Manager, Total Rewards

Position Title: Manager, Total Rewards

Position Type: Regular Full-Time

Department: Global Human Resources

Location: Washington, DC - Hybrid

Salary Range: $68,000 - $85,000 - $102,000

Contact: Corus International, humanresources@corusinternational.org

Corus International provides a competitive, growth-oriented, yet fiscally responsible compensation program. When determining an offer for employment, multiple factors are considered including relevant years of experience, education, skills, internal equity, and budget. Our overall approach is to target the minimum to midpoint for starting salaries, based on these factors.

Additionally, Corus provides a comprehensive and competitive employee benefit package to protect our valued and dedicated staff and their families. Our benefits include three medical plan options with comprehensive prescription drug coverage, low-cost dental coverage with 100% paid vision insurance. Corus also provides a generous retirement plan and PTO to include vacation, sick, holiday, parental, jury, international travel, and bereavement leave; employer-sponsored basic life/AD&D insurance; employee wellness incentives, and employee work/life balance and assistance programs.

Corus International is seeking a Manager, Total Rewards to join its Global Human Resources team at the Headquarters in Washington, DC (1730 M Street).

Position Summary:

The Manager, Total Rewards (Manager) plays an essential role in supporting the organization's strategies designed to attract, motivate and retain talent. The Manager is responsible for designing, implementing and managing Corus' total rewards approach, with a primary focus on global compensation and U.S. benefits administration. This position will collaborate with other Global HR team members to design and implement effective benefits and compensation programs and provide needed guidance and thought-partnership. The Manager will also maintain and track relevant HR data and analytics, using people-related technology systems to produce accurate and timely reports. Lastly, the Manager will stay abreast of best practices and innovative trends with a mind toward program, policy and process improvement.

Responsibilities:

Compensation

• In partnership with the Senior Director, manage Corus' global compensation program, policies and structures to include analyzing and administering compensation for US and international staff, maintaining compliance with local labor laws, tax regulations, and organizational policies.
• Conduct salary benchmarking, market analysis, and pay equity reviews to ensure external competitiveness and internal alignment; participate in salary surveys to obtain competitive market information to maintain equitable and competitive pay practices.
• Review new or modified position descriptions and perform job analyses to determine classification, market value, salary range, and Fair Labor Standards Act (FLSA) status.
• Manage annual compensation programs/projects such as performance increases, bonuses and special market adjustments. Prepare and issue staff compensation adjustment/bonus letters.
• Work closely with global HR team members on a consistent approach to implementing Corus' compensation program, policies and structures; provide needed guidance and thought partnership.

Benefits

• Manage all US employee benefit programs including health, life, AD&D, long & short term disability (LTD/STD), workers compensation, retirement plans: 403(b) and 457(b), Flexible Spending Accounts (FSA), transit benefits, COBRA, and other ancillary benefits to include international benefits for expats and third country nationals, ensuring compliance with legal requirements and industry standards; assists employees with enrollments, changes, and other benefits-related needs.
• Manage and track all forms of employee extended leaves of absence usage, to include FMLA, STD, LTD, and DCPFL; serve as primary point of contact for staff needing to take a leave of absence; work with staff to inform them of leave benefits and ensure all forms are submitted, reviewed, and approved in a timely manner.
• Serve as the primary liaison with insurance carriers, benefits brokers and vendors; stays abreast of benefits trends; and recommends process improvements and/or plan design changes to enhance current benefits.
• Reconcile monthly invoices, verify calculations, and ensure prompt accurate payment to vendors to include resolving administrative problems.
• Partner with payroll to ensure accurate benefits and retirement deductions; conducts regular quality control checks to ensure alignment.
• Lead annual 5500 audits for health and wellness and retirement plans, performing needed plan testing and making needed adjustments throughout the year.
• Ensure plan documents are accurate and filed/communicated appropriately throughout the year.
• Lead the internal retirement plan committee in coordination with the retirement plan advisor.
• Manage the annual Open Enrollment (OE) process including HRIS self-service design and testing, OE communication, training, and audit of OE data; updates benefits plan summary guides and SharePoint site to reflect changes to benefits offered.
• Review and maintain benefits materials and conduct new employee benefits orientation.
• Assist in the exit process of employees to include calculating final benefits and timely termination of benefits.
• Draft appropriate benefits-related correspondence.
• Advise country offices on global benefit offerings as needed.

