2,380 Compensation And Benefits jobs in the United States

The Compensation & Benefits Coordinator reports to the Compensation & Benefits Manager. The individual in this position assists in the development and implementation of compensation and benefit plans that support the College's ability to attract, reward, and retain staff. Exercises independent judgment based on an in-depth knowledge of College policies and procedures, Union contracts, and State/Federal Laws including but not limited to: FLSA, FMLA, ADA, Workers' Compensation, HIPAA and Title VII. Requires interactions with benefits broker and carriers, the medical community, legal counsel and other internal departments. This individual also directly responds to employee, management and HR inquiries, providing customer service that builds commitment and integrity focused on improvement of the internal customer experience.

Project and Process Management 40%

1) Prepares and processes benefit information for new hires and terminated or retired employees, which may include, medical, dental, vision, life insurance, long-term disability, flexible spending accounts, health savings accounts, COBRA and retirement programs.

2) Processes insurance invoices and performs periodic audits.

3) Collects data and coordinates salary and benefits survey submissions. Provides input and feedback that enhances the delivery of existing benefits programs including research on best practices.

4) Assists with new hire enrollment into the State University Retirement system (SURS) and assist with processing requests for retirement, prior service, and separation refunds.

5) Manages and processes payments to retirees for medical reimbursements.

6) Coordinates educational benefits including tuition waiver, tuition reimbursement and career development programs.

7) Coordinates and processes all full-time faculty salary changes based on educational milestones outlined in the collective bargaining agreement.

8) Provides support and backup for other benefits-related administration. Leads and/or assists with special projects as requested such as Open Enrollment, Flu Shots, audits, etc.

Student & Customer Service 30%

1) Answers questions and supports employees enrolling in or changing benefit plans through in-person and virtual meetings, by phone or written communication.

2) Provides detailed information, guidance and support to employees on standard benefit issues involving the interpretation and application of benefit policies, guidelines, and procedures.

3) Establishes and maintains accurate electronic personnel records for pay and benefits documents, actions and related records.

4) Assists with Human Resources office reception as needed.

Technology Support 20%

1) Serves as HR Benefits Partner in Workday. Responds to employee inquiries and troubleshoots issues related to compensation and benefit requests. Provides accurate and timely oversight of data integration files sent to vendor systems. Works with HR Business Analyst on testing and other process improvements.

Other 10%

1) Participates on strategic and/or functional cross-departmental teams, committees and councils in collaboration with the Compensation and Benefits Manager.

2) Participates in professional associations/organizations and educational activities that enhance Human Resources competencies, knowledge, business and interpersonal skills. Remain knowledgeable of current state and federal laws, regulations, and trends in the field of Human Resources.

3) Performs any and all other duties assigned that support the mission, vision, values and strategic initiatives of College of Lake County and goals of the human resources department.

Required Qualifications

1. Bachelor's Degree in Human Resources, Business Management or related field and a minimum of two (2) years of experience in benefits or leave administration including Family and Medical leave/disability management; OR Associates Degree and a minimum of four (4) or more years of progressively responsible experience in HR benefits or leave administration to include Family and Medical Leave/disability leave management.

2. Applied knowledge of various federal and state leave regulations including FMLA, WC, USERRA and ADA.

3. Strong communication and interpersonal skills. Requires the ability to provide excellent customer service with demonstrated compassion and kindness.

4. Demonstrated ability to prioritize while handling multiple tasks, ability to exercise judgment, handle confidential information and function with minimal supervision.

5. Proficient in Microsoft Office (Outlook, Excel, Word, PowerPoint) with Intermediate/Advanced Excel/spreadsheet skills. Solid Internet research skills.

6. Proficiency using an HRIS system in benefits and leave administration, preferably experience using Workday.

7. Demonstrated excellent quantitative and analytical skills, organizational abilities, and attention to detail.

8. Reflect a positive and professional demeanor.

Proven ability to work effectively and constructively with persons of diverse cultures, language groups, and abilities; demonstrate sensitivity to and ability to work with the diverse academic, socioeconomic, cultural and ethnic backgrounds of community college students, faculty, and staff, including those with disabilities; establish and maintain effective working relationships with those contacted in the course of work.

Desired Qualification

1. Applied knowledge of various federal and state regulations related to benefits such as the Health Insurance Portability and Accountability Act (HIPAA), Affordable Care Act (ACA) and the Consolidated Omnibus Budget Reconciliation Act (COBRA).

2. PHR and/or SHRM-CP

3. Higher education experience ideally in a community college setting

4. Bilingual Spanish

5. Benefits Administration in a unionized work environment

Salary: $52,878

Work Schedule: Exempt position with core hours are 8:00 a.m. - 4:30 p.m. Hours may vary depending on the needs of the college.

