8 Compensation And Benefits jobs in South Africa

About the Role

As Total Rewards Manager, you’ll oversee the Group’s entire reward and benefits portfolio, shaping frameworks and policies that attract, motivate, and retain top talent. Working closely with the Reward Executive, you’ll design and implement strategies that align with business objectives while ensuring competitiveness, compliance, and fairness across the organisation.

This role blends strategic input with hands-on delivery: from market analysis and job evaluation through to annual review cycles, incentive design, and benefit governance. It also carries leadership responsibility, managing and developing a small team while influencing stakeholders at all levels.

Who the Client Is

This opportunity is with a South African group with a strong footprint, recognised for its disciplined growth, financial resilience, and commitment to people-centred practices. The business values fairness, governance, and market-led decision making, with HR at the centre of its talent and growth agenda.

What You’ll Do

• Execute the Group’s reward strategy and implement reward frameworks.
• Advise HRBPs and line managers on pay, benefits, and recognition programmes.
• Conduct market analysis to maintain competitive salary, incentive, and benefits structures.
• Lead the job evaluation process and maintain remuneration consistency across the business.
• Manage the annual review cycle (from mandate prep to execution).
• Implement recognition schemes that support engagement and performance.
• Interpret and apply statutory requirements to benefits (pension, provident, medical aid).
• Manage vendor relationships and ensure SLAs are met.
• Coach, develop, and performance-manage direct reports.
• Mitigate risk by ensuring compliance with internal governance and external regulation.

What You Bring

• Relevant bachelor’s degree; GRP qualification an advantage.
• 5–8 years’ experience in a dynamic reward environment.
• Strong knowledge of remuneration structures, incentive plans, and benefits.
• Advanced analytical, project management, and problem-solving skills.
• Proven ability to lead and develop a team.
• Excellent communication and interpersonal skills; ability to influence stakeholders.
• Proficiency with Microsoft Office (Excel, PowerPoint, Word, Outlook).

What Success Looks Like

• Reward frameworks consistently applied across the Group with clear governance.
• Competitive, market-aligned reward structures that support talent attraction and retention.
• Seamless execution of the annual review cycle, on time and with minimal issues.
• Engaged and well-developed HR reward team delivering high-quality outputs.
• Strong, value-adding vendor relationships delivering cost-effective benefits.
• Compliance with legislation and zero audit concerns.

Rewards & Realities: This is a role with both strategic influence and operational accountability. You’ll enjoy broad scope and impact, but it requires juggling multiple cycles, deadlines, and stakeholders while keeping fairness and compliance front of mind.

