total rewards manager

Emirates Investment Authority

<div>Purpose 
The Total Rewards Manager is responsible for designing, optimizing, and governing the organization&rsquo;s Compensation, Benefits, and Reward frameworks to ensure competitiveness, internal equity, and alignment with the organization&rsquo;s strategic, financial, and Emiratization objectives.
The role plays a central part in supporting EIA&rsquo;s ability to attract, motivate, and retain top investment and corporate talent by developing market-responsive, performance-linked, and data-driven Total Rewards programs.
Operating in a sovereign wealth fund environment, the role also leads the integration of AI-enabled analytics, digital reward systems, automation, and predictive workforce cost modelling to enhance decision-making, compliance, and operational accuracy.
Strategic Responsibilities<ul><li> 
Design and implement a holistic Total Rewards Strategy covering compensation, benefits, recognition, allowances, performance-linked pay, and long-term incentives (where applicable).</li><li>Lead market intelligence and benchmarking exercises to ensure reward competitiveness for investment, specialist, and corporate roles.</li><li>Embed AI-driven insights, predictive analytics, and digital dashboards into reward governance, enabling proactive decision-making on workforce costs, equity risks, and talent retention.</li><li>Support financial planning, workforce modeling, and organizational design decisions by providing compensation implications, forecasts, and scenario analysis.</li><li>Ensure reward frameworks support Emiratization, mobility, internal progression, and leadership development pathways.</li><li>Maintain strong governance, documentation, and compliance across all reward programs in alignment with regulatory requirements and Board-approved policies.</li></ul> 
Core Responsibilities
 1. Compensation Structure &amp; Pay Governance<ul><li>Maintain and enhance salary structures, job grading systems, career levels, and compensation architecture across all functions.</li><li>Conduct job evaluations using methodologies such as Hay, Mercer, and Willis Towers Watson to ensure internal equity and role clarity.</li><li>Keep pay structures aligned with market trends, organizational priorities, and external competitiveness.</li><li>Ensure accurate and timely delivery of annual compensation cycles, including merit, promotions, off-cycle requests, and salary adjustments.</li></ul>
2. Performance-Linked Rewards &amp; Incentives<ul><li>Manage the execution of the annual bonus and incentive processes, ensuring data accuracy, compliance, and alignment with performance outcomes.</li><li>Provide modelling and analytical support on short-term incentives (STI) and long-term incentive (LTI) structures, including deferral implications and risk alignment.</li><li>Partner with Talent Management to integrate performance ratings, KPIs, and competency outcomes into reward decisions.</li></ul>
3. Benefits &amp; Allowances Management<ul><li>Oversee benefits programs including medical, life insurance, education allowances, pension (GPSSA/alternative plans), end-of-service benefits, and employee wellness offerings.</li><li>Manage vendor relationships, RFPs, contract renewals, service level agreements, and cost control measures.</li><li>Evaluate and enhance benefits offerings using employee utilization data, benchmarking insights, and satisfaction feedback.</li></ul>
4. HRIS, Digital Rewards &amp; AI Integration<ul><li>Lead digital transformation of Total Rewards processes by optimizing HRIS, payroll integrations, and compensation planning tools.</li><li>Develop dashboards using Power BI/Tableau for compensation analytics, workforce cost forecasting, attrition risk modelling, and pay equity monitoring.</li><li>Support the design and maintenance of AI-enabled HR chatbots that provide employees with automated responses to reward-related queries.</li><li>Ensure data governance, privacy compliance, and process automation across reward workflows.</li></ul>
5. Workforce Costing &amp; Reporting<ul><li>Partner with Finance to monitor and forecast workforce budgets, headcount costs, and reward spend.</li><li>Prepare Board- and Executive-level reporting on compensation trends, regulatory updates, and market outlooks.</li><li>Provide insights on pay competitiveness, turnover risk associated with pay, and cost modeling for organizational changes.</li></ul>
6. Compliance, Audit, &amp; Policy Management<ul><li>Ensure compliance with UAE labor law, regulatory requirements, GPSSA, tax obligations (if applicable), and internal governance frameworks.</li><li>Maintain all reward-related policies, ensuring clarity, transparency, and alignment with organizational risk appetite.</li><li>Lead internal and external audit processes for compensation and benefits, ensuring timely closure of findings.</li></ul>
People &amp; Leadership Responsibilities<ul><li> 
Provide leadership and guidance to the Total Rewards team to ensure effective execution of all reward initiatives.</li><li>Partner with HR Business Partners to support business units in addressing compensation and benefits matters.</li><li>Build awareness among line managers and employees on reward principles, policies, and practices.</li><li>Foster a culture of accountability, fairness, and recognition within the organization.</li></ul> 
Requirements 
 
