Indygo
Director of Compensation and Benefits
Indygo, Indianapolis, Indiana, us, 46262
Position Title:
Director of Compensation and Benefits
Safety Sensitive:
No
Supervisor’s Title:
Chief People Officer
FLSA Status:
Exempt
Department:
Department of People
Division:
Human Resource
The salary range is $100,000 - $110,000 annually, commensurate with education and experience.
Onsite/No Remote Option
ABOUT US
We are IndyGo, a Municipal Corporation of Indianapolis – Marion County, and we’re proud to be the largest public transportation provider in the state of Indiana. We operate 32 transit routes throughout the county, providing nearly 10 million passenger trips a year to the good citizens of our region. IndyGo is committed to expanding mobility options to improve connectivity with the company’s mission, vision, and goals.
INDYGO MISSION
As the region's largest transit authority, we are duty-bound to set the bar for transparency, trust, and overall professionalism. Our mission is to connect our community to economic and cultural opportunities through safe, reliable, and accessible mobility experiences.
POSITION PURPOSE
The Director of Compensation and Benefits leads the planning, development, design, and implementation of all compensation, benefit and total rewards programs and HRIS/HR systems platforms. This role will participate in setting the total rewards strategy and ensuring that all programs are aligned with the business strategy and are market competitive and fully compliant with local legal and regulatory requirements.
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES
To succeed in this role, an individual must satisfactorily perform the functions listed below. Reasonable accommodation may be made to ensure that individuals with disabilities are provided reasonable accommodations to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.
ESSENTIAL FUNCTIONS
Oversee the strategic direction and execution of compensation programs, benefits, wellness, HRIS and data analytics.
Partner closely with senior business leaders, hiring managers, and HR Business Partners to translate business strategy into meaningful Total Rewards strategies that meet the organization's needs and invest in its people.
Evaluate new and existing plans and programs to assess market competitiveness, regulatory compliance, ease of administration, cost-effectiveness and alignment with our business strategy.
Set the strategic direction for total rewards including but not limited to compensation, benefits vendor relationships, negotiating services, managing costs, and service satisfaction.
Take a lead role in executive compensation and partnership with external consultants as needed and outlined by the board and executive team.
Provide guidance and oversight for all leave administration, programs and the associate experience around utilizing such programs.
Demonstrate thought leadership on development of total rewards methodologies and philosophy, including supporting policies, practices, and vendors.
Ensure Total Rewards plans are competitive, cost-effective, drive a high-performance culture, and are aligned with current and future strategic direction.
Set the strategic direction for the HRIS system.
Ensure that all compensation, benefits programs and HRIS initiatives are implemented and communicated with excellence and in a manner that delivers a positive associate experience.
Oversee the change efforts and stakeholder management efforts associated with changes.
Establish reporting and analytics for compensation data analysis and successfully deploy benefit programs, utilization and the associated spend year over year.
Serve as the primary owner of all related policies and guidelines related to benefits and compensation.
Proactively manage the assessment of reward programs including the design, implementation, maintenance, and communication ensuring alignment with the overall rewards strategy.
Chair the 401a/retirement planning investment committee.
Take a continuous improvement approach to projects and standard work ensuring that the outcomes are both efficient and effective.
Spearhead the HR operations function providing standard and streamlined approach to HR service delivery.
Partner with the Chief People Officer to manage the HR budget.
Innovate and question conventional thinking and processes to improve HR outcomes using ADP.
Consult and collaborate with HR and other stakeholders to provide functional and technical solutions through ADP and other HR platforms.
Improve HR system capabilities, configuration and business process and reports to maximize the investment and utilization of ADP to deliver the HR strategies.
Oversee HR metrics and analytics including the reporting, analysis, indicating key trends including providing insight into analytics and new approaches to understanding information. Partners with appropriate stakeholders to identify solutions and action plans.
OTHER FUNCTIONS
Performs related duties & responsibilities as assigned/requested.
KNOWLEDGE, SKILLS, AND ABILITIES
The requirements listed below represent the knowledge, skills, and/or abilities required to perform each essential duty satisfactorily. The company will provide reasonable accommodation to enable individuals with disabilities to perform these functions.
10 years of experience in compensation and benefits, 5 years of experience managing a business-focused total rewards team, or any equivalent combination of education and experience.
Experience in managing benefits and total rewards programs including executive compensation.
Successful experience in managing HR technology platforms.
Proven strategic thinking and problem-solving skills with acute attention to detail.
Desire to work in a deadline oriented and dynamic environment with agility and the ability to handle multiple priorities that span from tactical to strategic along the way.
Ability to build relationships, collaborate, and partner with people team and business stakeholders at all levels in the organization to deliver a great employee experience.
Exceptional critical thinking and analytical skills with the ability to leverage data for decision making.
Makes data-driven decisions to positively impact employee experience while supporting organizational objectives.
Proficiency in MS, Expert in Excel
PHYSICAL DEMANDS
The physical demands described here are representative of those an individual must meet to perform the essential functions of this job successfully.
Ability to work in a deadline-oriented office environment.
Ability to remain stationary at least 50% of the time.
Some local travel may be required.
EDUCATION AND/OR EXPERIENCE
To perform this job successfully, an individual must have the following education and/or experience.
Bachelor's degree and 10 years of experience in Benefits Administration, A or a master’s degree in human resources management and 5 years of experience in Benefits Administration, or any equivalent combination of relevant education and experience.