#hiring #edge #kestria

#J-18808-Ljbffr

# **.***Exemption Status:**Exempt**Schedule Details:**Monday through Friday**Scheduled Hours:**Day Shift, Will Vary**Shift:**1 - Day Shift, 8 Hours (United States of America)**Hours:**40**Cost Center:**99940 - 6160 Human Resources AdministrationThis position may have a signing bonus available a member of the Recruitment Team will confirm eligibility during the interview process.# # **Everyone Is a Caregiver**At UMass Memorial Health, everyone is a caregiver – regardless of their title or responsibilities. Exceptional patient care, academic excellence and leading-edge research make UMass Memorial the premier health system of Central Massachusetts, and a place where we can help you build the career you deserve. We are more than 20,000 employees, working together as one health system in a relentless pursuit of healing for our patients, community and each other. And everyone, in their own unique way, plays an important part, every day.The Vice President of Total Rewards is a critical leader within the Human Resources organization at UMass Memorial Health (UMMH), reporting to the Chief Human Resources Officer (CHRO). This is a newly expanded and highly visible role, responsible for unifying benefits, work life, and compensation into an integrated total rewards strategy and operational plan for a large, complex, and highly unionized healthcare system. The VP of Total Rewards is responsible for compensation (non-physician), benefits (retirement and health and welfare), executive benefits, leave of absence, work life services, and time away from work programs. This leader will be tasked with rethinking current practices and designing caregiver centered and financially responsible solutions that meet the evolving needs of a diverse workforce. Operating under significant financial and labor constraints, the VP will assess current models, embrace innovation, and lead a comprehensive redesign of rewards programs to better support caregiver well-being, organizational performance, and financial sustainability. Success in this role requires not just operational excellence, but innovative thinking, financial fluency, and a deep understanding of what today’s and tomorrow’s healthcare workforce truly values.I. Major Responsibilities:**System-Wide Rewards Strategy:** Architect and lead the transformation of the total rewards strategy—including benefits, work life services, and compensation into an integrated plan. Develop a balanced approach that optimizes both pay and benefit investments to deliver maximum value to caregivers while ensuring financial sustainability. Reimagine how total rewards are structured, delivered, and communicated to reflect evolving workforce expectations and align with UMMH’s strategic goals and fiscal realities.**Caregiver-Centered:** Assess and understand the experience of caregivers across roles and levels, and co-create programs that are relevant, equitable, and allow for greater personalization. Guide the organization from viewing benefits as fixed and already best-in-class to embracing innovation, flexibility, and caregiver-driven choice.**Digital Enablement:** Champion the use of AI and decision support tools designed to help caregivers understand benefit options and associated costs (e.g., AI-powered benefit plan comparisons). Also, enable the HR team with AI solutions to streamline work and reduce manual and repetitive work.**Compensation Program Reinvention (Non-Physician):** Lead a review and benchmarking of non-physician compensation models. Design pay structures, skills-based frameworks for appropriate positions, and incentive plans that reflect performance, equity, and future workforce trends.**Benefits Strategy for Workforce Resilience:** Redesign benefits offerings with a focus on flexibility, personalization, cost-effectiveness, and holistic well-being. Consider emerging trends such as caregiver choice, modular benefits, virtual care integration, and mental health equity—while navigating funding challenges and regulatory compliance.