Education &amp; Qualifications<ul><li> 
Bachelor&rsquo;s degree in Human Resources, Business Administration, Finance, or a related field.</li><li>Professional certifications such as CIPD, WorldatWork (CCP/CBP), or equivalent are preferred.</li></ul>
Experience Requirements<ul><li> 
10&ndash;12 years of progressive experience in Compensation, Benefits, or Total Rewards, including 3&ndash;5 years in a managerial or leadership role.</li><li>Experience in a sovereign wealth fund, asset management firm, investment bank, or large government-linked organization preferred.</li><li>Expertise in compensation design, salary benchmarking, job evaluation frameworks, and performance-linked reward programs.</li><li>Demonstrated experience integrating analytics, HRIS, automation, or AI-driven rewards systems.</li><li>Strong knowledge of UAE labor law, GPSSA requirements, compliance, and regulatory compensation standards.</li></ul>
 Technical Expertise / Skills / Knowledge<ul><li> 
Advanced analytical, modeling, and forecasting capability; expert-level Excel, Power BI, and HR analytics tools.</li><li>Strong understanding of pay structures, incentive design, job evaluation, and compensation governance.</li><li>HRIS proficiency (Workday, SAP, Oracle, or equivalent).</li><li>Familiarity with AI tools, automated workflows, and chatbot development for HR services.</li><li>High accuracy and integrity when working with confidential data.</li><li>Excellent communication, stakeholder management, and reporting skills.</li></ul></div>

