Vice President, Total Rewards & HR Operations
Posted on Jan 16, 2019 by CoreSource
At The Trustmark Companies we help people thrive. We provide products and personalized attention that engage and inspire people to maximize their health potential. We offer employee benefits customized to fit each unique business need or life circumstance. It all revolves around our belief that better health and greater financial security increase overall well-being. And with well-being comes peace of mind. Peace of mind to focus on work and family and everything else that's important in life. Peace of mind to thrive.. We are currently seeking an experienced leader and hands-on practitioner for a newly created position designed to create and oversee the organization's total rewards strategy, HRIS / process digitization and HR operations. The role directs the strategy, design, development and implementation of all compensation, benefits, HRIS policies, analytics and reporting programs, and systems geared to improve talent attraction, engagement, performance and retention. This role ensures that these programs and processes are scalable, sustainable, and have an impact on the long and short-term performance of the entire organization. Key to success is driving continuous improvement within the HR function, drawing on external best practices. Reporting to the Chief Human Resources Officer, the VP will be a key member of the HR leadership team and work closely with members of the executive leadership team, including the CEO, CFO and GC. With 3 direct reports and up to 9 indirect reports, people leadership and development is an important focus for this role.. The ideal candidate is passionate about collaboratively solving complex problems, increasing the wellbeing of Trustmark's associates, increasing the economic and perceived value of rewards programs, leading a high performing team, and advancing HR's use of analytics and digitization that improves managers' and associates' performance and employment experience.. Responsibilities:. Business Needs & Relationships. Develop collaborative relationships with HR colleagues and senior leaders across the company and gain a thorough understanding of business strategies, talent needs, associate population, and culture to develop the total rewards programs, HR systems, and associate and manager experience.. Partner with HR peers to ensure alignment between total reward and HR digitization priorities and other talent priorities.. Design and implement a total rewards strategy, including manager and associate communications, that increases associate awareness, engagement and perception of value, leading to improved engagement and retention.. Compensation. Design, develop, implement and maintain competitive and cost-effective cash compensation plans (base salary structure, merit planning, annual incentive plan, and long-term cash-based incentive plan).. Partner with CHRO to support the Compensation Committee of the Board of Directors. Recommend executive compensation changes that reinforce the company's strategic objectives. Prepare materials for the Committee meetings.. Work with the independent executive compensation consultant for the Compensation Committee, along with the CEO and CHRO, to routinely evaluate the competitive market for senior positions, outside Director Compensation, and other analysis requested by the Committee.. Provide oversight for other incentive programs, including sales, to ensure they are meeting the desired business objectives, being administered effectively, and leveraging best practices.. Provide expert advice senior leaders and HR colleagues on rewards that increase employee retention.. Oversee the company's benefits programs including health and welfare programs, ensuring they continue to be market competitive and cost effective.. Partner with Trustmark businesses (CoreSource, Trustmark Voluntary Benefits, HealthFitness) to best leverage the employee benefits sold by Trustmark as part of the benefits offering for Trustmark associates.. Support the Benefits Committee in their fiduciary and non-fiduciary responsibilities, including benefits strategies and competitive analysis.. HR Operations. Drive an HR digitization roadmap including increased and expanded use of Workday and improved data analytics.. Optimize HR systems, primarily Workday, to improve associate and manager experience.. Leverage Workday and other talent data sources, provide analytical tools and customized reports to assist with decisions regarding workforce planning, talent development and associate engagement and culture design.. Develop and evaluate measurements and metrics to gauge effectiveness of the processes and systems.. Team and HR Leadership. Lead a high performing team of up to 12 compensation, benefits and HRIS specialists. Provide guidance, coaching and feedback to increase performance and development of the team and direct reports.. Reinforce a culture of accountability that ensures delivery of timely, customized, quality services.. Recommend team structure and budget requirements.. Serve as a key member of the HR Leadership Team, which is responsible for establishing HR, and talent strategy that supports current and future business needs, and effectively leading the HR organization.. Manage a budget of over $3M.. Qualifications:. Bachelor's degree in Human Resources, Business, Information Technology, or related field required; advanced degree preferred. At least twelve years of diverse compensation, benefits and HRIS experience; at least 5 years' experience leading HR professionals required. Experience designing incentive plans a must; sales incentive design experience a plus. Workday experience a plus. Skills/Competencies:. Strategic Thinking - the ability to formulate a practical strategy given complex and varying business needs and perspectives, constrained resources and necessity to demonstrate value. Analytical Thinking - extremely strong analysis skills, ability to make convincing, data-driven decisions; advanced Excel required.. Collaboration - makes decisions and operate both collaboratively and independently with respect to complex issues and business requirements with a high degree of exposure. Communication - strong written and oral communication skills for audiences ranging from Board of Directors to front-line associates. People Leadership - effective and proven leadership capabilities including developing and mentoring staff. Hands-On - A willingness to roll up his/her sleeves and contribute to work products as needed. Executive Presence - A history of successful interaction and influence with all levels of stakeholders, including the CEO, CFO, and General Counsel. Confidentiality & Integrity - high level of discretion with confidential material. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex, age, or disability.. Glassdoor has millions of jobs plus salary information, company reviews, and interview questions from people on the inside making it easy to find a job that's right for you.