As a member of the Talent and Human Resources (THR) leadership team, the Director of Compensation, Benefits and HRIS is responsible for leading and implementing talent infrastructure and technology solutions to align with talent strategy. Design, implement, and manage the foundation’s total rewards value proposition, including but not limited to compensation strategies, employee and retiree benefits plans, employment policies, insurance programs, and wellness initiatives. Lead the design and implementation of HRIS platforms in support of THR functions. Partner across the foundation to build a talent infrastructure that is technology-enabled, data-informed by embedding predictive analytics, AI tools, and real-time dashboards into compensation and benefits strategy, while streamlining HR operations for greater transparency, scalability, and user experience. Through the lens of our DNA, partner with leadership to set priorities, innovate and leverage best-in-class, future-ready talent practices that are aligned with the desired culture in order to deliver on WKKF’s strategic plan and organizational ends.
Position Description
A director at the foundation generally has the following responsibilities:
- Model and drive leadership, capacity building, accountability, care and concern, strategic thinking and business acumen within respective team(s) and across the foundation.
- Model organizational vision, strategy, values, purpose and culture, both inside and outside the organization.
- Drive results through successful accomplishment of organizational ends and avoidance of executive limitations.
- Empower, coach and develop people, modeling agile practices and demonstrating WKKF’s commitment to racial equity, community engagement and leadership.
- Engage WKKF staff and external constituents, delivering timely, consistent, aligned, authentic communications at all levels.
- Deliver industry insights and promote a culture of continuous learning and improvement within assigned area(s) of expertise.
- Deliver high performance through data driven decision making, problem solving, and results focus.
- Serve as an active member of the Steering Committee.
Lead a high performing team:
- Provide clear and consistent communications on roles, responsibilities, and expectations.
- Concentrate on team effectiveness and provide timely performance feedback and coaching in a manner that engenders dedication, alignment and commitment to performance excellence and strong customer service.
- Ensure cross-functional training across the team to prepare for future needs.
- Plan proactively for staffing requirements and workforce evolution.
- Collaborate with talent and human resources team to attract, retain, develop, and grow diverse talent.
Specifically, the director of compensation, benefits and HRIS is responsible for the following:
Lead the design, development and implementation of compensation structure, models, and strategies that are consistent with WKKF’s core values and organizational priorities and support WKKF’s career framework and succession planning strategies:
- Conduct compensation analyses, market benchmarking, data modeling, and cost analyses.
- Leverage AI tools and analytics dashboards to generate predictive insights that support equitable compensation planning and strategic workforce forecasting.
- Partner with talent acquisition team to provide salary recommendations on new positions, promotions, transfers and other job or organizational changes in line with WKKF’s compensation philosophy.
- Establish WKKF’s salary structure and maintain within the HRIS platform, along with workforce data.
- Provide leadership over salary budget and annual planning strategies.
- Guide the creation and maintenance of job descriptions per consistent standards, conduct FLSA studies, and evaluate jobs to ensure equitable leveling within WKKF’s career framework and salary structure.
Lead the design, development and administration of benefit programs that are consistent with WKKF’s core values and organizational priorities:
- Serve as an expert resource to the organization for all employee and retiree benefits programs, including health and welfare benefits, defined benefit and defined contribution retirement plans, ancillary, wellness, and executive benefits.
- Guide, support, and communicate employee programs and policies that support a hybrid work model allowing staff to work flexible work schedules and from alternate work locations.
- Manage employee benefit program enrollments, terminations, and recordkeeping.
- Act as a liaison with internal legal and finance teams and external vendors to ensure legal compliance and administration of employee benefit plans, including overseeing plan design, contracts, coverage, audits, and renewals.
- Communicate employee benefits policies, plans, and procedures to employees and vendors.
- Manage creation and amendment of legal plan documents and summary plan descriptions ensuring accurate documentation of plan provisions and compliance to regulations.
- Oversee leave of absence administration and claims process including but not limited to FMLA, CPFL, STD, LTD, ADA, FFCRA, and CARES Act.
- Ensure compliance with all legal and disclosure requirements such as COBRA, HIPAA, IRS (Section 125) Programs, ERISA, FLSA, and prepare and file regulatory reports.