Total Rewards Manager

<div>Job Description: 
Pay: $75K minimum
Full Time
Location: Hybrid, Orlando, FL based.
The Kind of Work You'll be Doing:
<ul><li>Every administrative touchpoint-whether it's onboarding, benefits, job changes, or transitions-directly shapes how staff experience the culture, mission, and care of Cru. The Benefits Administration Team Leader is responsible for streamlining services, anticipating needs, and ensuring a consistent experience to simplify and improve the lives of staff members. This role oversees the administration of benefits and awards programs to support a culture of well-being and genuine recognition, empowering staff to fully dedicate their energy and focus to the Great Commission.
</li><li>This role gives leadership to the Benefits Administration team, driving improvements and standardizing processes to ensure a consistent and cohesive service experience for staff that recognizes their contributions to the mission of Cru. This includes overseeing programs and ensuring that services are delivered with excellence.
</li></ul>For this role:
<ul><li>Set the direction, priorities, and operational plans of the Benefits Administration team to ensure team members have clear and achievable goals. This includes providing consistent coaching and development to foster a healthy and productive team environment.</li><li>
Partner with the HR Services Director to establish the criteria for delivering Tier 2 Benefits Administration, including Service Level Agreements (SLA) and Key Performance Indicators (KPI). This includes monitoring performance against these criteria.</li><li>
Provide leadership for the comprehensive administration of benefits and awards programs, including overseeing daily operations, while ensuring full compliance with Cru policies and legal regulations.</li><li>
Oversee service quality, staff satisfaction, and operational efficiency to drive continuous improvement in the services delivered by Cru's benefits and awards resources.</li><li>
Collaborate with the HR Technology team to enhance and maintain technology platforms for HR services. This includes updating the Human Capital Management (HCM) system and managing the Knowledge Base content library for Tier 2 Benefits Administration services.</li><li>
Collaborate with the Talent Management Communities of Practice (CoP) to analyze the total benefits and awards strategy to effectively help ensure staff needs are met.</li><li>
Serve as a key liaison between the ministry, third-party administrators, vendors, and legal counsel, monitoring service quality and making recommendations for improvements.</li><li>
Monitor budgets for all benefit funds, the annual awards budget, and retirement trusts, reporting results to leadership regularly and providing input on future planning.</li><li>
Leverage data and industry trends and staff engagement results to evaluate current processes and recommend necessary plan changes.</li></ul>
Supervisory Responsibilities
<ul><li>Provide leadership to employees who perform Benefits Administration functions. Coordinate the following leadership responsibilities in accordance with the organization's policies and applicable laws: interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.</li></ul>
Knowledge of
<ul><li>Principles and practices of administration, leadership, supervision, providing work direction, and budget preparation.</li><li>
Cru organizational operations, policies, and objectives, including but not limited to HR policies and procedures.</li><li>
Cru's Leadership Framework, Growth Model, and biblical position, posture, and practices of Oneness in Diversity.
</li><li>Conflict resolution techniques.</li><li>
Appropriate functional areas (e.g. total rewards, benefits, and healthcare administration), especially relating to HR labor laws, regulations, and compliance requirements.
</li><li>Current office practices, procedures, and equipment.</li><li>
Interpersonal skills like tact, patience, and courtesy.</li><li>
Human Capital Management system (HCM), Google, and Cru internal systems.</li><li>
Methods, procedures, and terminology used in benefits, awards, and healthcare reimbursement administration.
</li><li>Basic benefits, awards, and healthcare reimbursement practices and procedures for both domestic and international staff.</li><li>
Preparation, maintenance, verification, processing, and storage of benefits and awards records.</li><li>
Rules, laws, and regulations related to benefits, awards, and healthcare reimbursements.
</li><li>Customer service and telephone techniques and etiquette.</li><li>
Cru's financial, HR, benefits and awards guidelines and policies.</li></ul>
Skills &amp; Abilities To
<ul><li>Train, provide work direction, supervise, and evaluate personnel.</li><li>
Assign and review the work of others.
</li><li>Create and communicate vision, goals, and ideas visually, verbally, and in writing.</li><li>
Analyze situations and issues accurately and adopt an effective and timely course of action.
</li><li>Make data-driven decisions.</li><li>
Maintain current knowledge of Cru organizational rules, regulations, requirements, and restrictions.
</li><li>Able to navigate organizational complexities while managing LDHR initiatives.</li><li>
Use qualitative and quantitative insights to guide recommendations and measure effectiveness.</li><li>
Interpret, explain, and apply U.S. employment-related laws, procedures, and regulations.</li><li>
Implement and optimize Human Capital Management (HCM) integrations.</li><li>
Correctly use English grammar, spelling, punctuation, and vocabulary.</li><li>
Communicate effectively and professionally, both orally and in writing.</li><li>
Work confidentially, efficiently, within deadlines, and with discretion (protecting employee data.)</li><li>
Prioritize, plan, organize, and schedule personal work.</li><li>
Establish and maintain cooperative working relationships with others.</li><li>
Collaborate with other organizational roles and across functions to deliver a seamless staff experience.</li><li>
Grow in intercultural development and foster belonging in the workplace.</li><li>
Use a personal computer with basic software and other normal office equipment.
</li><li>Perform corrective benefits and awards actions when necessary.</li><li>
Maintain records and prepare reports.
</li><li>Identify future program changes based on market trends.</li></ul>
Why Join Us?
<ul><li>Find your purpose: Join a Global Movement Impacting the World for Jesus.
</li><li>Comprehensive Compensation &amp; Benefits Package for full-time employees.</li><li>
Retirement Savings: 403B plan with matching contributions for qualifying salaried roles and lump sum contributions for hourly roles, helping you plan for your future.</li><li>
Paid Time Off &amp; Holiday Pay to support your work-life balance.</li><li>
Paid parental leave: 2 months for mothers and fathers</li><li>
Health Coverage: 98% paid Medical and Dental Insurance for employees, 50% paid for dependents.
</li><li>Life Insurance: Basic life insurance provided, plus the option to purchase Voluntary Term Life Insurance (VTL) for self and dependents.
</li><li>Spiritual Growth and Development Opportunities: Quarterly paid half-day with the Lord, team spiritual development.
</li><li>Meaningful Work: Make a lasting impact on the lives of those you serve, while working with a supportive and collaborative team.</li></ul>
And additional perks!
 
Experience and Skills:
Education and/or Experience:
<ul><li>4 year bachelor's degree preferably in human resources, communication, or a related field.
</li><li>5-7 years of experience in the area of benefits and awards or related fields, or an equivalent combination of education and experience. Leadership experience preferred.</li></ul> 
From: Cru</div>

Benefits Administration Team Leader

One Workplace

<div>Overview :

At One Workplace, we believe the employee experience matters and that thoughtful, scalable people programs are foundational to building a high-performing, people-centered organization.
We&rsquo;re looking for a Senior Director, Total Rewards to lead and evolve our compensation and benefits strategy across the enterprise. This leader will play a critical role in modernizing and scaling our Total Rewards function while partnering closely with leaders across the business to ensure our programs are equitable, competitive, operationally sound, and aligned to our evolving business strategy.
This is a highly visible leadership role reporting to the Chief People Officer. The ideal candidate is equal parts strategist, builder, operator, and trusted advisor. We want someone who&rsquo;s comfortable designing long-term frameworks while also rolling up their sleeves to build processes, analyze data, solve problems, and drive execution.
As One Workplace continues to grow and evolve, this leader will help transform Total Rewards from a primarily reactive function into a proactive, data-informed, business-aligned capability that supports our people, managers, and long-term enterprise goals. 
Location: Santa Clara, CA
Compensation range: $240,000 - $275,000/year<div></div><div><div><div><div> 
Employee Benefits:</div><ul><li>
15 days of PTO</li><li>
9 Paid holidays</li><li>
Medical/Dental/Vision Insurance</li><li>
401k + Employer Match</li><li>
Paid Parental Leave</li><li>
Wellness App with reimbursement of up to $500/year</li><li>
Profit Sharing</li></ul></div></div></div>
Position Summary:

What You&rsquo;ll Do
Compensation Strategy &amp; Programs<ul><li>
Lead the design, implementation, and evolution of enterprise-wide compensation programs and practices across all employee populations, including salaried, hourly, commissioned, field, warehouse, installer, and leadership teams</li><li>
Develop scalable compensation structures, salary bands, leveling frameworks, and compensation philosophies aligned to market competitiveness, internal equity, and business strategy</li><li>
Partner closely with business leaders and People Business Partners to support organizational design, workforce planning, promotions, pay decisions, and talent strategies</li><li>
Lead annual compensation planning cycles, including merit, bonus, and promotion processes</li><li>
Support executive compensation analysis and recommendations in partnership with senior leadership</li><li>
Evaluate and refine incentive compensation programs in partnership with business stakeholders</li></ul><div></div> 
Benefits &amp; Wellbeing<ul><li>
Oversee enterprise benefits strategy and administration, ensuring programs are competitive, scalable, compliant, and aligned to employee needs</li><li>
Partner with brokers and external vendors to optimize plan design, cost management, and employee experience</li><li>
Continuously assess opportunities to modernize and improve wellbeing and recognition offerings</li></ul><div></div> 
Analytics, Governance &amp; Operations<ul><li>
Build stronger governance, analytics, and operational rigor across Total Rewards programs and processes</li><li>
Develop reporting, dashboards, and insights that support strategic decision-making and workforce planning</li><li>
Partner cross-functionally with Finance, HR Operations, Legal, and business leaders to ensure alignment and scalability</li><li>
Ensure compliance with federal, state, and local regulations related to compensation and benefits</li><li>
Help evaluate and optimize systems, tools, and workflows that support Total Rewards operations and decision-making</li></ul><div></div> 
Leadership &amp; Transformation<ul><li>
Help build and scale the future Total Rewards function, including team structure, capabilities, and operating model</li><li>
Drive change management and manager enablement related to compensation and benefits practices</li><li>
Bring a thoughtful, practical, and business-minded approach to balancing employee experience, operational realities, and organizational goals</li><li>
Serve as a trusted advisor to leaders across the enterprise</li></ul><div></div> 
What We&rsquo;re Looking For<ul><li>
10+ years of progressive Total Rewards leadership experience, including deep expertise in compensation and benefits</li><li>
Experience supporting complex, multi-state organizations with diverse employee populations and compensation structures</li><li>
Proven experience building or transforming Total Rewards programs, processes, and infrastructure in growing or evolving organizations</li><li>
Strong analytical and financial acumen with the ability to translate data into insights and recommendations</li><li>
Experience developing compensation philosophies, salary structures, leveling frameworks, and incentive programs</li><li>
Strong partnership and influencing skills with the ability to build trust and credibility across all levels of the organization</li><li>
Comfortable operating both strategically and tactically in a fast-moving environment</li><li>
Experience partnering closely with HR, Finance, and business leaders to drive thoughtful workforce and compensation decisions</li><li>
Familiarity with HRIS, payroll, benchmarking, and people analytics tools and systems; ADP experience is a plus</li><li>
Exceptional judgment, communication skills, and business partnership capabilities</li></ul><div></div><div> 
Why Join One Workplace</div><div></div><div> 
This is an opportunity to help shape and modernize a critical function during an exciting period of transformation and growth. You&rsquo;ll have the chance to build foundational programs, influence enterprise strategy, and create meaningful impact across the organization all while helping us create a more scalable, high-performing, and people-centered company.</div></div>

Sr. Director, Total Rewards

<div>Overview :