**Wellness:** Build a system of work service offerings that provide traditional and cutting-edge programs—EAP, critical incident support, addressing social determinants of health, burnout detection tools, and financial literacy. Position UMMH as an employer that supports the full life experience of its caregivers.**Operational Excellence** Ensure that benefits and compensation programs and practices are translated into reliable operational execution through Policies, workflows, Workday, standalone applications, the HR Solution Center, and vendor programs and their customer service.**Financial Leadership & ROI Discipline** Bring deep financial acumen to reward strategy. Model multi-year impacts, propose cost reduction and cost avoidance, and deliver programs that balance measurable health outcomes while managing financial trade-offs.**Executive Compensation & Governance:** Oversee executive compensation strategy and design in collaboration with the CHRO and Board Compensation Committee. Ensure governance, competitiveness, and alignment with organizational values and performance metrics.**Leadership:**Act as the Chairperson of the systemwide Benefits Committee and the Health Plan Steering Committee, as well as leader of the benefits and compensation teams.**Stakeholder Alignment & Change Leadership:** Build deep partnerships with Finance, Legal, Labor Relations, HR Business Partners, Labor Relations, and Operations. Lead with influence and credibility across the system to gain buy-in and momentum for change. Deliver clear, empathetic, and strategic communication throughout transformation.**Vendor Partnerships:** Rethink the role of external vendors and consultants—shifting from traditional transactional relationships to partnerships that fuel increased innovation, value, and agile delivery.**Cultural Stewardship:** Use total rewards as a lever to reinforce the organization’s culture. Build trust and transparency by making the "value of employment" visible, understandable, and meaningful to every caregiver.Standard Executive Level Responsibilities: 1. Directs and supervises assigned personnel including performance evaluations, scheduling, orientation, and training. Makes recommendations on employee hires, transfers, promotions, demotions, discipline, terminations, and similar actions.2. Develops and recommends the budgets for the areas managed. Ensures adequate equipment and supplies for department. Manages activities to assure financial goals are met.3. Encourages and supports diverse views and approaches, demonstrates Standards of Respect, and contributes to creating and maintaining an environment of professionalism, respect, tolerance, civility and acceptance toward all employees, patients and visitors.4. Integrates diversity into departmental objectives, such as hiring, promotions, training, vendor selections, etc.5. Fosters the effective integration of efforts with system-wide initiatives. Participates in performance improvement initiatives and demonstrates the use of quality improvement in daily operations.6. Ensures compliance with regulatory agencies such as Joint Commission, DPH, etc. Develops and maintains procedures necessary to meet regulatory requirements.7. Ensures that department complies with hospital established policies, quality assurance programs, safety, and infection control policies and procedures.8. Develops and maintains established departmental policies, procedures, and objectives.9. Ensures compliance to all health and safety regulations and requirements.II. Position Qualifications:License/Certification/Education:Required1. Bachelor’s degree.Preferred:2. Master’s degree in human resources, business or related field.3. Certified Benefits Professional (CBP) or Certified Compensation Professional (CCP).Experience/Skills:Required:1. Fifteen (15)
#J-18808-Ljbffr