IndyGo is an Equal Opportunity Employer
#J-18808-Ljbffr
Director of Compensation and Benefits
Safety Sensitive:
No
Supervisor’s Title:
Chief People Officer
FLSA Status:
Exempt
Department:
Department of People
Division:
Human Resource
The salary range is $100,000 - $110,000 annually, commensurate with education and experience.
Onsite/No Remote Option
ABOUT US
We are IndyGo, a Municipal Corporation of Indianapolis – Marion County, and we’re proud to be the largest public transportation provider in the state of Indiana. We operate 32 transit routes throughout the county, providing nearly 10 million passenger trips a year to the good citizens of our region. IndyGo is committed to expanding mobility options to improve connectivity with the company’s mission, vision, and goals.
INDYGO MISSION
As the region's largest transit authority, we are duty-bound to set the bar for transparency, trust, and overall professionalism. Our mission is to connect our community to economic and cultural opportunities through safe, reliable, and accessible mobility experiences.
POSITION PURPOSE
The Director of Compensation and Benefits leads the planning, development, design, and implementation of all compensation, benefit and total rewards programs and HRIS/HR systems platforms. This role will participate in setting the total rewards strategy and ensuring that all programs are aligned with the business strategy and are market competitive and fully compliant with local legal and regulatory requirements.
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES
To succeed in this role, an individual must satisfactorily perform the functions listed below. Reasonable accommodation may be made to ensure that individuals with disabilities are provided reasonable accommodations to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.
ESSENTIAL FUNCTIONS
Oversee the strategic direction and execution of compensation programs, benefits, wellness, HRIS and data analytics.
Partner closely with senior business leaders, hiring managers, and HR Business Partners to translate business strategy into meaningful Total Rewards strategies that meet the organization's needs and invest in its people.
Evaluate new and existing plans and programs to assess market competitiveness, regulatory compliance, ease of administration, cost-effectiveness and alignment with our business strategy.
Set the strategic direction for total rewards including but not limited to compensation, benefits vendor relationships, negotiating services, managing costs, and service satisfaction.
Take a lead role in executive compensation and partnership with external consultants as needed and outlined by the board and executive team.
Provide guidance and oversight for all leave administration, programs and the associate experience around utilizing such programs.
Demonstrate thought leadership on development of total rewards methodologies and philosophy, including supporting policies, practices, and vendors.
Ensure Total Rewards plans are competitive, cost-effective, drive a high-performance culture, and are aligned with current and future strategic direction.
Set the strategic direction for the HRIS system.
Ensure that all compensation, benefits programs and HRIS initiatives are implemented and communicated with excellence and in a manner that delivers a positive associate experience.
Oversee the change efforts and stakeholder management efforts associated with changes.
Establish reporting and analytics for compensation data analysis and successfully deploy benefit programs, utilization and the associated spend year over year.
Serve as the primary owner of all related policies and guidelines related to benefits and compensation.
Proactively manage the assessment of reward programs including the design, implementation, maintenance, and communication ensuring alignment with the overall rewards strategy.
Chair the 401a/retirement planning investment committee.
Take a continuous improvement approach to projects and standard work ensuring that the outcomes are both efficient and effective.
Spearhead the HR operations function providing standard and streamlined approach to HR service delivery.
Partner with the Chief People Officer to manage the HR budget.
Innovate and question conventional thinking and processes to improve HR outcomes using ADP.
Consult and collaborate with HR and other stakeholders to provide functional and technical solutions through ADP and other HR platforms.
Improve HR system capabilities, configuration and business process and reports to maximize the investment and utilization of ADP to deliver the HR strategies.
Oversee HR metrics and analytics including the reporting, analysis, indicating key trends including providing insight into analytics and new approaches to understanding information. Partners with appropriate stakeholders to identify solutions and action plans.
OTHER FUNCTIONS
Performs related duties & responsibilities as assigned/requested.
KNOWLEDGE, SKILLS, AND ABILITIES
The requirements listed below represent the knowledge, skills, and/or abilities required to perform each essential duty satisfactorily. The company will provide reasonable accommodation to enable individuals with disabilities to perform these functions.
10 years of experience in compensation and benefits, 5 years of experience managing a business-focused total rewards team, or any equivalent combination of education and experience.
Experience in managing benefits and total rewards programs including executive compensation.
Successful experience in managing HR technology platforms.
Proven strategic thinking and problem-solving skills with acute attention to detail.
Desire to work in a deadline oriented and dynamic environment with agility and the ability to handle multiple priorities that span from tactical to strategic along the way.
Ability to build relationships, collaborate, and partner with people team and business stakeholders at all levels in the organization to deliver a great employee experience.
Exceptional critical thinking and analytical skills with the ability to leverage data for decision making.
Makes data-driven decisions to positively impact employee experience while supporting organizational objectives.
Proficiency in MS, Expert in Excel
PHYSICAL DEMANDS
The physical demands described here are representative of those an individual must meet to perform the essential functions of this job successfully.
Ability to work in a deadline-oriented office environment.
Ability to remain stationary at least 50% of the time.
Some local travel may be required.
EDUCATION AND/OR EXPERIENCE
To perform this job successfully, an individual must have the following education and/or experience.
Bachelor's degree and 10 years of experience in Benefits Administration, A or a master’s degree in human resources management and 5 years of experience in Benefits Administration, or any equivalent combination of relevant education and experience.
IndyGo is an Equal Opportunity Employer
#J-18808-Ljbffr