Director, Total Rewards

Job description

<div class="content-intro"><p><strong>OVERVIEW</strong></p> <p><em>A thriving, mission-driven multimedia organization, NPR produces award-winning news, information, and music programming in partnership with hundreds of independent public radio stations across the nation. The NPR audience values information, creativity, curiosity, and social responsibility – and our employees do too. We are innovators and leaders in diverse fields, from journalism and digital media to IT and development. Every day, our employees and member stations touch the lives of millions worldwide.&nbsp;</em></p> <p><em>Across our organization, we’re building a workplace where collaboration is essential, diverse voices are heard, and inclusion is the key to our success. We are committed to doing the right thing in our journalism and in every role at NPR</em><em>.&nbsp;</em><em>This means that integrity, adherence to our ethical standards, and compliance with legal obligations are fundamental responsibilities for every employee at NPR.</em></p></div><h3><strong>Intro to Position</strong></h3> <p>The Director of Total Rewards leads, modernizes and directs the operational foundations of benefits and compensation programs at NPR, responsible for developing and driving a total rewards strategy that supports a culture of high performance to attract, reward, and retain top talent.&nbsp; Reporting to the SVP People and working collaboratively across the People Team, Finance, and broader NPR leadership, this is a pivotal role requiring a unique balance of high-level strategic design, and high-touch operational execution and understanding.</p> <p>The Director of Total Rewards will bring deep expertise in compensation and benefits administration and strong knowledge of retirement plans, and will serve as a key partner to the HRIS/People Systems team to ensure that systems, data, eligibility rules, benefits deductions, reporting, and related processes accurately support total rewards programs.&nbsp; This role requires strong technical knowledge, keen attention to detail, and the ability to identify, audit, and help improve legacy processes and systems issues.&nbsp;&nbsp;</p> <p>The ideal candidate will bring a strong understanding of compensation and benefits operations, retirement plan administration, and HR systems.&nbsp; They must be comfortable driving change, strengthening controls, improving processes and working cross-functionally with HRIS, Payroll, Finance, Legal, external vendors, auditors and senior organizational leadership.&nbsp;&nbsp;</p> <h3><strong>Responsibilities</strong></h3> <p><strong>Benefits&nbsp;</strong></p> <ul> <li><strong>Benefits Strategy &amp; Innovation:</strong> Lead the overall benefits strategy, incorporating a data-driven approach to recommendations and implementation of changes and improvements to our programs to maintain competitive advantage and meet the needs of the organization</li> <li><strong>Benefits &amp; Retirement Program Administration: </strong>Provide strategic direction and oversight for all of the organization’s comprehensive benefits offerings, leave programs, and retirement plans, ensuring compliance testing, plan document accuracy, and successful audits.&nbsp;</li> <li><strong>Vendor &amp; Broker Management: </strong>Oversee relationship management with health and benefit providers, third-party benefits advisors, and brokers. Direct the administration of benefit enrollment processes and leave programs.&nbsp;</li> <li><strong>Administration Issue Resolution:</strong> Proactively identify, troubleshoot, and resolve complex benefits and retirement plan administration issues, successfully correcting legacy errors, resolving vendor data discrepancies, closing process controls gaps, and resolving systems configuration concerns.&nbsp;</li> </ul> <p><strong>Compensation&nbsp;</strong></p> <ul> <li><strong>Compensation Framework &amp; Analytics:</strong> Develop and drive a unified compensation strategy aligned with broader HR objectives, utilizing robust data-driven analytics and modeling to evaluate market conditions, manage pay equity frameworks, and guide evidence-based salary decisions.</li> <li><strong>Annual Cycles &amp; Budget Ownership: </strong>Direct the annual compensation planning process and own overall fiscal responsibilities for total rewards budgets, partnering closely with Finance to manage compensation and benefits resources cost-effectively.</li> <li><strong>Project Execution &amp; Communications:</strong> Personally lead complex compensation and benefits projects from initial concept through design, modeling, and successful organization-wide implementation. Partner closely with the SVP of People, HR Business Partners, and additional stakeholders to ensure that total rewards programs are seamlessly integrated into broader HR and organizational strategies; author transparent communication materials and deliver structured training for leadership and staff on NPR's total rewards philosophy.