At One Workplace, we believe the employee experience matters and that thoughtful, scalable people programs are foundational to building a high-performing, people-centered organization.
We&rsquo;re looking for a Senior Director, Total Rewards to lead and evolve our compensation and benefits strategy across the enterprise. This leader will play a critical role in modernizing and scaling our Total Rewards function while partnering closely with leaders across the business to ensure our programs are equitable, competitive, operationally sound, and aligned to our evolving business strategy.
This is a highly visible leadership role reporting to the Chief People Officer. The ideal candidate is equal parts strategist, builder, operator, and trusted advisor. We want someone who&rsquo;s comfortable designing long-term frameworks while also rolling up their sleeves to build processes, analyze data, solve problems, and drive execution.
As One Workplace continues to grow and evolve, this leader will help transform Total Rewards from a primarily reactive function into a proactive, data-informed, business-aligned capability that supports our people, managers, and long-term enterprise goals. 
Location: Seattle, WA
Compensation range: $230,000- $260,000/year<div></div><div><div><div><div> 
Employee Benefits:</div><ul><li>
15 days of PTO</li><li>
9 Paid holidays</li><li>
Medical/Dental/Vision Insurance</li><li>
401k + Employer Match</li><li>
Paid Parental Leave</li><li>
Wellness App with reimbursement of up to $500/year</li><li>
Profit Sharing</li></ul></div></div></div>
Position Summary:

What You&rsquo;ll Do
Compensation Strategy &amp; Programs<ul><li>
Lead the design, implementation, and evolution of enterprise-wide compensation programs and practices across all employee populations, including salaried, hourly, commissioned, field, warehouse, installer, and leadership teams</li><li>
Develop scalable compensation structures, salary bands, leveling frameworks, and compensation philosophies aligned to market competitiveness, internal equity, and business strategy</li><li>
Partner closely with business leaders and People Business Partners to support organizational design, workforce planning, promotions, pay decisions, and talent strategies</li><li>
Lead annual compensation planning cycles, including merit, bonus, and promotion processes</li><li>
Support executive compensation analysis and recommendations in partnership with senior leadership</li><li>
Evaluate and refine incentive compensation programs in partnership with business stakeholders</li></ul><div></div> 
Benefits &amp; Wellbeing<ul><li>
Oversee enterprise benefits strategy and administration, ensuring programs are competitive, scalable, compliant, and aligned to employee needs</li><li>
Partner with brokers and external vendors to optimize plan design, cost management, and employee experience</li><li>
Continuously assess opportunities to modernize and improve wellbeing and recognition offerings</li></ul><div></div> 
Analytics, Governance &amp; Operations<ul><li>
Build stronger governance, analytics, and operational rigor across Total Rewards programs and processes</li><li>
Develop reporting, dashboards, and insights that support strategic decision-making and workforce planning</li><li>
Partner cross-functionally with Finance, HR Operations, Legal, and business leaders to ensure alignment and scalability</li><li>
Ensure compliance with federal, state, and local regulations related to compensation and benefits</li><li>
Help evaluate and optimize systems, tools, and workflows that support Total Rewards operations and decision-making</li></ul><div></div> 
Leadership &amp; Transformation<ul><li>
Help build and scale the future Total Rewards function, including team structure, capabilities, and operating model</li><li>
Drive change management and manager enablement related to compensation and benefits practices</li><li>
Bring a thoughtful, practical, and business-minded approach to balancing employee experience, operational realities, and organizational goals</li><li>
Serve as a trusted advisor to leaders across the enterprise</li></ul><div></div> 
What We&rsquo;re Looking For<ul><li>
10+ years of progressive Total Rewards leadership experience, including deep expertise in compensation and benefits</li><li>
Experience supporting complex, multi-state organizations with diverse employee populations and compensation structures</li><li>
Proven experience building or transforming Total Rewards programs, processes, and infrastructure in growing or evolving organizations</li><li>
Strong analytical and financial acumen with the ability to translate data into insights and recommendations</li><li>
Experience developing compensation philosophies, salary structures, leveling frameworks, and incentive programs</li><li>
Strong partnership and influencing skills with the ability to build trust and credibility across all levels of the organization</li><li>
Comfortable operating both strategically and tactically in a fast-moving environment</li><li>
Experience partnering closely with HR, Finance, and business leaders to drive thoughtful workforce and compensation decisions</li><li>
Familiarity with HRIS, payroll, benchmarking, and people analytics tools and systems; ADP experience is a plus</li><li>
Exceptional judgment, communication skills, and business partnership capabilities</li></ul><div></div><div> 
Why Join One Workplace</div><div></div><div> 
This is an opportunity to help shape and modernize a critical function during an exciting period of transformation and growth. You&rsquo;ll have the chance to build foundational programs, influence enterprise strategy, and create meaningful impact across the organization all while helping us create a more scalable, high-performing, and people-centered company.</div></div>

DynaServ

<div>
 
 About DynaServ
 
 
 
 DynaServ is part of Monarch Landscape Companies, a leading network of landscape brands across the U.S.
 
 
 We proudly serve commercial clients nationally and throughout Florida and deliver reliable, high-quality landscape services. At DynaServ, your achievements determine your rewards, your abilities define your success, and your professionalism leads to autonomy!
 
