At Telecare, we believe the strength of our organization sits in the hands of our leaders. We believe having a strong, capable, and motivated leadership team is of foundational importance to the organization’s success. The VP Total Rewards is a key position in driving the organization’s success. They will manage and develop various total rewards programs and activities including base pay, incentive pay, equity, surveys, and compensation analytics. Additional responsibilities include job revisions, market pricing, and maintaining salary structures. The VP Total Rewards will be responsible for executive compensation, designing, implementing, and the administration of compensation and benefits programs, policies, and procedures to ensure they are current, competitive, and in compliance with legal requirements. The VP Total Rewards is responsible for setting the strategic development and implementation for total rewards and ensuring our workforce receive competitive pay and benefits in line with Telecare’s financial ability to support growth and a stable workforce.
Full Time; DAYS 8:00am - 5:00pm; Monday - Friday
Expected starting wage range is $203,934.37 - $251,978.83. Telecare applies geographic differentials to it pay ranges. The pay range assigned to this role will be based on the geographic location from which the role is performed. Starting pay is commensurate with relevant experience above the minimum requirements.
This position is remote with some travel to our corproate office in Alameda, California. Pacific time zone locations preferred.
THE IDEAL CANDIDATE
The ideal candidate for the VP Total Rewards role is someone that is a strong complement to the Telecare culture and exhibits behaviors that demonstrate alignment with Telecare’s values. The ideal candidate is someone who has a successful track record of developing and delivering high quality benefit and compensation programs, policies and procedures, and knowledge of compliance with legal requirements:
- Clinical Quality and Risk Management Excellence. First and foremost, the care we provide to those we serve is paramount. Demonstrating consistency in care by ensuring staff are well trained, prepared for their work, able to deliver excellent care and respond to the needs of our clients that maximizes clinical outcomes while reducing adverse events within the programs.
- Workforce Engagement. Having a workforce that is highly engaged translates into the quality-of-care Telecare is able to provide its clients. Being able to maintain low turnover and have staff that stay and grow with the organization are key measures of success.
- Customer Satisfaction. Our customers are important. The VP Total Rewards needs to be able to regularly interact with customers and ensure awareness of Telecare’s commitment to delivering high quality care and fiscal responsibility.
- Financial Security. Knowing how to successfully operate within a budget and drive fiscal responsibility through the organization is vitally important to the organization’s success.
COMPETENCIES FOR THE IDEAL CANDIDATE
The ideal leader for Telecare is someone that has a high level of self-awareness, seeks, and integrates feedback from others and is able to reflect on matters that impact those around them. They know how and when to collaborate, are skilled at navigating complex situations and able to develop the talent and build the team around them to be able to do the same.
The ideal candidate will bring strong regulatory and compliance knowledge for retirement plans, medical benefits and compensation. Ultimately, the ideal candidate will be someone who is passionate and committed to the vision and purpose of Telecare and is able to lead the organization, guided by our values to drive employee engagement through total rewards programs and clinical and financial supports.
POSITION SUMMARY
The VP, Total Rewards will be responsible for the continued strategic planning, design, and implementation of a comprehensive Total Rewards strategy and programs for the organization. This role will manage and develop various total rewards programs and activities including base pay, incentive pay, equity, surveys, and compensation analytics. Additional responsibilities include guiding strategic job architecture revisions, market pricing, and development and implementation of salary structures to support the multiple states and program types. The VP Total Rewards will be collaborate with the executive compensation committee on executive compensation, and will be responsible for designing, implementing, and the administration of compensation and benefits programs, policies, and procedures to ensure they are current, competitive, and in compliance with legal requirements.
QUALIFICATIONS
Required:
· Bachelor’s degree in Human Resources, Finance, Business Administration or related field
· A minimum of fifteen (15) years progressive relevant work experience
· Eight (8) years of leadership experience in a Total Rewards position
· Knowledge of government regulations and required legal compliance
· Excellent verbal and written communication and interpersonal skills and the ability to communicate with all levels of the organization
· Strategic mindset and ability to problem solve across a large multi-facility organization
· Advanced computer skills in Excel, PowerPoint, Word and the ability to learn and leverage new software.