</li> <li>Ensure compliance with legal requirements and governance related to compensation and benefits programs</li> </ul> <p><strong>Systems, Audits, &amp; Compliance</strong></p> <ul> <li><strong>HRIS Partnership</strong>: Serve as a close partner to the People Systems team to ensure total rewards programs are accurately configured, administered, reported, and maintained within UKG; collaborate directly on system configuration, eligibility rules, and code setup to identify inaccuracies and improve data controls.&nbsp;</li> <li><strong>Data Auditing &amp; Internal Controls:</strong> Develop standard operating procedures (SOPs), data validation routines, and process audit trails to proactively identify and resolve legacy total rewards-related processes.</li> <li><strong>Total Rewards Compliance Leadership:</strong> Lead benefits and compensation compliance activities across the organization, ensuring compliance with any relevant federal, state, and local laws, including total reward regulations (e.g., ACA, Form 5500, and ERISA reporting).</li> <li><strong>Data Integrity &amp; Reporting: </strong>Ensure total rewards data and reporting are accurate, timely, and useful for leadership decision making, employee communications and audit inquiries.&nbsp;</li> </ul> <p><strong>Team Leadership &amp; Development</strong></p> <ul> <li><strong>People Management: </strong>Direct, mentor, and coach the internal benefits and compensation team, establishing a culture of accountability, high accuracy, professional growth, and proactive customer service.</li> </ul> <p><strong>The above duties and responsibilities are not an exhaustive list of required responsibilities, duties and skills. Other duties may be assigned, and this job description can be modified at any time.</strong></p> <h3><strong>Minimum Qualifications&nbsp;</strong></h3> <ul> <li><strong>Professional Leadership &amp; Strategy: </strong>10 + years in benefits and compensation with at least 4 years in a leadership role, showcasing deep expertise in the development of strategy and the administration of total rewards programs.&nbsp;</li> <li><strong>Advanced HRIS Expertise:</strong> Proven experience managing, configuring, or optimizing enterprise-grade HRIS platforms, with specific, advanced expertise utilizing <strong>UKG (Ultimate Kronos Group)</strong> modules</li> <li><strong>Team Leadership &amp; Development: </strong>Demonstrated ability to lead and develop a high-performing team in a complex, collaborative organization</li> <li><strong>Benefits &amp; Retirement Plan Administration: </strong>Strong knowledge of benefits administration, retirement plan administration, a strong understanding of state-mandated benefit programs, and comprehensive knowledge of employer-sponsored retirement plans, specifically 403(b) and 401(k) structures&nbsp;</li> <li><strong>ERISA Fiduciary &amp; Compliance Fluency:</strong> Robust knowledge of ERISA fiduciary responsibilities, nondiscrimination testing, plan audits, Form 5500 reporting, and retirement plan compliance; proven experience working directly with retirement plan recordkeepers, trustees, and investment advisors</li> <li><strong>Analytical Auditing &amp; Issue Resolution: </strong>Strong analytical and problem-solving skills, with a proven ability to use data to drive decisions,&nbsp; audit complex datasets, and resolve data discrepancies, process and control gaps, and legacy system issues.&nbsp;&nbsp;</li> <li><strong>Compensation Practice Mastery:</strong> Strong understanding of compensation practices, including salary bands, market pricing, pay equity, incentive programs, and compensation governance&nbsp;&nbsp;</li> <li><strong>Advisory Communication &amp; Vendor Negotiation:</strong> Excellent interpersonal, oral and written communication skills, with the ability to provide strategic advice and counsel to senior leadership and negotiate effectively with insurance and benefit vendors</li> </ul> <h3><strong>Preferred Qualifications</strong></h3> <ul> <li><strong>Industry Certifications</strong>: Active professional designations such as CCP or CMS, SPHR or SHRM-CP or CEBS preferred</li> <li><strong>Collective Bargaining Experience:</strong> Experience developing and administering benefits and compensation programs in a unionized environment</li> <li><strong>Retirement Plan Compliance Testing</strong>: Experience supporting retirement plan audits, plan corrections, compliance testing, and plan governance</li> </ul> <h3><strong>Key Competencies</strong></h3> <ul> <li>Exceptional attention to detail and commitment to accuracy</li> <li>Ability to understand how total rewards programs are operationalized through People Systems, Payroll, and vendor systems</li> <li>High degree of accountability, ownership, and follow-through&nbsp;</li> <li>Ability to build credibility with the People Team, Finance, Legal, external vendors and senior leadership</li> </ul> <h3><strong>Education Requirements</strong></h3> <ul> <li>Bac