 
 <ul>
 <li>
 Job Title: National Account Manager
 </li>
 <li>
 Location: Plantation, FL
 
 
 
 </li>
 </ul>
 National Area Manager will oversee multiple landscaping projects, teams, and operations within the Western region of the US. Their responsibilities include ensuring quality control, maintaining client relationships, and managing day-to-day logistics.
 
 
 
 MINIMUM QUALIFICATIONS:
 
 
 
 Education
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in business management, horticulture, or a related field. Advanced degrees are a plus.
 
 
 
 </li>
 </ul>
 
 Experience
 
 
 
 <ul>
 <li>
 5-10 years of experience in landscaping, construction, or a similar industry, with at least 3 years in a management role in a multistate operation.
 
 
 
 </li>
 </ul>
 Location
 
 
 <ul>
 <li>
 Must live within the state of California
 
 
 
 </li>
 </ul>
 Technical Skills
 
 
 <ul>
 <li>
 Knowledge of landscape design software, project management tools, and financial software.
 
 
 
 </li>
 </ul>
 Licenses/Certifications
 
 
 <ul>
 <li>
 Landscape Industry Certified (LIC) Manager certification or equivalent is desirable.
 
 
 
 </li>
 </ul>
 
 Skills
 
 
 
 <ul>
 <li>
 Leadership: Strong leadership and team management abilities.
 </li>
 <li>
 Communication: Excellent verbal and written communication skills, with the ability to negotiate and resolve conflicts.
 </li>
 <li>
 Analytical: Strong problem-solving skills, with the ability to make data-driven decisions.
 </li>
 <li>
 Project Management: Proficient in handling multiple projects, schedules, and deadlines simultaneously.
 </li>
 <li>
 Financial Acumen: Understanding of budgeting, cost management, and financial forecasting.
 
 
 
 </li>
 </ul>
 
 Essential Duties
 
 
 
 Operational Management:
 
 
 <ul>
 <li>
 Supervise and coordinate landscaping operations across multiple locations.
 </li>
 <li>
 Ensure project completion within deadlines and budgets.
 </li>
 <li>
 Implement operational strategies to improve productivity and efficiency.
 
 
 
 </li>
 </ul>
 Team Leadership:
 
 
 <ul>
 <li>
 Manage and lead a team of site managers, landscaping supervisors, and other staff.
 </li>
 <li>
 Conduct regular team meetings, provide guidance, and handle personnel issues.
 </li>
 <li>
 Oversee hiring, training, and performance evaluations.
 
 
 
 </li>
 </ul>
 Client and Vendor Relations:
 
 
 <ul>
 <li>
 Act as the primary contact for key clients and ensure satisfaction.
 </li>
 <li>
 Negotiate and maintain relationships with vendors and contractors.
 </li>
 <li>
 Address client concerns or issues in a timely manner.
 
 
 
 </li>
 </ul>
 Budgeting and Financial Oversight:
 
 
 <ul>
 <li>
 Prepare and manage budgets for projects, including cost control and forecasting.
 </li>
 <li>
 Ensure that all operations meet financial objectives and cost parameters.
 </li>
 <li>
 Review and approve expenses, invoices, and procurement.
 
 
 
 </li>
 </ul>
 Quality Control and Compliance:
 
 
 <ul>
 <li>
 Maintain high standards of landscape design and execution.
 </li>
 <li>
 Ensure that all work meets regulatory and safety standards.
 </li>
 <li>
 Conduct regular site visits and inspections to guarantee quality.
 
 
 
 </li>
 </ul>
 Strategic Planning:
 
 
 <ul>
 <li>
 Develop regional growth strategies and expansion plans.
 </li>
 <li>
 Analyze market trends and client needs to adjust services accordingly.
 </li>
 <li>
 Collaborate with senior management to drive business growth and development.
 
 
 
 </li>
 </ul>
 Sales and Business Development:
 
 
 <ul>
 <li>
 Drive business by identifying new client opportunities within the region.
 </li>
 <li>
 Support sales teams in contract negotiations and proposals.
 </li>
 <li>
 Assist in marketing and promotional activities to enhance brand visibility.
 
 
 
 </li>
 </ul>
 
 Physical Requirements
 
 
 
 The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this job.
 
