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Vice President
Ameritas Life Insurance Corp
Lincoln, NE, United States
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Ameritas' financial strength is rated A (Excellent) by A.M. Best and Standard & Poor's with a stable outlook. Backed by a foundation of financial strength, the company offers a competitive array of insurance, employee benefits and financial products and services. Core to the mission is serving customers in a highly welcoming, ethical and professional manner that builds lasting trust and enduring relationships.
The VP of Total Rewards is responsible for the strategic direction and management of broad-based, executive, and incentive compensation; benefits, wellness, metrics and reporting. This individual will serve as a key member of the HR Leadership Team.
Compensation
• Oversee the strategic direction of the compensation function.
• Create strategies for base, equity and incentive compensation programs; develop salary budgets and structures; and create policies and procedures to ensure the achievement of equitable and competitive employee compensation.
• Provide executive compensation guidance to the SVP of Human Resources and Management.
• Develop materials for the Compensation Committee of the Board of Directors.
• Partner with HR business partners and the business on pay decisions, policy, and guideline interpretation.
Benefits
• Responsible for the overall development, implementation, and administration of the company's benefit plans and programs, including medical/dental/vision/life insurance, executive benefits/perquisites, retirement/pension plans, disability programs, time off and work/life balance programs.
• Oversee the company's compliance with benefits related laws and regulations. Responsible for overseeing the selection of vendors and negotiating plan coverage, services, and costs with carriers and brokers.
• Plans, develops, promotes and implements wellness programs to facilitate health cost management and overall employee and family health.
HR Operations
• Serves as sponsor for key system projects, as well as actively participates in project analysis activities and product/vendor evaluations negotiating agreements and maintains relationships with counsel
• Stays current with laws, regulations and procedures affecting the total rewards organization
• Manages the due diligence for acquisitions and divestitures often acting as the human resources functional representative.
Distribution of Compensation and/or Benefits
• Recommend the development of new policies and procedures utilizing knowledge of federal, state and local government regulations and reporting requirements.
• Collaborate with the Finance Department as it relates to improving processes and procedures including but not limited to ensuring correct taxation and regulations are being followed
• Coordinate with Finance, payroll and IT teams to manage implementation and maintenance of payroll related systems
Education and Experience
• Undergraduate degree or equivalent work experience is required. Advanced degree highly preferred. CEBS, CBP, CCP or related certification preferred.
• Minimum of 10+ years of human resources experience with a proven track record of leading compensation and benefits and linking all programs to the company's vision and growth strategy required.
• Experience serving as the head of the compensation for a company of similar size company, or as a second-in-command in a larger company.
• Experience designing company-wide plans and ensuring correlation with a company's growth strategy. Prior HRIS experience a significant plus, but not a requirement.
• Extensive knowledge of compensation techniques, theories, programs and plans including executive compensation, cash compensation, merit programs, incentive/variable compensation, and equity programs, etc.
• Strong quantitative skills and the ability to define and solve problems quickly, while maintaining the focus on the bigger picture. High degree of comfort providing financial analysis including economic analysis, cost/benefit analysis, etc.
• Track record of building and managing strong and business-oriented compensation and benefits teams.
• Solid business acumen and the ability to influence and develop strong working relationships with multiple stakeholders, including executives, line management, his/her peers in human resources, and the broader employee population.
• Strong influencing skills; assertive without being antagonistic or alienating; ability to work in a collaborative and team-oriented culture.
• Experience designing systems that utilize metrics and analytics to drive business decisions.
• Excellent verbal and written communication skills. Able to package and present complex analysis and recommendations clearly and comfortably. Ability to communicate compensation and benefits strategies, plans and policies accurately and simply.