Group Head / Role Title: Total Rewards Manager Location: Westville, Durban (preferred, open to other regions) Type: Permanent Design rewards that drive performance. Lead the strategy that balances people, performance, and purpose. About the Role As Total Rewards Manager, you’ll oversee the Group’s entire reward and benefits portfolio, shaping frameworks and policies that attract, motivate, and retain top talent. Working closely with the Reward Executive, you’ll design and implement strategies that align with business objectives while ensuring competitiveness, compliance, and fairness across the organisation. This role blends strategic input with hands-on delivery: from market analysis and job evaluation through to annual review cycles, incentive design, and benefit governance. It also carries leadership responsibility, managing and developing a small team while influencing stakeholders at all levels. Who the Client Is This opportunity is with a South African group with a strong footprint, recognised for its disciplined growth, financial resilience, and commitment to people-centred practices. The business values fairness, governance, and market-led decision making, with HR at the centre of its talent and growth agenda. What You’ll Do Execute the Group’s reward strategy and implement reward frameworks. Advise HRBPs and line managers on pay, benefits, and recognition programmes. Conduct market analysis to maintain competitive salary, incentive, and benefits structures. Lead the job evaluation process and maintain remuneration consistency across the business. Manage the annual review cycle (from mandate prep to execution). Implement recognition schemes that support engagement and performance. Interpret and apply statutory requirements to benefits (pension, provident, medical aid). Manage vendor relationships and ensure SLAs are met. Coach, develop, and performance-manage direct reports. Mitigate risk by ensuring compliance with internal governance and external regulation. What You Bring Relevant bachelor’s degree; GRP qualification an advantage. 5–8 years’ experience in a dynamic reward environment. Strong knowledge of remuneration structures, incentive plans, and benefits. Advanced analytical, project management, and problem-solving skills. Proven ability to lead and develop a team. Excellent communication and interpersonal skills; ability to influence stakeholders. Proficiency with Microsoft Office (Excel, PowerPoint, Word, Outlook). What Success Looks Like Reward frameworks consistently applied across the Group with clear governance. Competitive, market-aligned reward structures that support talent attraction and retention. Seamless execution of the annual review cycle, on time and with minimal issues. Engaged and well-developed HR reward team delivering high-quality outputs. Strong, value-adding vendor relationships delivering cost-effective benefits. Compliance with legislation and zero audit concerns. Rewards & Realities: This is a role with both strategic influence and operational accountability. You’ll enjoy broad scope and impact, but it requires juggling multiple cycles, deadlines, and stakeholders while keeping fairness and compliance front of mind. hiring edge kestria