 
 <ul>
 <li>
 Constantly required to talk, hear, see, sit, stand and walk
 </li>
 <li>
 Frequently required to drive a vehicle unaccompanied
 </li>
 <li>
 Must be able to see at close vision, distant vision, peripherally, have depth perception and have the ability to adjust focus
 </li>
 <li>
 Frequent use of hands to manipulate, handle or feel objects, tools or controls
 </li>
 <li>
 Frequently required to reach, bend, twist, stoop, crouch, climb and balance
 </li>
 <li>
 Occasionally required to lift and/or move up to 25 pounds and seldom lift and/or move up to 75 pounds
 </li>
 <li>
 Occasionally required to look at computer screens and operate a keyboard and mouse
 
 
 
 </li>
 </ul>
 
 WORK ENVIRONMENT
 
 
 
 <ul>
 <li>
 Frequent travel between job sites in the region.
 </li>
 <li>
 Time divided between office work, client meetings, and site visits.
 </li>
 <li>
 Exposure to outdoor working conditions, varying weather patterns, and physical demands based on the project needs.
 
 
 
 </li>
 </ul>
 
 Total Rewards
 
 
 
 At Monarch, we strive to deliver a Total Rewards package that will attract, engage, and retain top talent. Elements of our Total Rewards package include competitive base pay and variable compensation opportunities.
 
 
 Monarch also provides eligible employees with an array of additional benefits, including:
 
 
 <ul>
 <li>
 Medical, Dental, and Vision Plans
 </li>
 <li>
 Retirement Savings &amp; Employee Equity Program
 </li>
 <li>
 Flexible Time Off, 6 paid Holidays, Bereavement, and Jury Duty
 </li>
 <li>
 Education Assistance &amp; Career Advancement
 </li>
 <li>
 Company Vehicle
 </li>
 <li>
 On-Demand Pay through DailyPay
 </li>
 <li>
 Referral Bonus Programs
 </li>
 <li>
 Gym Membership and Mobile Carrier Discounts
 
 
 
 </li>
 </ul>
 The specific programs and options available to any given employee may vary depending on eligibility factors such as position, tenure, geographic location, and the applicability of collective bargaining agreements.
 
 
 Please note that the salary information shown below is provided in compliance with state specific laws. Salaries are based upon candidate experience and qualifications, as well as market and business considerations, and therefore may be different in other locations or operating divisions.
 
 
 
 Pay range:
 
 $80,000 - $90,000
 
 
 
 DynaServ is an E-Verify participating employer
 
 
 
 
 DynaServ is an On Demand Daily Pay employer
 
</div>

Commercial Landscape - National Account Manager

OSF HealthCare

<div>Total Rewards:
<div>
&quot;Your life - our Mission&quot;</div><div>
OSF HealthCare is dedicated to provide Mission Partners with a comprehensive and market-competitive total rewards package that includes benefits, compensation, recognition and well-being offerings that focus on the whole person and engage with their current stage of life and career. Click here to learn more about benefits and the total rewards at OSF.</div><div></div><div> 
Pay range for this position is $34.25 - $51.13/hour. Actual pay is based on years of licensure. This is an Hourly position.</div>
Overview:
<div>
POSITION SUMMARY: The Coordinator of Clinical OB Outreach, according to established procedures, is responsible for assessing the educational needs of perinatal, obstetrical, and maternal/fetal nursing personnel at the Medical Center and affiliate hospitals and agencies.</div>
Qualifications:
<div>
REQUIRED QUALIFICATIONS:</div><ul><li>
Education: Bachelor&rsquo;s degree in nursing</li><li>
Experience: 5 years of Family Birthing or Women's Services experience</li><li>
Licensure/ Certification: Illinois Registered Nurse License issued by Illinois Department of Financial and Professional Regulation (IDFPR)</li><li>
Other Skills/ Knowledge: Excellent interpersonal and communication skills. Solid computer skills, including proficiency with Microsoft software. Strong analytical and problem-solving skills, with the ability to be detail oriented.</li></ul><div></div><div> 
OSF HealthCare is an Equal Opportunity Employer.</div></div>