Data Analysis and Reporting

• Partner with Payroll and IT to ensure that human capital management (HCM) systems are effectively meeting the needs of HR and organization; identify and recommend areas for system improvements and changes; provide quality control of benefits data, payroll change notices, system audits, etc.
• Update salary and benefits changes via the HCM.
• Use HCM to produce accurate HR data, reports & metrics to include assessing the effectiveness of total rewards programs; prepare presentations, dashboards and other documents, as needed.
• Respond to required government reporting.

Required Qualifications:

• Bachelor's degree in a related field with at least five (5) years' experience in compensation and benefits administration and program development and design, or equivalent combination of education and experience.
• Extensive experience directly managing a wide range of employee benefits functions, preferably in a global non-profit environment; experience working closely with benefits vendors and service providers; and high comfort with benefits-related technologies.
• Experience with broad compensation management to include job classification and leveling, conducting market reviews, and benchmarking compensation data.
• Experience with Federal and local benefit laws and managing paid family leave.
• Experience tracking and maintaining HR data and metrics and producing accurate and timely reports.
• Experience using and/or managing HCMs like Workday and/or ADP Workforce Now (WFN) required.
  
• Strong knowledge and understanding of relevant federal, multi-state and local regulations as they pertain to benefits and compensation; including filing and compliance requirements affecting employee benefit programs, including LTD/STD management, COBRA, ERISA, HIPAA, FMLA, IRS codes, etc.
• Possess a high level of interpersonal skills and ability to interact globally with all levels of staff; excellent verbal and written communication skills to effectively communicate with internal and external clients.
• Possess strong analytical skills, detail-orientation, data management, and project management skills.
• Ability to formally present and convey complex benefits, compensation and/or compliance regulations to staff.
• Ability to apply discretion and maintain confidentiality.
• Advanced skills and/or competencies working with Workday or similar human capital system, Excel and PowerPoint.

Physical and Mental Requirements:

• The physical requirements that may be needed to execute responsibilities may include bending, standing, and walking, etc.
• The mental requirements that are essential to satisfactorily executing the responsibilities outlined in this job description include, but are not limited to: learning new tasks, comprehending, and retaining information, completing tasks independently, effectively communicating verbally and in writing, demonstrating proficiency in using computer software to perform assigned tasks.

Other Duties:

This job description is not designed to cover or contain a comprehensive list of activities, duties or responsibilities for the position. Duties, responsibilities and activities may change at any time with or without notice. All positions are required to perform any additional tasks assigned by the supervisor. Global positions that are bound by contracts will not be changed without notice and approval.

Working Conditions, Travel and Environment

• Corus has a hybrid work policy, allowing work to be done remotely; two days per week (Tuesday and Wednesday) in the office is required. The employee must be available to work outside normal office hours or weekends as required.
• This position must be able to travel as required for standard domestic business purposes.
• If applicable, must have authorization to work in the country of assignment.

As a member of the Corus Family, each employee is expected to:

• Foster a work environment where everyone feels valued and included.
• Support employees' evaluation and promotion processes based on skills and performance.
• Promote a safe, secure, and respectful environment for all members of Corus family, stakeholders in general, and particularly for the communities we serve.
• Follow Corus Code of Conduct helping to prevent any type of abuse including workplace harassment, sexual abuse and exploitation, and trafficking in persons.
• Adhere to the Organizational Core Values.

Corus International is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment, without regard to race, color, religion, national origin, sex, age, disability, genetic information, protected veteran, or any other classification protected by applicable local, state or federal laws.