. Collaborates:
Building partnerships and working collaboratively with others to meet shared objectives. Business Insight:
Applying knowledge of business and the marketplace to advance the organization’s goals. Customer focus:
Knowing the customer business needs and acting accordingly; anticipating customer needs. Experience: 7+ years’ experience in a leadership and people management role. Minimum of 10 years of professional compensation, benefits and/or HRIS experience. Experience analyzing, creating and evaluating policies and procedures and formulating recommendations. Strong external network to gather and exchange ideas/information. Experience working with and presenting to executive leadership. Experience building, managing and executing an annual budget. Knowledge, Skills, and Abilities: Bachelor’s degree/MBA preferred. Strong analytical and problem-solving skills, with the ability to use data to drive decisions. Strong proficiency in MS Office, particularly Word and Excel, and experience using HR databases, preferably UKG. Broad knowledge of federal, state and local labor laws, practices and procedures. Knowledge of trends and best practices pertaining to total rewards administration and development. Excellent strategic thinking, problem solving and organizational skills. Strong attention to detail. Proven ability to communicate effectively, both verbally and in writing. Ability to manage multiple projects. Working Conditions: Most of the time is spent sitting, constantly viewing monitors in a comfortable position with frequent opportunity to move around. Must be able to work flexible hours during routinely critical times to support the department. This is a role based out of TireHub's headquarters in Dunwoody, GA. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or 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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The Director, Total Rewards is responsible for overall design, implementation, communication and administration of TireHub’s compensation, benefits, payroll and HRIS functions. This role formulates and directs compensation and benefit strategies and implements programs which support and drive attainment of business objectives; respond to competitive labor market conditions; and meet all legal requirements. Works with the Talent Acquisition and Employee Relations teams to ensure compensation and benefit programs are aligned with the overall talent strategy. The individual must exhibit the following core attributes of the TireHub commitment: Approachable:
We care about each other and our customers because we know business only gets done right when people respect each other and value relationships. Adventurous:
We readily embrace challenges with the courage to introduce new ideas and the ambition to build something unique. Relentless:
We tackle our work with energy and deliver on our commitments with enthusiasm. Speedy:
When we commit to a job, we get the job done – and we do it fast. Role Specifics: Lead the design, implementation, and management of total rewards philosophy and framework encompassing all aspects of total compensation, retirement, and health and welfare programs. Evaluate the effectiveness of total rewards programs to ensure they remain competitive and meet the evolving needs of the organization. Make recommendations for improvement. Assist in the design of non-executive incentive compensation & benefit plans to ensure market competitiveness. Manage vendor relationships and negotiate contracts with external partners. Develop effective and productive partnerships with vendors selected to administer company plans, including the leadership of regular business reviews to ensure attainment of SLAs and progress towards goals. Partner closely with other HR leaders and stakeholders to ensure that total rewards programs are integrated into broader HR and business strategies. Develop and deliver communications and training on total rewards programs to Hubbers, managers, and other stakeholders. Lead the design, development and ongoing management of cash and incentive plans, salary/wage planning, bonus and salary administration, job analysis, salary grading and market differences. Assist in the leadership of the company’s annual merit process and benchmarking. Ensure compliance with provisions of state and federal regulations such as FMLA, ADAAA, COBRA, HIPAA, FLSA, etc. Plan and administer executive benefit programs, including short-term and long-term incentive plans, deferred compensation, disability and leave programs. Serve as an authoritative source to company employees and outside inquiries relative to the company’s Total Reward programs. Lead team; select/hire; develop objectives; coach and evaluate performance. Ensure direct reports obtain applicable training and development opportunities to enhance performance, development, and contributions to the company. Develop metrics related to employee analytics to drive program and priorities. Optimize HRIS to meet workforce and compliance requirements and create opportunities for automation, reporting and reduction of inefficient processes. Manage and oversee the accuracy of HR data along with the creation and delivery of reporting and visualization to internal stakeholders. Counsel HR leaders, managers & Hubbers regarding compensation and benefits. Own and lead the annual OE process and attainment of annual OE goals. Lead the payroll process and ensure correct, compliant and timely execution of the payroll cycles. Evaluate and drive improvement in payroll processes directly impacting the efficient run of payroll, such as timekeeping. Manage and coordinate the Annual Operating Plan (AOP) for the HR function, including monthly reviews and updated forecasts. Perform additional responsibilities as requested. Competencies: Continuous Learning:
Actively and continuously gaining insight of strengths and weaknesses to identify relevant areas that need further development. Optimizes work processes:
Knowing the most effective and efficient processes to get things done, with a focus on continuous improvement. Nimble Learning:
Actively learning through experimentation when tackling new problems. People Development:
Assessing skill strengths and weaknesses of individuals and teams to determine appropriate actions for improvement. Instills trust:
Gaining the confidence and trust of others through honesty, integrity and authenticity. Collaborates:
Building partnerships and working collaboratively with others to meet shared objectives. Business Insight:
Applying knowledge of business and the marketplace to advance the organization’s goals. Customer focus:
Knowing the customer business needs and acting accordingly; anticipating customer needs. Experience: 7+ years’ experience in a leadership and people management role. Minimum of 10 years of professional compensation, benefits and/or HRIS experience. Experience analyzing, creating and evaluating policies and procedures and formulating recommendations. Strong external network to gather and exchange ideas/information. Experience working with and presenting to executive leadership. Experience building, managing and executing an annual budget. Knowledge, Skills, and Abilities: Bachelor’s degree/MBA preferred. Strong analytical and problem-solving skills, with the ability to use data to drive decisions. Strong proficiency in MS Office, particularly Word and Excel, and experience using HR databases, preferably UKG. Broad knowledge of federal, state and local labor laws, practices and procedures. Knowledge of trends and best practices pertaining to total rewards administration and development. Excellent strategic thinking, problem solving and organizational skills. Strong attention to detail. Proven ability to communicate effectively, both verbally and in writing. Ability to manage multiple projects. Working Conditions: Most of the time is spent sitting, constantly viewing monitors in a comfortable position with frequent opportunity to move around. Must be able to work flexible hours during routinely critical times to support the department. This is a role based out of TireHub's headquarters in Dunwoody, GA. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or 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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