Description: Job Summary:

Directs the execution of benefits portfolios by developing strategic goals and plans for portfolio; reviewing and approving Third Party Administrator vendor partners; collaborating with department and internal business units to identify requirements, goals, success criteria, assumptions, risks, and known issues with the portfolio; mitigating potential risks of portfolio; reviewing and approving communication plans; educating sponsors, stakeholders, and executive leadership on program requirements; and developing strategy, direction, and deliverables to establish understanding and acceptance.

Essential Responsibilities:

Demonstrates continuous learning and maintains a highly skilled and engaged workforce by aligning resource plans with business objectives; overseeing the recruitment, selection, and development of talent; motivating teams; preparing individuals for growth opportunities and advancement; staying current with industry trends, benchmarks, and best practices; providing guidance when difficult decisions need to be made; and ensuring performance management guidelines and expectations drive business needs.
Oversees the operation of multiple units and/or departments by identifying customer and operational needs; analyzing resources, costs, and forecasts and incorporating them into business plans; gaining cross-functional support for business plans and priorities; translating business strategy into actionable business requirements; obtaining and distributing resources; setting standards and measuring progress; removing obstacles that impact performance; guiding performance and developing contingency plans accordingly; and ensuring products and/or services meet customer requirements and expectations while aligning with organizational strategies.
Develops strategic direction for the business in support of designated functional HR area by staying abreast of internal and external perspectives, data trends, HR laws and regulations, and best practices; partnering with HR and business leadership to evaluate current and future HR and business requirements, to include business cases, to support strategic goals; aligning and integrating HR and business strategies across business lines and shared services; aligning resources; overseeing the execution of strategic action plans; and monitoring performance against SLAs and other key performance indicators.
Oversees the design, development, and execution of HR practices, programs, and initiatives by directing the development and implementation of tools, systems, and programs; ensuring the coordinated and timely execution of activities and ensuring buy-in across HR functions, project teams, and business partners; monitoring and identifying gaps in execution or communication; creating and deploying contingency plans to resolve implementation issues as appropriate; monitoring and measuring performance against plans and business objectives; and modifying design and implementation strategies as appropriate to accommodate continuously changing business demands.
Minimum Qualifications:

Minimum five (5) years experience in a leadership role with or without direct reports, including at least 2 years formal supervisory experience.
Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum ten (10) years experience in human resources, business operations, or a field specified in the job posting. Additional equivalent work experience in a directly related field may be substituted for the degree requirement.

Additional Requirements:
Preferred Qualifications:Eight (8) years experience working with non-ERISA (e.g., Leave of absence and time-off) benefit plans.Eight (8) years labor relations bargaining experience.