Ryan
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Vice President Employee Benefits
role at
Ryan .
Benefits
Generous Personal Time Off (PTO) Benefits
14-Weeks of 100% Paid Leave for New Parents (Adoption Included)
Monthly Gym Membership Reimbursement OR Gym Equipment Reimbursement
Benefits Eligibility Effective Day One
401K with Employer Match
Tuition Reimbursement After One Year of Service
Fertility Assistance Program
Four-Week Company-Paid Sabbatical Eligibility After Five Years of Service
Overview The Vice President of Total Rewards defines, develops and implements strategic compensation and benefits initiatives to coincide with the Ryan vision, culture and strategic plans. This hands-on role leads a team that provides expertise and communication in all areas relating to compensation, benefits, and wellness/ wellbeing programs and systems. Reporting to the Chief People Officer, the Vice President of Total Rewards will provide leadership and expertise in all areas of compensation and benefits including executive compensation and legal compliance. Most importantly, the Vice President of Total Rewards will lead the design and implementation of all benefits and compensation practices and implement the Total Rewards programs for the Ryan business.
The ideal candidate will have exceptional analysis and communication skills, as well as effective management skills. The successful candidate will capably partner and consult with senior management and have experience working with a Compensation Committee of the Board of Directors on the total rewards strategy; research and evaluate new compensation and benefits trends; ensure compliance with applicable law, government regulations and internal controls; and engage resources and market expertise on projects, business plan objectives, and corporate initiatives.
Responsibilities
People:
Craft a total rewards strategy to drive the performance of the business, considering competitive positioning and ROI. Align rewards strategy to the needs of our Team member and the culture of the organization.
Maintain/refine a relevant employee benefits strategy for the company. Bring thought leadership to defining the employee benefits proposition for the future, addressing what Ryan should provide team members considering competitive standards, costs, and liability and team member interests.
Client:
Assess and refine executive short & long-term incentive plans to properly balance individual performance achievement and ownership with both corporate business goals and the future governance interests of the Executive Comp Committee and shareholder.
Value:
Strike the right balance between incenting peak performance across the company and aligning total compensation strategy to the corporation’s business goals and governance interests.
Analyze and assess market data, incorporating industry trends and best practices into compensation/benefits total rewards strategy.
Strategize new and better channels for communicating and marketing Total Rewards and wellness/wellbeing initiatives and programs.
Education and Experience
Bachelor's degree in Human Resource or business required; advanced degree preferred
10+ years HR, compensation and benefits leadership experience
CCP certification is required
High proficiency and knowledge set in Executive Compensation. Depth of experience working with compensation consultants in developing and presenting materials to a Compensation Committee of the Board of Directors
Proven track record in designing and implementing total rewards strategy in best-practices organizations
Proven ability to lead and manage people in a diverse and changing work environment
Significant experience geographically dispersed environment
High degree of business acumen
Technologically savvy.
Additional Skills
Ability to analyze business needs and craft practices to support them
Excellent communication skills; ability to work with all levels
Strong team orientation and collaborative style…position requires an inclusive approach to engaging stakeholders across the corporation in ways that lead to good business decisions
Pragmatic, quick thinking and action oriented
Poised & confident… capable of influencing consensus in a result driven culture
Outstanding listening and communication skills with an affinity for engaging people and building relationships
Embraces change…highly adaptable to changing business conditions and priorities
Provides a customer service mindset.
Computer Skills To perform this job successfully, an individual must be proficient in Microsoft Word, Excel, Access, PowerPoint, Outlook, and Internet navigation and research. Must demonstrate technical proficiency with HR ERP systems (ideally Workday), including HRMS, ATS, Performance Management, and Compensation Management tools.
Certificates and Licenses This position requires a Certified Compensation Professional (CCP). Human Resources (SPHR or PHR) certification is a plus. Valid driver’s license required.
Supervisory Responsibilities
This position is responsible for leading a group of approximately ten HR professionals.
Long periods of sitting while working at computer.
Occasional long periods of standing.
Position requires regular interaction with employees and vendors both in person and via e-mail and telephone.
Independent travel requirement: 10 to 30%.
Equal Opportunity Employer Equal Opportunity Employer: disability/veteran
Seniority level
Executive
Employment type
Full-time
Job function
Human Resources and Management
Industries
Financial Services and Business Consulting and Services
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Vice President Employee Benefits
role at
Ryan .
