Director, Total Rewards

Join the HJF Team!

HJF is seeking a Director of Total Rewards to provide domestic and international support to our programs. HJF provides scientific, technical, and programmatic support services to military medical research programs.

Reporting directly to the Chief Human Resources Officer (CHRO), the Director of Total Rewards provides strategic design and direction, execution, and ongoing management of HJF's total rewards programs. The Total Rewards Director will design, plan, and implement HJF's total reward programs, policies, and procedures and is responsible for the effective administration of them. This person will ensure that programs meet our people needs, are aligned with business objectives, and benefit strategies and operations are compliant with local, state, and federal laws, codes, rules, and regulations, while being cost effective. Ultimately, you will build fair and attractive benefits, compensation, and total rewards plan that help us improve employee satisfaction and create a productive workplace.

The Henry M. Jackson Foundation for the Advancement of Military Medicine (HJF) is a nonprofit organization dedicated to advancing military medicine. We serve military, medical, academic and government clients by administering, managing and supporting preeminent scientific programs that benefit members of the armed forces and civilians alike. Since its founding in 1983, HJF has served as a vital link between the military medical community and its federal and private partners. HJF's support and administrative capabilities allow military medical researchers and clinicians to maintain their scientific focus and accomplish their research goals.

• Directs the implementation and execution of day-to-day administrative oversight of all employee benefit products, including medical, prescription, dental, vision, basic life insurance, supplemental life insurance, short-term disability, long-term disability, and voluntary/worksite benefit offerings.
• Directly supports the preparation and execution of benefits documentation, such as plan documents, summary plan descriptions, summary material modifications. Ensure legal consultation and review, when appropriate.
• Direct and develop strategies to drive employee awareness and understanding of all compensation and benefit programs.
  Lead HJF through regular benchmarking cycles using best practices to analyze and assess market data, and industry trends to maintain a competitive reward package.
• Ensure that the HRIS software system meets benefits & compensation needs by serving as a functional and technical lead for HRIS (currently Oracle Cloud) involving compensation and benefits. Oversee the daily operation, providing guidance and end-user support for system functionality.
• Review and maintain audit reports to ensure data integrity and accuracy. Ensures system compliance with data security and privacy requirements.
• Ensuring compliance of benefits programs, utilizing knowledge of benefits legislation (ERISA, COBRA, FMLA, ADA, other) and through keeping current on rules and regulations impacting benefits programs. Ensuring highly confidential files are maintained in accordance with Health Insurance Portability and Accountability Act (HIPAA) regulation.
• Providing metrics on benefits use and wellness programs to drive strategic decision making.
• Act as fiduciary secretary for HJF's 403b retirement plan portfolio.
• Conduct research on employee satisfaction (e.g. surveys and usage data) to identify trends and implement new plans/programs to engage and motivate employees
• May perform other duties and responsibilities as assigned or directed by the supervisor. This may include attendance of and participation in required training for role.

Supervisory Responsibilities

• Direct supervisor. Direct authority to make decisions on the following: employee hiring, disciplinary action, starting salaries and merit increases; conduct employee performance evaluations and directs work activities.
  

Education and Experience

• Bachelor's Degree in Human Resources or related field is required.
• More than 10 years of relevant experience required.
• Knowledge of US Government Contracting business. CEBS and Certified Compensation Professional (CCP) certification preferred Professional HR and/or Global HR credentials obtained through industry recognized organizations. (i.e. - HRCI or SHRM). Experience working in the scientific, technical or research fields a plus.

Certifications and licenses

• CEBS and Certified Compensation Professional (CCP) certification preferred.
• Professional HR and/or Global HR credentials obtained through industry recognized organizations. (i.e. - HRCI or SHRM).

Required Knowledge Skills and Abilities

• Comprehensive knowledge of employee benefits, compensation, retirement, wellness, and total rewards programs.
• Knowledge of applicable laws and regulations governing employee benefits and compensation, including ERISA, COBRA, HIPAA, FMLA, ADA, and related compliance requirements.
• Ability to administer and oversee complex benefit plans, including health, welfare, disability, life insurance, retirement, and voluntary benefit offerings.
• Skill in analyzing compensation and benefits data, market trends, and benchmarking results to support strategic decision-making and maintain competitive programs.
• Ability to develop and implement employee communication and education strategies that enhance understanding and engagement with total rewards programs.
• Proficiency in HRIS (preferably Oracle Cloud) and benefits administration systems, including system configuration, reporting, troubleshooting, and end-user support.
• Skill in auditing HR, compensation, and benefits data to ensure data integrity, accuracy, security, and regulatory compliance.
• Ability to prepare, review, and maintain benefits documentation, including plan documents, summary plan descriptions, and related communications.
• Skill in developing metrics, dashboards, and reports to evaluate program effectiveness and support business objectives.
• Ability to conduct employee research, analyze feedback and utilization trends, and recommend improvements that enhance employee experience and organizational effectiveness.
• Ability to serve as a collaborative partner with leadership, legal counsel, vendors, and other stakeholders on compensation and benefits initiatives.
• Demonstrated project management, organizational, analytical, and problem-solving skills with the ability to manage multiple priorities and deadlines.
• Ability to exercise sound judgment, maintain confidentiality, and uphold fiduciary responsibilities in the administration of employee benefit and retirement programs.
• Strong written, verbal, and interpersonal communication skills with the ability to present complex information clearly to diverse audiences.
• Knowledge of US Government Contracting business.
• Experience working in the scientific, technical or research fields a plus.

Work Environment

• This position will take place primarily in an office setting.

Compensation

• The annual salary range for this position is $152,500-190,000. Actual salary will be determined based on experience, education, etc.

Benefits

• HJF offers a comprehensive suite of benefits focused on your health and well-being, from medical, dental, and vision coverage to health savings and retirement plans, and more.

Employment with HJF is contingent upon successful completion of a background check, which may include, but is not limited to, contacting your professional references, verification of previous employment, education and credentials, a criminal background check, and a department of motor vehicle (DMV) check if applicable.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

Any qualifications to be considered as equivalents, in lieu of stated minimums, require the prior approval of the Chief Human Resources Officer.