To hire, inspire, and retire top talent at CafePress.
The Total Rewards Manager (Compensation and Benefits Manager) plans, develops, and administers all compensation and benefit programs to be competitive, sustainable, scalable, and make a positive impact on the short- and long-term performance of the company. This position is also responsible for ensuring company compensation and benefit programs are consistently administered in compliance with company policies and government regulations through audits, reports, and personal contact.
Whom You Are:
Compensation and Benefits Guru – you have in-depth experience with compensation and benefits programs; you know how to find your way through a Summary Plan Description with your eyes closed; you can calculate compensation changes in your head (ok, not really, but almost); and you can help prepare Board documents for the Compensation Committee
Master of All Things Excel – you can create some wicked amazing formulas across multiple spreadsheets to quickly and accurately calculate salaries, bonus payouts, COBRA amounts, merit increases, Paid Time Off accruals, etc.
Compliance Officer – you are not formally a compliance officer but you can play one in this role by ensuring compliance, auditing, and proper filings with federal/state requirements
People Person – you genuinely love coaching people on how to get the most out of their benefit plans; you can tolerate being asked the same question multiple times a day by different people; most of all, you are willing to carve out time every day to talk in-person with Pressers about their benefits
Strategic Business Partner – you are energized by partnering cross-functionally to co-create total rewards solutions that care for the company and for our Pressers
Tactical Executer – you get stuff done with minimal input; you are not afraid to get roll up your sleeves and get it done accurately and on-time
Whom You are Not:
Behind-the-Scenes Supporter – one that prefers to work behind the scenes and hand-off information to Talent Business Partners to roll out
Complacent – one that has done “HR” for years and doesn’t stay up on the latest trends
Indecisive – one that always needs permission before making recommendations or decisions
Outcome / Responsibilities:
- Provides compensation solutions through the design of competitive and cost-effective compensation programs.
- Manages the annual compensation planning processes, including base pay market pricing, bonus, and merit administration.
- Performs regular job analysis and FLSA exemption testing to provide appropriate leveling, administer internal job code structure, consolidate and maintain consistency of common job titling and job descriptions, and ensure compliance with all federal and state regulations.
- Assists VP of Talent in preparing Board documents related to the Compensation Committee.
- Researches, develops, and implements total reward programs to hire and inspire top talent.
- Cares for daily benefits administration responsibilities with strategic evaluation of existing and new programs that align with the company’s Total Rewards Philosophy.
- Prepares and communicates information to employees and former employees about benefit programs, procedures, changes, and government-mandated disclosures.
- Manages FMLA, Short Term Disability, salary continuation, and personal leave programs in compliance with all statutory regulations and company policies.
- Administers and maintains an effective wellness strategy.
- Promotes benefits, wellness, and perks usage through regular events and communications.
- Regularly reviews and proposes benefits plans that are innovative, cost-responsible, and meaningful to employees.
- Works closely with brokers to benchmark and identify industry and market trends and provide locally competitive benefits programs.
- Partners with the Finance and broker partners to reconcile benefit billing and ensure accurate and timely payment of vendors and carriers.
- Tracks benefits spend, analyzes trends, and ensures proper inputs for annual budgeting process.
- Manages third-party vendor relationships to ensure efficient and effective administration of all benefit plans. Continually evaluates internal and external administrative processes.
- Drives open enrollment, which includes drafting communication and enrollment materials, preparing for and conducting benefits conference calls, revising benefit summaries, and benefit orientation documents; ensures distribution and receipt of documents and process changes with vendors.
- Maintains a working knowledge of legislation that may affect compensation, benefits and payroll policies/practices, including the Employee Retirement Income Security act (ERISA), FLSA, FMLA, ADA, COBRA and other applicable Department of Labor (DOL) and/or Tax laws and regulations; fulfills compliance and reporting requirements.
- Responsible for the on-going SOX compliance and maintenance of compensation and headcount records, logs, checklist, process and procedures; ensures successful passing of SOX audits each year.
- Ensures compliance, auditing and proper filings with federal/state requirements as needed, in conjunction with broker partners.
- Makes recommendations and regularly evaluates all third-party vendor and service providers to ensure programs are managed by high-quality and financially-sound organizations.
Performs other responsibilities and duties as assigned.
Education and Experience:
- Bachelor’s degree required, preferably in Business, Human Resource Management, or similar discipline
- At least 7+ years of experience in Benefits and Compensation Administration
- Professional certifications preferred (e.g., CBP, CCP, CEBS, SPHR, SHRM-SCP)
- Experience with Radford and ADP Workforce Now preferred
Skills, Knowledge and Abilities:
- Experience in leveraging total rewards initiatives to support the overall business goals
- Demonstrated expertise in the design, funding, compliance, administration, and communication of employee benefits (health and welfare, 401(k), etc.) and compensation programs
- Ability to blend compensation philosophy, world-class compensation methods/programs, and business realities
- Demonstrated knowledge of current market trends and leading compensation practices to attract and retain top talent
- Experience in salary administration – responsible for managing annual salaried merit program, non-union hourly wage programs, competitive market analysis, compression/internal equity analysis, and off-cycle market adjustments
- Experience in variable incentive plans
- Effectively Partner with Talent (HR) team to ensure effective launches of Total Rewards solutions
- Strong knowledge of process development and documentation
- Knowledge of legislation governing benefit plans (ACA, ERISA, COBRA, HIPAA, etc.)
- Experience owning and managing vendor/broker relationships
- Advanced Excel skills (i.e. pivot tables, V-lookup, formulas, etc.); proficient at Access, Word, and PowerPoint
- Experience creating and driving a thriving wellness program
- Ability to make sound judgment calls with an ability to balance the needs of the company and employees
- Strategic mindset with ability and willingness to be hands-on through the development and implementation of new processes, technologies, and policies
- Superior written and oral communication skills with the ability to effectively communicate complex issues and solutions to all levels of the organization
- Superior analytical skills and understanding of human resources best practices and financial issues
- A high level of accuracy, attention to detail, ability to meet deadlines, and proven ability to handle confidential information
- Demonstrated ability to think critically, analyze, listen, clarify, solve problems and work independently critical
- Strong organizational and project management skills with the ability to manage multiple projects simultaneously
- Love for fast-paced environments where you can embrace ambiguity and get the right things done
- Strong work ethic and a drive to execute under pressure and by established deadlines
- Experience working closely with HRIS/payroll to know the required recordkeeping, legislative, and tax implications of rewards programs; knowledge of HRIS and payroll systems.
This position has no supervisory responsibilities.Work Environment:
This job operates in a clerical office setting. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets, and fax machines.