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7 Oct 2019

Full-Time Compensation and Benefits Manager

College of Lake County – Posted by RecruitCLC Grayslake, Illinois, United States

Job Description

The College of Lake County is searching for an experienced Compensation and Benefits professional to join our Human Resources team in serving approximately 800 benefit eligible faculty and staff who are committed to the values of integrity, inclusion, unity, purpose, compassion and excellence in student success. The Compensation and Benefits Manager will provide “hands-on” leadership in all facets of compensation and benefits design, implementation, evaluation, and change.

The Compensation and Benefits Manager will be responsible for designing, developing, and delivering an extensive total rewards program and partnering on wellness initiatives that are vital components to enhancing the College’s reputation as an employer of choice.

The successful candidate will be a visionary leader, collaborator, counselor, decision-maker, and team player who can: build relationships with all HR customers from entry level employee to senior leader and from early career professional to retiree; ensure equity and inclusion within the compensation and benefits structure; and encourage, support, and impact a collaborative culture and high morale within the CLC community.

The Compensation and Benefits Manager reports to the Executive Director of Human Resources and will directly oversee three Human Resources staff members. The ideal candidate will have successful experience as both a strategic leader with the knowledge and ability to implement and innovate in the total compensation program that positively impacts the recruitment and retention of top talent and a champion for employees who provides service, information, and support in a professional, kind, and compassionate manner.

Benefit Program Management (35%)
1. Ensure the College offers a competitive benefit program through regular data-based analysis including but not limited to researching and implementing best practices in design and delivery, bench marking internally and externally to peer community college, employers within and outside of higher education, reviewing program metrics through a comp/benefits scorecard, and regularly obtaining employee feedback. Make recommendations to change or enhance benefits offered in collaboration with the Employee Benefits Committee, the Health and Wellness Council, Retirement Investment Committee and employee senate groups as appropriate.

2. Manage college-wide employee benefit programs including but not limited to self-funded group health insurance, dental insurance, vision insurance, group term and supplemental life/AD&D insurance, long-term disability insurance, State Universities Retirement System (SURS) pension plan, voluntary 403(b) and 457 retirement plans, College Insurance Plan (CIP) retiree health insurance, worker’s compensation, unemployment compensation, CLC tuition waiver program, tuition reimbursement program (external institutions) employee assistance program, flexible spending accounts, COBRA administration and wellness programs.

3. Act as the primary contact with insurance and retirement plan vendors, the health and welfare plan broker, third party administrators and other external partners related to benefit plans and programs. Serve as a liaison with insurance carriers and employees for issues and concerns regarding coverage and payment.

4. Design and deliver educational and informational programs directly and through benefit vendors and community partners throughout the year such as investment counseling and strategy, flu shot program, lunch and learn programs on selected health and wellness topics, and an annual health fair. Collaborate with the Wellness Council on employee and/or all-community wellness initiatives and events.

5. Assist with the orientation and on-boarding programs for new hires and those promoted to new positions. Present benefit information at new hire orientation bi-weekly and new faculty orientation annually.

6. Review, update, and ensure adherence to all College policies and collective bargaining agreements related compensation and benefits programs. Develop, maintain, and communicate compensation and benefit related processes and procedures.

7. Manage compliance with the Affordable Care Act, Health Insurance Portability and Accountability Act (HIPAA), state laws and internal healthcare information privacy policies including implementation, maintenance of and adherence to the organization’s policies and procedures relating to confidentiality of protected health information. Maintains all benefit files according to HIPAA regulations.

8. Oversee the maintenance of employee benefit files and other record keeping.

9. Maintain benefit plan description booklets and ensures completion of insurance contract amendments and clarifications as needed in collaboration with the health and welfare plan broker.

10. Manage the post retirement incentive programs for non-bargaining employees under College policies and bargaining employees under labor agreements.

11. Oversee the paid-time off and leave benefit programs for all employee groups.

12. Manage the ADA accommodation budget. Oversee the ADA accommodation process.

Pay Structure and Job Design (35%)
1. Compile and analyze information to support labor contract negotiations and participate in the collective bargaining process as requested.

2. Oversee job analyses, job description updates, and pay grading of all non-bargaining, Board-appointed positions.

3. Partner with senior leaders and managers in re-organizations within and outside of the annual budget process to ensure accurate well-written job descriptions are completed. Make tier and pay determination that ensures equity and are consistent across the department and college pay structure.