# **.***Exemption Status:**Exempt**Schedule Details:**Monday through Friday**Scheduled Hours:**Day Shift, Will Vary**Shift:**1 - Day Shift, 8 Hours (United States of America)**Hours:**40**Cost Center:**99940 - 6160 Human Resources AdministrationThis position may have a signing bonus available a member of the Recruitment Team will confirm eligibility during the interview process.# # **Everyone Is a Caregiver**At UMass Memorial Health, everyone is a caregiver – regardless of their title or responsibilities. Exceptional patient care, academic excellence and leading-edge research make UMass Memorial the premier health system of Central Massachusetts, and a place where we can help you build the career you deserve. We are more than 20,000 employees, working together as one health system in a relentless pursuit of healing for our patients, community and each other. And everyone, in their own unique way, plays an important part, every day.The Vice President of Total Rewards is a critical leader within the Human Resources organization at UMass Memorial Health (UMMH), reporting to the Chief Human Resources Officer (CHRO). This is a newly expanded and highly visible role, responsible for unifying benefits, work life, and compensation into an integrated total rewards strategy and operational plan for a large, complex, and highly unionized healthcare system. The VP of Total Rewards is responsible for compensation (non-physician), benefits (retirement and health and welfare), executive benefits, leave of absence, work life services, and time away from work programs. This leader will be tasked with rethinking current practices and designing caregiver centered and financially responsible solutions that meet the evolving needs of a diverse workforce. Operating under significant financial and labor constraints, the VP will assess current models, embrace innovation, and lead a comprehensive redesign of rewards programs to better support caregiver well-being, organizational performance, and financial sustainability. Success in this role requires not just operational excellence, but innovative thinking, financial fluency, and a deep understanding of what today’s and tomorrow’s healthcare workforce truly values.I. Major Responsibilities:**System-Wide Rewards Strategy:** Architect and lead the transformation of the total rewards strategy—including benefits, work life services, and compensation into an integrated plan. Develop a balanced approach that optimizes both pay and benefit investments to deliver maximum value to caregivers while ensuring financial sustainability. Reimagine how total rewards are structured, delivered, and communicated to reflect evolving workforce expectations and align with UMMH’s strategic goals and fiscal realities.**Caregiver-Centered:** Assess and understand the experience of caregivers across roles and levels, and co-create programs that are relevant, equitable, and allow for greater personalization. Guide the organization from viewing benefits as fixed and already best-in-class to embracing innovation, flexibility, and caregiver-driven choice.**Digital Enablement:** Champion the use of AI and decision support tools designed to help caregivers understand benefit options and associated costs (e.g., AI-powered benefit plan comparisons). Also, enable the HR team with AI solutions to streamline work and reduce manual and repetitive work.**Compensation Program Reinvention (Non-Physician):** Lead a review and benchmarking of non-physician compensation models. Design pay structures, skills-based frameworks for appropriate positions, and incentive plans that reflect performance, equity, and future workforce trends.**Benefits Strategy for Workforce Resilience:** Redesign benefits offerings with a focus on flexibility, personalization, cost-effectiveness, and holistic well-being. Consider emerging trends such as caregiver choice, modular benefits, virtual care integration, and mental health equity—while navigating funding challenges and regulatory compliance.**Wellness:** Build a system of work service offerings that provide traditional and cutting-edge programs—EAP, critical incident support, addressing social determinants of health, burnout detection tools, and financial literacy. Position UMMH as an employer that supports the full life experience of its caregivers.**Operational Excellence** Ensure that benefits and compensation programs and practices are translated into reliable operational execution through Policies, workflows, Workday, standalone applications, the HR Solution Center, and vendor programs and their customer service.**Financial Leadership & ROI Discipline** Bring deep financial acumen to reward strategy. Model multi-year impacts, propose cost reduction and cost avoidance, and deliver programs that balance measurable health outcomes while managing financial trade-offs.**Executive Compensation & Governance:** Oversee executive compensation strategy and design in collaboration with the CHRO and Board Compensation Committee. Ensure governance, competitiveness, and alignment with organizational values and performance metrics.**Leadership:**Act as the Chairperson of the systemwide Benefits Committee and the Health Plan Steering Committee, as well as leader of the benefits and compensation teams.**Stakeholder Alignment & Change Leadership:** Build deep partnerships with Finance, Legal, Labor Relations, HR Business Partners, Labor Relations, and Operations. Lead with influence and credibility across the system to gain buy-in and momentum for change. Deliver clear, empathetic, and strategic communication throughout transformation.**Vendor Partnerships:** Rethink the role of external vendors and consultants—shifting from traditional transactional relationships to partnerships that fuel increased innovation, value, and agile delivery.**Cultural Stewardship:** Use total rewards as a lever to reinforce the organization’s culture. Build trust and transparency by making the "value of employment" visible, understandable, and meaningful to every caregiver.Standard Executive Level Responsibilities: 1. Directs and supervises assigned personnel including performance evaluations, scheduling, orientation, and training. Makes recommendations on employee hires, transfers, promotions, demotions, discipline, terminations, and similar actions.2. Develops and recommends the budgets for the areas managed. Ensures adequate equipment and supplies for department. Manages activities to assure financial goals are met.3. Encourages and supports diverse views and approaches, demonstrates Standards of Respect, and contributes to creating and maintaining an environment of professionalism, respect, tolerance, civility and acceptance toward all employees, patients and visitors.4. Integrates diversity into departmental objectives, such as hiring, promotions, training, vendor selections, etc.5. Fosters the effective integration of efforts with system-wide initiatives. Participates in performance improvement initiatives and demonstrates the use of quality improvement in daily operations.6. Ensures compliance with regulatory agencies such as Joint Commission, DPH, etc. Develops and maintains procedures necessary to meet regulatory requirements.7. Ensures that department complies with hospital established policies, quality assurance programs, safety, and infection control policies and procedures.8. Develops and maintains established departmental policies, procedures, and objectives.9. Ensures compliance to all health and safety regulations and requirements.II. Position Qualifications:License/Certification/Education:Required1. Bachelor’s degree.Preferred:2. Master’s degree in human resources, business or related field.3. Certified Benefits Professional (CBP) or Certified Compensation Professional (CCP).Experience/Skills:Required:1. Fifteen (15) #J-18808-Ljbffr