Benefits
Generous Personal Time Off (PTO) Benefits
14-Weeks of 100% Paid Leave for New Parents (Adoption Included)
Monthly Gym Membership Reimbursement OR Gym Equipment Reimbursement
Benefits Eligibility Effective Day One
401K with Employer Match
Tuition Reimbursement After One Year of Service
Fertility Assistance Program
Four-Week Company-Paid Sabbatical Eligibility After Five Years of Service
Overview The Vice President of Total Rewards defines, develops and implements strategic compensation and benefits initiatives to coincide with the Ryan vision, culture and strategic plans. This hands-on role leads a team that provides expertise and communication in all areas relating to compensation, benefits, and wellness/ wellbeing programs and systems. Reporting to the Chief People Officer, the Vice President of Total Rewards will provide leadership and expertise in all areas of compensation and benefits including executive compensation and legal compliance. Most importantly, the Vice President of Total Rewards will lead the design and implementation of all benefits and compensation practices and implement the Total Rewards programs for the Ryan business.
The ideal candidate will have exceptional analysis and communication skills, as well as effective management skills. The successful candidate will capably partner and consult with senior management and have experience working with a Compensation Committee of the Board of Directors on the total rewards strategy; research and evaluate new compensation and benefits trends; ensure compliance with applicable law, government regulations and internal controls; and engage resources and market expertise on projects, business plan objectives, and corporate initiatives.
Responsibilities
People:
Craft a total rewards strategy to drive the performance of the business, considering competitive positioning and ROI. Align rewards strategy to the needs of our Team member and the culture of the organization.
Maintain/refine a relevant employee benefits strategy for the company. Bring thought leadership to defining the employee benefits proposition for the future, addressing what Ryan should provide team members considering competitive standards, costs, and liability and team member interests.
Client:
Assess and refine executive short & long-term incentive plans to properly balance individual performance achievement and ownership with both corporate business goals and the future governance interests of the Executive Comp Committee and shareholder.
Value:
Strike the right balance between incenting peak performance across the company and aligning total compensation strategy to the corporation’s business goals and governance interests.
Analyze and assess market data, incorporating industry trends and best practices into compensation/benefits total rewards strategy.
Strategize new and better channels for communicating and marketing Total Rewards and wellness/wellbeing initiatives and programs.
Education and Experience
Bachelor's degree in Human Resource or business required; advanced degree preferred
10+ years HR, compensation and benefits leadership experience
CCP certification is required
High proficiency and knowledge set in Executive Compensation. Depth of experience working with compensation consultants in developing and presenting materials to a Compensation Committee of the Board of Directors
Proven track record in designing and implementing total rewards strategy in best-practices organizations
Proven ability to lead and manage people in a diverse and changing work environment
Significant experience geographically dispersed environment
High degree of business acumen
Technologically savvy.
Additional Skills
Ability to analyze business needs and craft practices to support them
Excellent communication skills; ability to work with all levels
Strong team orientation and collaborative style…position requires an inclusive approach to engaging stakeholders across the corporation in ways that lead to good business decisions
Pragmatic, quick thinking and action oriented
Poised & confident… capable of influencing consensus in a result driven culture
Outstanding listening and communication skills with an affinity for engaging people and building relationships
Embraces change…highly adaptable to changing business conditions and priorities
Provides a customer service mindset.
Computer Skills To perform this job successfully, an individual must be proficient in Microsoft Word, Excel, Access, PowerPoint, Outlook, and Internet navigation and research. Must demonstrate technical proficiency with HR ERP systems (ideally Workday), including HRMS, ATS, Performance Management, and Compensation Management tools.
Certificates and Licenses This position requires a Certified Compensation Professional (CCP). Human Resources (SPHR or PHR) certification is a plus. Valid driver’s license required.
Supervisory Responsibilities
This position is responsible for leading a group of approximately ten HR professionals.
Long periods of sitting while working at computer.
Occasional long periods of standing.
Position requires regular interaction with employees and vendors both in person and via e-mail and telephone.
Independent travel requirement: 10 to 30%.
Equal Opportunity Employer Equal Opportunity Employer: disability/veteran
Seniority level
Executive
Employment type
Full-time
Job function
Human Resources and Management
Industries
Financial Services and Business Consulting and Services
#J-18808-Ljbffr