· Must be at least 18 years of age.
· All opportunities at Telecare are contingent upon successful completion and receipt of acceptable results of the applicable post-offer physical examination, 2-step PPD test for tuberculosis, acceptable criminal background clearances, excluded party sanctions, and degree or license verification. If the position requires driving, a valid driver’s license, a motor vehicle clearance, and proof of auto insurance is required at time of employment and must be maintained throughout employment. Additional regulatory, contractual, or local requirements may apply.
ESSENTIAL FUNCTIONS
Clinical Quality Excellence
· Responsible for having a strong awareness of how total rewards decisions impact the overall quality of care for clients and effectively communicating the impact of decisions to operations partners.
· Partners with operations leadership to identify and apply changes that improve operational efficiency while maintaining equity and compliance.
Employee Engagement
· Oversees the Benefits and Compensation teams ensuring their ongoing development and collaboration.
· Makes use of management practices that include empowerment of staff, the provision of clear and concise expectations regarding duties assigned to employees, frequent feedback focusing on both positive and problematic aspects of work performance, and other management practices that are consistent with Continuous Quality Improvement.
· Promotes and maintains harmonious and effective relationships and communications within the department and with other departments. Provides coaching and mentoring to increase business acumen of team and internal partners.
· Supervises staff to ensure efficiency, timely completion of assignments, appropriate training, and teamwork.
Customer Satisfaction
· Demonstrates the Telecare mission, purpose, values and beliefs in everyday language and contact with the internal and external stakeholders.
· Actively participates in meetings with internal stakeholders and external vendors and adapts to business needs to support effective total rewards programs. negotiations, and data reporting.
Financial Security
· Develop, implement and maintain a comprehensive total rewards strategy that is aligned with the business strategy and growth trajectory of the company
· Develops and presents key agenda items at the Compensation Committee of the Board of Directors; including information and context to allow the Compensation Committee to make informed strategic decisions related to executive compensation.
· Lead the design, implementation, and maintenance of competitive compensation programs, including base pay, incentive pay, differential programs, ESOP Plans and executive compensation.
· Leverage data analytics and benchmarking to make informed decisions about the total rewards evolving landscape and ensure programs remain competitive through regular ongoing review of programs.
· Leads the strategic planning for annual compensation adjustments
o Review of proposed methodology and prioritized adjustment
o Presentation of summary information an implementation plans to the Sr Leadership Team
o Collaborates with finance team members on strategic compensation planning and adjustments, including estimating full loaded cost
· Leads the strategic planning of benefits programs to provide the organization with competitive benefits plans, including
o Benchmarking and review of benefit plans (medical, dental, retirement, ancillary) to add or update
o Collaborates with the SVP, CHRO and SVP, CFO in the negotiation with vendors on the plan costs
o Collaborating with finance team members to create cost projections of plan changes
o Ensuring regulatory compliance for all medical and retirement plans
· Maintains current knowledge on all legal compliance and regulations regarding benefits plans and compensation.
· Collaborates with the HR Leadership team on the implementation and maintenance of the performance review design and process, and training on compensation and benefits.
· Leads the development and implementation for communicating total rewards to all levels in the organization, including virtual and on site meetings
· Develops and updates policies for the organization related to benefits and compensation
· Utilize data analytics to report on pay equity and pay gaps for the organization.
· Collaborates with cross functional teams to support the recruitment and retention of a highly effective workforce.
· Participates in the HRIS system governance and planning
Duties and responsibilities may be added, deleted and/or changed at the discretion of management.
SKILLS
· Excellent verbal and written communication
· Advanced computer skills, including all MS Suite products, specifically Excel, PowerPoint and Word, and HRIS systems
· Critical thinking to aid decision making
· Flexibility and ability to adapt
· Commitment to development
PHYSICAL DEMANDS
The physical demands here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
The employee is occasionally required to walk, stand, bend, squat, kneel, twist, reach, lift and carry items weighing 10 pounds or less, lift and carry items overhead up to 10 pounds, and do simple grasping occasionally, drive as well as frequently sit.
EOE AA M/F/V/Disability