Coordinator Clinical Obstetrics Outreach

Busey Bank

<div>Position Summary
The Client &amp; Community Relations Manager is responsible for supporting Busey&rsquo;s vision, mission, and values by supporting sales growth and executing the strategic charitable goals of the organization. This role involves collaborating with sales leaders, the Brand Experience team, and community stakeholders to develop impactful solutions that enhance both the sales process and the organization&rsquo;s charitable initiatives. By overseeing a region's efforts, the manager will ensure alignment with corporate goals, optimize sales training materials, and facilitate community partnerships to support philanthropic efforts.<h2 class="jobSectionHeader">
Duties &amp; Responsibilities</h2>
Location: Champaign/Urbana
Sales Leadership Support:<ul><li>
Collaborate with sales leadership to assess, develop, optimize, and execute sales training materials.</li><li>
Partner with onboarding teams to ensure appropriate training programs are executed for sales representatives, ensuring they have the resources to succeed.</li><li>
Consult with line of business leaders to recommend sales and prospecting strategies and initiatives to improve operational efficiency, customer experience and loyalty</li><li>
Gather and relay feedback to continuously iterate on the sale strategy</li></ul>
Charitable Strategy &amp; Community Engagement<ul><li>
Execute Busey&rsquo;s philanthropic strategy, overseeing sponsorships, budgeting, charity outreach, and event wrap-up within the designated region.</li><li>
Orchestrate community and charitable event participation while supporting internal volunteerism through campaigns and communications.</li><li>
Collaborate with community leaders to enhance Busey's visibility and presence in supported communities.</li><li>
Support and facilitate communications for client appreciation functions, business development efforts, and press releases.</li><li>
Benchmark and research emerging social impact initiatives and recommend engagement strategies.</li></ul>
Cross-Functional Collaboration:<ul><li>
Serve as a liaison between sales, brand experience, and product teams to enhance operational efficiency, customer experience, and loyalty.</li><li>
Partner with the Event Experience team to align sales strategy goals with charitable event strategies and recognize employee achievements through internal recognition events.</li><li>
Ensure the Market President is well-informed about regional trends, events, and initiatives.</li></ul>
Strategic Alignment and Branding:<ul><li>
Maintain the design and integrity of the corporate brand and culture, acting as a &ldquo;Busey Brand Ambassador&rdquo; in all internal and external communications.</li><li>
Ensure consistent corporate voice and strategic alignment throughout all First Busey Corporation entities, performing Brand In Action Audits in corporate markets.</li></ul><h2 class="jobSectionHeader">
Education &amp; Experience</h2>
Knowledge of:<ul><li>
A variety of the organization&rsquo;s concepts, practices and procedures and manages the initiatives, resources and tools needed to support community partnerships and volunteerism, including charitable efforts, sponsorships and event management, volunteer opportunities, campaigns and communications as well as overall marketing support.</li><li>
Strong oral and written communication skills</li><li>
Intermediate knowledge of Microsoft Office, Excel and Smartsheet</li></ul>
Ability to:<ul><li>
Support team efforts as a positive, organized representative of Pillar Relations, managing community relations and supporting market presidents in their development efforts.</li><li>
Ensure all marketing and communication programs align with Busey&rsquo;s corporate brand and culture.</li><li>
Remain highly organized, meet competing deadlines, and manage budgets effectively.</li><li>
Analyze and solve complex problems utilizing advanced concepts.</li><li>
Perform duties under frequent time pressures and present effectively to leadership.</li></ul><h2 class="jobSectionHeader">
Benefits And Compensation 
 
Salary offered is based on factors, including but not limited to, the job duties, required qualifications and relevant experience, and local market trends. The role may be eligible for bonus or incentives based on company and individual performance. 
 
(Base Pay Range: $59,000 - $80,000/year) 
 
Busey provides a competitive Total Rewards package in return for your time, talents, efforts and ultimately, results. Your personal and professional well-being&mdash;now and in the years to come&mdash;are important to us. Busey&rsquo;s Total Rewards include a competitive benefits package offering 401(k) match, profit sharing, employee stock purchase plan, paid time off, medical, dental, vision, company-paid life insurance and long-term disability, supplemental voluntary life insurance, short-term and long-term disability, wellness incentives and an employee assistance program. In addition, eligible associates may take advantage of pre-tax health savings accounts and flexible spending accounts. Visit Busey Total Rewards for more information. 
 
Equal Opportunity 
 
Busey values a diverse and inclusive workplace and strives to recruit, develop and retain individuals with exceptional talent. A team with diverse talent, working together, is essential to Busey&rsquo;s commitment of delivering service excellence. Busey is an Equal Opportunity Employer including Disability/Vets. Visit Busey.com/Careers to learn more about Busey&rsquo;s Equal Opportunity Employment. 
 
Unsolicited Resumes 
 
Busey Bank, and its subsidiaries, does not accept any liability for fees for resumes from recruiters or employment agencies (&ldquo;Agency&rdquo;), without a binding, written recruitment agreement between Busey and Agency describing the services and specific job openings (&ldquo;Agreement&rdquo;). Busey may consider any candidate for whom an Agency has submitted an unsolicited resume and explicitly reserves the right to hire those candidate(s) without any financial obligation to the Agency, unless an Agreement is in place. Any email or verbal contact with any Busey associate is inadequate to create a binding agreement. Agencies without an Agreement are requested not to contact any associates of Busey with recruiting inquiries or resumes. Busey respectfully requests no phone calls or emails.</h2></div>

Client & Community Relations Manager

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