The Director of Compensation & Benefits is responsible for the overall design, implemetation, processing and administration of the company's compensation and benefits programs, including base pay, incentive pay, health insurance and retirement benefits.  

• Maintain organization design structure (Proficiencies, Job Classes, Pay bands and Account abilities) and related Organization Charts.

• Recommend strategy and oversee administration of the Company’s Salary, Wage, Benefits (including health benefits, 401k and PTO) and Incentive (Short-term and long-term programs) programs for exempt and non-exempt Associates including benefit programs including open enrollment, plan administration, audits, tax returns and ACA reporting.

• Serve as the Company SME on all State and Federal employment related policies and laws.

• Own the Human resources management system, the central repository for all core HR processes of recruiting, hiring, training, compensation, development and payroll. Recommend and oversee implementation of any new HR software installation.

• Complete monthly turnover reports and review with PHR executive leadership team. Based on the results on the report, reasons for turnover are analyzed to identify trends and problem areas. Any necessary plans and actions are developed and implemented.

• Provide regular and effective updates to the Chief Operating Officer on the performance of the department during weekly 1-1 meetings as well as participation in the standing corporate meeting structure.

• Perform Emergency Response duties as required by this role in the Emergency Response Organizational Chart and Plan.

• Oversee the payroll process including reconciliations, multi-entity billings, partnership with 3rd party payroll service and subject matter expert on complex tip reporting.

• Develop the necessary training and testing practices to ensure that all leaders demonstrate proficiency regarding Payroll management.

• Manage the Company’s incentive program which serves as a primarily tool for the company for performance management.

• Publish a monthly scorecard that measures compliance to payroll processes.

• Prepare annual budget for payroll services.

• Gather and compiles key labor metrics such as associate retention for reporting purposes.