# **.***Exemption Status:**Exempt**Schedule Details:**Monday through Friday**Scheduled Hours:**Day Shift, Will Vary**Shift:**1 - Day Shift, 8 Hours (United States of America)**Hours:**40**Cost Center:**99940 - 6160 Human Resources Administration This position may have a signing bonus available a member of the Recruitment Team will confirm eligibility during the interview process.# # **Everyone Is a Caregiver**At UMass Memorial Health, everyone is a caregiver – regardless of their title or responsibilities. Exceptional patient care, academic excellence and leading-edge research make UMass Memorial the premier health system of Central Massachusetts, and a place where we can help you build the career you deserve. We are more than 20,000 employees, working together as one health system in a relentless pursuit of healing for our patients, community and each other. And everyone, in their own unique way, plays an important part, every day. The Vice President of Total Rewards is a critical leader within the Human Resources organization at UMass Memorial Health (UMMH), reporting to the Chief Human Resources Officer (CHRO). This is a newly expanded and highly visible role, responsible for unifying benefits, work life, and compensation into an integrated total rewards strategy and operational plan for a large, complex, and highly unionized healthcare system. The VP of Total Rewards is responsible for compensation (non-physician), benefits (retirement and health and welfare), executive benefits, leave of absence, work life services, and time away from work programs. This leader will be tasked with rethinking current practices and designing caregiver centered and financially responsible solutions that meet the evolving needs of a diverse workforce. Operating under significant financial and labor constraints, the VP will assess current models, embrace innovation, and lead a comprehensive redesign of rewards programs to better support caregiver well-being, organizational performance, and financial sustainability. Success in this role requires not just operational excellence, but innovative thinking, financial fluency, and a deep understanding of what today’s and tomorrow’s healthcare workforce truly values. I. Major Responsibilities:**System-Wide Rewards Strategy:** Architect and lead the transformation of the total rewards strategy—including benefits, work life services, and compensation into an integrated plan. Develop a balanced approach that optimizes both pay and benefit investments to deliver maximum value to caregivers while ensuring financial sustainability. Reimagine how total rewards are structured, delivered, and communicated to reflect evolving workforce expectations and align with UMMH’s strategic goals and fiscal realities.**Caregiver-Centered:** Assess and understand the experience of caregivers across roles and levels, and co-create programs that are relevant, equitable, and allow for greater personalization. Guide the organization from viewing benefits as fixed and already best-in-class to embracing innovation, flexibility, and caregiver-driven choice.**Digital Enablement:** Champion the use of AI and decision support tools designed to help caregivers understand benefit options and associated costs (e.g., AI-powered benefit plan comparisons). Also, enable the HR team with AI solutions to streamline work and reduce manual and repetitive work.**Compensation Program Reinvention (Non-Physician):** Lead a review and benchmarking of non-physician compensation models. Design pay structures, skills-based frameworks for appropriate positions, and incentive plans that reflect performance, equity, and future workforce trends.**Benefits Strategy for Workforce Resilience:** Redesign benefits offerings with a focus on flexibility, personalization, cost-effectiveness, and holistic well-being. Consider emerging trends such as caregiver choice, modular benefits, virtual care integration, and mental health equity—while navigating funding challenges and regulatory compliance.**Wellness:** Build a system of work service offerings that provide traditional and cutting-edge programs—EAP, critical incident support, addressing social determinants of health, burnout detection tools, and financial literacy. Position UMMH as an employer that supports the full life experience of its caregivers.**Operational Excellence** Ensure that benefits and compensation programs and practices are translated into reliable operational execution through Policies, workflows, Workday, standalone applications, the HR Solution Center, and vendor programs and their customer service.**Financial Leadership & ROI Discipline** Bring deep financial acumen to reward strategy. Model multi-year impacts, propose cost reduction and cost avoidance, and deliver programs that balance measurable health outcomes while managing financial trade-offs.**Executive Compensation & Governance:** Oversee executive compensation strategy and design in collaboration with the CHRO and Board Compensation Committee. Ensure governance, competitiveness, and alignment with organizational values and performance metrics.**Leadership:**Act as the Chairperson of the systemwide Benefits Committee and the Health Plan Steering Committee, as well as leader of the benefits and compensation teams.**Stakeholder Alignment & Change Leadership:** Build deep partnerships with Finance, Legal, Labor Relations, HR Business Partners, Labor Relations, and Operations. Lead with influence and credibility across the system to gain buy-in and momentum for change. Deliver clear, empathetic, and strategic communication throughout transformation.**Vendor Partnerships:** Rethink the role of external vendors and consultants—shifting from traditional transactional relationships to partnerships that fuel increased innovation, value, and agile delivery.**Cultural Stewardship:** Use total rewards as a lever to reinforce the organization’s culture. Build trust and transparency by making the "value of employment" visible, understandable, and meaningful to every caregiver. Standard Executive Level Responsibilities: 1. Directs and supervises assigned personnel including performance evaluations, scheduling, orientation, and training. Makes recommendations on employee hires, transfers, promotions, demotions, discipline, terminations, and similar actions.2. Develops and recommends the budgets for the areas managed. Ensures adequate equipment and supplies for department. Manages activities to assure financial goals are met.3. Encourages and supports diverse views and approaches, demonstrates Standards of Respect, and contributes to creating and maintaining an environment of professionalism, respect, tolerance, civility and acceptance toward all employees, patients and visitors.4. Integrates diversity into departmental objectives, such as hiring, promotions, training, vendor selections, etc.5. Fosters the effective integration of efforts with system-wide initiatives. Participates in performance improvement initiatives and demonstrates the use of quality improvement in daily operations.6. Ensures compliance with regulatory agencies such as Joint Commission, DPH, etc. Develops and maintains procedures necessary to meet regulatory requirements.7. Ensures that department complies with hospital established policies, quality assurance programs, safety, and infection control policies and procedures.8. Develops and maintains established departmental policies, procedures, and objectives.9. Ensures compliance to all health and safety regulations and requirements. II. Position Qualifications: License/Certification/Education: Required1. Bachelor’s degree. Preferred:2. Master’s degree in human resources, business or related field.3. Certified Benefits Professional (CBP) or Certified Compensation Professional (CCP). Experience/Skills: Required:1. Fifteen (15)#J-18808-Ljbffr