- Lead the design, development, and strategic application of HRIS and talent management systems to integrate business processes across various data sources.
- In partnership with Technology and Integrated Experience (TIE) core team, design, implement, and manage the HRIS to capture workforce data, job and salary structure, time off and leave reporting, payroll and total rewards components.
- Ensure that the HRIS is configured with scalable reporting and dashboard capabilities to support real-time workforce analytics, EEO filings, 5500 filings, and other THR metrics and dashboards.
- Guide creation and implementation of talent modules that support business processes including recruitment, onboarding, employee talent profiles, goals and performance management, compensation and benefits; ensure seamless and efficient data integration between talent management systems and the core HRIS.
- Lead the strategic application of people analytics by embedding predictive analytics, AI tools, and real-time dashboards into compensation and benefits strategy; Partner with THR and business leaders to deliver data-informed insights that improve workforce planning, pay equity, and employee experience, while enhancing transparency, scalability, and decision-making across the talent lifecycle.
- Champion the use of digital tools and automation to reduce manual work, make data more transparent, and improve both efficiency and self-service for staff.
- Promote the cooperation across compensation, benefits, and HRIS by simplifying workflows and encouraging shared ownership; identify opportunities to centralize or align efforts to reduce duplication and make the work more scalable.
- Actively support long-term workforce planning by turning internal data and external trends into actionable insights; enable leaders to anticipate talent needs and prepare for future talent needs with the help of data-driven workforce analytics.
Drive a technology-enabled, insight-driven team environment:
- Establish a culture of continuous learning and improvement across the team to include exposure to and application of systems thinking and digital literacy across the team.
- Identify opportunities for and implement process improvements, streamlining, and efficiencies in talent strategies across talent and human resources through the use of AI, workforce analytics, and emerging HR technologies.
- Knowledge of laws and regulations as they apply to employee benefits, base compensation and incentive compensation programs, company policies, and operations.
- Ability to lead, engage and develop a diverse team.
- Holistic thinker who understands how to build and cultivate strategic relationships both within and outside of the organization to accomplish strategic talent management and development.
- Entrepreneurial spirit and the ability to translate concept into action; a demonstrated orientation to be innovative and agile.
- Understanding and deep commitment to equity, diversity, inclusion, and impact. Strong relationship building and communication skills with the ability to have authentic dialogue around sensitive issues; highly developed emotional intelligence and active listening skills, and the ability to use interpersonal and political skills in collaborative, diplomatic ways.
- Comfort with emerging technologies, AI-enabled tools and use of real-time data to inform decisions.
- Strong project and change management skills in support of system upgrades or digital transformation.
- Bachelor’s degree in a field relevant to assigned area plus a minimum of eight years related work experience in field relevant to assigned responsibilities, with strong networks and contacts and a minimum of five years of leadership experience required. Advanced degree preferred.
- Fluency in English required; Spanish proficiency also highly desirable.
- SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) and certified compensation professional credentials preferred.
- Foundation or nonprofit experience preferred.
- Experience leading data-driven compensation or benefits initiatives, including use of analytics, HR dashboards, and workforce planning platforms.
- Demonstrated ability to manage technology-enabled processes and partner on the implementation of enterprise HRIS or digital tools (e.g. SAP Success Factors or equivalent).
Strong alignment with WKKF’s values and DNA
- Intercultural competence
- Openness / self-awareness
- Ego-management
- Systems thinker
- Brings people together
- Change competence
- Digitally fluent and adaptable
- Listens well
- Empowers leadership
- Trust builder
- Shares accountability and responsibility
- Results-oriented
- Curious, analytical, and continuous learner
We are committed to supporting the well-being of staff, their spouses, domestic partners and children through comprehensive and affordable health care plans. Our life insurance, disability and long-term care programs provide financial security when your work life may be disrupted. We also provide generous funding into flexible spending and health savings accounts (FSAs and HSAs) as well as 401k retirement accounts.
How to Apply
We are partnering withKoya to assist with this search.Please submit all nominations, inquiries, and/or application materials,including a letter of application, resume, and a list of references in confidence to Koya using the Apply button below.
The W.K. Kellogg Foundation is an Equal Opportunity Employer.
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