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Purpose of the job:
Digital Domain is
presently seeking a Compensation, Benefits & HRIS Manager. This position will partner in the overall
design, implementation, communication and administration of the company’s
compensation, health and welfare programs, defined contribution benefit
plans, and required programs globally.
This position also oversees Leaves of Absence administration and
policy management, as well as systems administration and management for HR
technology across the company’s North American operations. Provides consultative services to Human
Resources team members, management and employees regarding compensation
programs, employee benefit plans/policies, legal requirements and claims
issues. Recommends compensation,
benefit and HRIS solutions that meet the business and strategic objectives of
the company.
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Essential Functions/Responsibilities:
Benefits
- Partners
in the design, development and administration of employee benefit programs
such as medical, dental, vision, life insurance/AD&D plans; wellness
program; 401k plans, flexible spending plans; voluntary benefits; and
benefits related to local ordinances and government programs.
- Ensures
plans are competitive from a plan design and administration standpoint, and
makes recommendations for cost control and improvement. Ensures that
the compensation and benefits programs support the company's strategic
objectives and provides attractive and competitive programs for our employees
in accordance with social and industry trends.
- Maintains
records of cost of benefits and compiles data for cost analysis. Works
with Finance team regarding accuracy of carrier billing/client
billing/employee contributions, and ensures automated benefit system is
properly maintained.
- Works
closely with insurance brokers and consultants on annual renewals and
benefits strategy. Oversees and administers all activities for
employees, including open enrollment, employee changes, and activities
related to new hires and terminations.
- Manages
the communications related to employee benefits and compensation activities,
including preparing and conducting presentations for Sr. Leaders and the
Organization. Develops effective employee communications to improve
understanding of benefit plans.
- Ensures
full compliance with all state and federal regulations, reporting and filing
requirements relating to all benefit plans. Work closely with benefit
brokers and vendors to ensure timely and accurate ACA reporting compliance,
5500 filings, IRS and DOL filings and audit responses, and all other benefit
related compliance obligations. Ensures timely communications to senior
management in advance of any compliance concerns and issues.
- Evaluates
and re-negotiates contracts with vendors to confirm opportunities for cost
savings and service improvements.
- Manages
401K plan and acts as lead for 401k Fiduciary Committee, coordinating with
Plan Advisor to schedule and hold regular Committee meetings, oversee
activities of Plan Advisor including timely publication of minutes and
compliance with fiduciary obligations.
- Manages
the open enrollment process for all benefit and 401k programs, including the
development of timelines, communication plan utilizing various media, system
updates, coordinating with brokers, vendors and reporting.
- Designs
reports that monitor benefit costs and provides leadership with data needed
to understand trends and budget impacts.
- Manages
the relationships with vendors including benefit brokers and service
administrators, relating to quality, service agreements, costs/billings,
reporting, audits and controls.
- In
coordination with Human Resources, supports the execution of all Leaves of
Absences, including employee communications, legal compliance, and management
of leave tracking related to FMLA, Short-Term & Long-Term Disability, and
Worker’s Compensation including communicating with LOA Employees, their
Managers, other HR Generalists and Business Partners, Third-Party-Administrators,
HRIS and Payroll.
- Ensures
policies regarding Leaves of Absence remain current and compliant, and that
procedures regarding leaves and benefit continuation are consistently applied
and effectively communicated.
- Performs due diligence pertaining to
benefits for acquisitions. Ensures a smooth transition to company
benefits by acquired entities.
Compensation
- Manages all aspects of corporate compensation programs.
Partners with other members of HR, Finance, and Management to ensure jobs are
priced according to market and Digital Domain’s compensation philosophy.
Tracks and processes incentive plans and payments. Develops
recommendations for compensation adjustments based on benchmarks and market
trends.
- Works on compensation and benefits projects for all
divisions in North America. Investigates and provides recommendations
on new compensation and benefits programs in different regions where the
company operates. Includes, but not limited to: market-pricing of
global positions, recommending ancillary health and welfare benefits
packages, and retirement programs.
- Provides guidance to managers, supervisors, and employees
through interpretation of employee compensation and benefits programs.
- Continuously educates Human Resources colleagues and
management on current best practices and trends.
- Participates in compensation surveys conducted by other
companies. Researches published surveys to gather data on positions.
Analyzes published surveys to determine company's competitive position.
- Leads and manages annual compensation projects including
all merit and bonus programs as well as forecasting.
HRIS
- Oversees HRIS ensuring state of the art technology meets
business needs. Evaluates, maintains and implements HRIS System
solutions to support HR initiatives.
- Sets the overall direction of the HRIS system; determines
the scope of the system in consultation with the rest of the HR Leadership
team to ascertain organizational needs for payroll, benefits, and human
resources/employee information management.
- Oversees planning and implementation of HRIS system
changes; designs system specifications and works with HRIS vendor programmers
to develop, enhance, and/or modify the HRIS systems as needed.
- Documents all modifications and HRIS processes, and drives
best-practice processes.
- Prepares reports and analyses as necessary. Responsible for
internal management to ensure that internal reporting needs are being met by
creating a schedule of organization reporting needs- including workforce
metrics and organizational structure.
- Oversees the testing of the system for upgrades, data
conversation, and implementation of interfaces with other systems.
- Monitors the HRIS system to ensure proper function.
- Conducts training with staff as necessary.
- Serves as the HRIS administrator, which includes updating
of code tables, benefit plans, attendance plans, etc.
- Serves as the main point of contact between the Human
Resources Department, Payroll, IT, and the vendor for all employment
information system issues.
- Performs other duties, special projects and activities as
required by the organization.
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