# **.***Exemption Status:**Exempt**Schedule Details:**Monday through Friday**Scheduled Hours:**Day Shift, Will Vary**Shift:**1 - Day Shift, 8 Hours (United States of America)**Hours:**40**Cost Center:**99940 - 6160 Human Resources Administration This position may have a signing bonus available a member of the Recruitment Team will confirm eligibility during the interview process.# # **Everyone Is a Caregiver**At UMass Memorial Health, everyone is a caregiver – regardless of their title or responsibilities. Exceptional patient care, academic excellence and leading-edge research make UMass Memorial the premier health system of Central Massachusetts, and a place where we can help you build the career you deserve. We are more than 20,000 employees, working together as one health system in a relentless pursuit of healing for our patients, community and each other. And everyone, in their own unique way, plays an important part, every day. The Vice President of Total Rewards is a critical leader within the Human Resources organization at UMass Memorial Health (UMMH), reporting to the Chief Human Resources Officer (CHRO). This is a newly expanded and highly visible role, responsible for unifying benefits, work life, and compensation into an integrated total rewards strategy and operational plan for a large, complex, and highly unionized healthcare system. The VP of Total Rewards is responsible for compensation (non-physician), benefits (retirement and health and welfare), executive benefits, leave of absence, work life services, and time away from work programs. This leader will be tasked with rethinking current practices and designing caregiver centered and financially responsible solutions that meet the evolving needs of a diverse workforce. Operating under significant financial and labor constraints, the VP will assess current models, embrace innovation, and lead a comprehensive redesign of rewards programs to better support caregiver well-being, organizational performance, and financial sustainability. Success in this role requires not just operational excellence, but innovative thinking, financial fluency, and a deep understanding of what today’s and tomorrow’s healthcare workforce truly values. I. Major Responsibilities:**System-Wide Rewards Strategy:** Architect and lead the transformation of the total rewards strategy—including benefits, work life services, and compensation into an integrated plan. Develop a balanced approach that optimizes both pay and benefit investments to deliver maximum value to caregivers while ensuring financial sustainability. Reimagine how total rewards are structured, delivered, and communicated to reflect evolving workforce expectations and align with UMMH’s strategic goals and fiscal realities.**Caregiver-Centered:** Assess and understand the experience of caregivers across roles and levels, and co-create programs that are relevant, equitable, and allow for greater personalization. Guide the organization from viewing benefits as fixed and already best-in-class to embracing innovation, flexibility, and caregiver-driven choice.**Digital Enablement:** Champion the use of AI and decision support tools designed to help caregivers understand benefit options and associated costs (e.g., AI-powered benefit plan comparisons). Also, enable the HR team with AI solutions to streamline work and reduce manual and repetitive work.**Compensation Program Reinvention (Non-Physician):** Lead a review and benchmarking of non-physician compensation models. Design pay structures, skills-based frameworks for appropriate positions, and incentive plans that reflect performance, equity, and future workforce trends.**Benefits Strategy for Workforce Resilience:** Redesign benefits offerings with a focus on flexibility, personalization, cost-effectiveness, and holistic well-being. Consider emerging trends such as caregiver choice, modular benefits, virtual care integration, and mental health equity—while navigating funding challenges and regulatory compliance.**Wellness:** Build a system of work service offerings that provide traditional and cutting-edge programs—EAP, critical incident support, addressing social determinants of health, burnout detection tools, and financial literacy. Position UMMH as an employer that supports the full life experience of its caregivers.**Operational Excellence** Ensure that benefits and compensation programs and practices are translated into reliable operational execution through Policies, workflows, Workday, standalone applications, the HR Solution Center, and vendor programs and their customer service.**Financial Leadership & ROI Discipline** Bring deep financial acumen to reward strategy. Model multi-year impacts, propose cost reduction and cost avoidance, and deliver programs that balance measurable health outcomes while managing financial trade-offs.**Executive Compensation & Governance:** Oversee executive compensation strategy and design in collaboration with the CHRO and Board Compensation Committee. Ensure governance, competitiveness, and alignment with organizational values and performance metrics.**Leadership:**Act as the Chairperson of the systemwide Benefits Committee and the Health Plan Steering Committee, as well as leader of the benefits and compensation teams.**Stakeholder Alignment & Change Leadership:** Build deep partnerships with Finance, Legal, Labor Relations, HR Business Partners, Labor Relations, and Operations. Lead with influence and credibility across the system to gain buy-in and momentum for change. Deliver clear, empathetic, and strategic communication throughout transformation.**Vendor Partnerships:** Rethink the role of external vendors and consultants—shifting from traditional transactional relationships to partnerships that fuel increased innovation, value, and agile delivery.**Cultural Stewardship:** Use total rewards as a lever to reinforce the organization’s culture. Build trust and transparency by making the "value of employment" visible, understandable, and meaningful to every caregiver. Standard Executive Level Responsibilities: 1. Directs and supervises assigned personnel including performance evaluations, scheduling, orientation, and training. Makes recommendations on employee hires, transfers, promotions, demotions, discipline, terminations, and similar actions.2. Develops and recommends the budgets for the areas managed. Ensures adequate equipment and supplies for department. Manages activities to assure financial goals are met.3. Encourages and supports diverse views and approaches, demonstrates Standards of Respect, and contributes to creating and maintaining an environment of professionalism, respect, tolerance, civility and acceptance toward all employees, patients and visitors.4. Integrates diversity into departmental objectives, such as hiring, promotions, training, vendor selections, etc.5. Fosters the effective integration of efforts with system-wide initiatives. Participates in performance improvement initiatives and demonstrates the use of quality improvement in daily operations.6. Ensures compliance with regulatory agencies such as Joint Commission, DPH, etc. Develops and maintains procedures necessary to meet regulatory requirements.7. Ensures that department complies with hospital established policies, quality assurance programs, safety, and infection control policies and procedures.8. Develops and maintains established departmental policies, procedures, and objectives.9. Ensures compliance to all health and safety regulations and requirements. II. Position Qualifications: License/Certification/Education: Required1. Bachelor’s degree. Preferred:2. Master’s degree in human resources, business or related field.3. Certified Benefits Professional (CBP) or Certified Compensation Professional (CCP). Experience/Skills: Required:1. Fifteen (15)#J-18808-Ljbffr