4. Partner with the Executive Director of Human Resources, HR colleagues, and the College Leadership Team to review and present an updated compensation philosophy to the Board of Trustees in FY20. Evaluate it for update annually and make recommendations to the College Leadership Team and Board of Trustees as appropriate.

5. Review, update, communicate, implement the non-bargaining pay structure in FY20 in collaboration with the Executive Director and the College Leadership Team based on the revised compensation philosophy.

6. Perform job analysis and salary review by classification on a three year cycle to ensure market competitive compensation and internal equity of non-bargaining positions.

Human Resources Administration (30%)
1. Manage and mentor two professional HR staff members.

2. Partner with Human Resources staff in drafting the Personnel Section of the monthly Board of Trustees public report. Ensure the accuracy and thoroughness of all required information reported. Lead the implementation of Board approvals that impact employees’ compensation and benefits such as reorganizations, reclassifications, pay equity, promotions, transfers, resignations, retirements, and employee contracts.

3. Prepare and present a compensation and benefit report with recommendations for the following fiscal year to the Board of Trustees annually in March in collaboration with the Executive Director.

4. Assist the Executive Director and HR leadership team in preparing the annual budget. Co-present the HR budget proposals to the College Leadership Team.

5. Develop and implement the compensation and benefit-related strategic initiatives and goals of the College Plan in partnership with the Executive Director and HR leadership team annually. Record College Plan updates to assigned initiatives quarterly.

6. Prepare and/or oversee the preparation of all reports, salary/benefit surveys, and schedules as required by College policy, process, federal and state regulations or vendor contract in an accurate and timely manner.

7. Lead and manage all web-based communication of compensation and benefit information, policies, processes, and compliance notices through the College HRIS (PeopleSoft), public website, intranet, and benefits portal.

8. Supervises the processing and verification of any Board-approved pay increases and employment contracts annually in June.

9. Chair and/or serve on College committees. Actively participate on Leadership Council.

10. Perform any and all other duties assigned that support the mission, vision, values and strategic initiatives of College of Lake County and goals of the human resources department.

Required Qualifications:
1. A master’s degree in Human Resources, business or related field from an accredited college or university AND a minimum of five years of progressive leadership experience in compensation and benefits.
A bachelor’s degree from an accredited college or university AND a minimum of eight years of progressive leadership experience in compensation and benefits.

2. A minimum of two years of demonstrated successful supervisory experience.

3. Demonstrated knowledge of compensation and benefit program structure, design, implementation, and federal and state regulations including but not limited to the Fair Labor Standards Act, Illinois Minimum Wage Law, the Illinois Prevailing Wage Act, Affordable Care Act, American with Disabilities Act, Illinois Workers’ Compensation Law, and Title VII Civil Rights Act.

4. Experience in analyzing, implementing/updating, and evaluating salary/wage structure including the use of internal and external bench marking and other metrics resulting in data driven decision-making.

5. Demonstrates strong personal integrity, ability to form effective partnerships, ability to collaborate with others and work in a team environment.

6. Demonstrates a high level of responsiveness to the HR team, the customers being served, and the campus community.

7. Possess excellent organizational skills and the ability to manage multiple priorities.

8. Possess strong critical thinking, analytical and problem solving skills.

9. Demonstrated success using evidence to inform decision-making and long-term planning.

10. An effective and exceptionally skilled communicator, specifically as it relates to verbal, written communication, and active listening.

11. Strong computer skills using MS Office Suite applications particularly MS Excel.

12. Experience using a HRIS system in compensation and benefits administration.

13. Reflect a positive, professional, kind and compassionate demeanor.

14. Proven ability to work effectively and constructively with persons of diverse cultures, language groups, and abilities; demonstrate sensitivity to and ability
to work with the diverse academic, socioeconomic, cultural and ethnic backgrounds of community college students, faculty, and staff, including those with disabilities; establish and maintain effective working relationships with those contacted in the course of work.

Desired Qualifications:

1. Human resources experience with a higher education institution ideally in a community college
2. Bilingual Spanish
3. PeopleSoft HRIS experience
4. SPHR and/or SHRM-SCP
5. Compensation management in a unionized work environment

The College of Lake County is an equal opportunity employer and has a strong commitment to diversity. In that spirit, it seeks a broad spectrum of candidates including minorities, women and people with disabilities. EOE/AA/M/F/D/V

How to Apply

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Job Categories: Equal Opportunities. Job Types: Full-Time.

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