EEO Statement

College of Lake County is an Equal Opportunity Employer with a policy of non-discrimination. Qualified applicants are considered without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age (40 or older), disability and genetic information (including family medical history).

This position provides leadership in Human Resources practices for Compensation, Benefits & HRIS throughout Gruma Corporation (Mission Foods and Azteca Milling). Responsible for directing the planning, design, implementation, maintenance, regulatory compliance, communication, and administration of all corporate-wide compensation and benefit programs consistent with the organization’s business strategy. Ensure Human Resources Information Systems meet the needs for Human Resources personnel, managers and other internal and external customers. Serve as liaison with Gruma SA Mexico in all issues related with Compensation, Benefits & HRIS. Compensation Develop company compensation policies and practices comparable to those of other companies in similar industries and/or geographic areas. Oversee job evaluation/grading systems in the forms of market-pricing, job slotting, and Hay point factor system, including job analysis. Develop, review and approve off-cycle salary increases and advise management on compensation actions for employees. Establish and maintain the salaried exempt and salaried non-exempt salary structures and salary budgets through market-pricing the benchmark jobs. Direct the annual hourly general wage increase program timely. Administer Non-Qualified Deferred Compensation Program (NQD). Administer Quarterly Bonus Program. Determine Fair Labor Standards Act (exempt vs. non-exempt) status of jobs. Participate in and analyze salary surveys. Benefits Negotiate benefits coverage services and costs with carriers, third-party administrators and other vendors. Monitor and evaluate the company's benefits programs, including insurance programs, retirement programs, time off and vacation policies. Direct the development and implementation of new benefit policies and procedures; supervise the preparation and communication of information to current and COBRA eligibles about benefit programs, procedures, changes, and government-mandated disclosures. Chair the 401(k) Committee ensuring fiduciary responsibility and plan compliance with ERISA and tax laws. Review investment funds quarterly to ensure a balance between competitive fees and returns on investment. Serve as official HIPAA Compliance Officer. Review, edit and file Plan 5500’s (Health/Welfare and 401(k)) with the federal government on an annual basis. HRIS Direct the maintenance of data input into the HRIS and ensure there are training materials for site HR to use in maintaining accurate data. HR Programs Coordinate Unemployment Compensation with TPA ensuring that site HR responds to unemployment claims. Coordinate Tax Credits Program. Serve as Affirmative Action Officer for Mission Foods. Review Relocation Policy and administer the terms and conditions. Establish operational objectives, work plans, timelines and delegate assignments to subordinates. Work with accounting, legal, and tax departments to ensure accurate financial reporting and compliance with tax laws. Keep up to date on federal, state and in some cases local legislation influencing compensation, benefits and data storage. EDUCATION & EXPERIENCE Bachelor’s degree in business, Information Technology, Human Resources, or related field with at least 10 years of Compensation and Benefits and 7+ years at a management level. Master’s degree preferred. Any equivalent combination of related education and/or experience may be considered for the above. Strong project management, customer service, interpersonal, and communications skills are required. Analytical and problem-solving skills are essential. Prior experience in a lead role in implementing Human Resource Information Systems. Experience in managing a diverse team of employee and external consultant resources. Experience with project management and vendor management. Implementation of enterprise-wide systems. Strong project management knowledge and experience. Strategic thinking with strong abilities in relationship management, business process analysis, design and documentation. Functional and/or in-depth knowledge of HR and HR legislation is required. Knowledge of Workflow process. Excellent communication skills. Bilingual English and Spanish required Gruma Corporation and its affiliates, including but not limited to Azteca Milling, L.P., are committed to a policy of Equal Employment Opportunity and will not discriminate against an applicant or employee on the basis of race, color, religion, creed, national origin, ancestry, sex, gender, age, physical or mental disability, veteran or military status, genetic information, sexual orientation, gender identity, gender expression, marital status, or any other legally recognized protected basis under federal, state, or local law. The information collected by this application is solely for the purposes of determining suitability for employment, verifying your identity, and maintaining employment statistics on applicants. Applicants with disabilities may be entitled to reasonable accommodation under the Americans with Disabilities Act as well as state and local laws. A reasonable accommodation is a change in the way things are normally done which will ensure an equal employment opportunity without imposing undue hardship on Gruma. Please inform the company's personnel representative if you need assistance completing any forms or otherwise participate in the application process. #J-18808-Ljbffr

Compensation & Benefits Manager page is loaded Compensation & Benefits Manager Apply remote type Onsite locations US-California-Palo Alto time type Full time posted on Posted 3 Days Ago job requisition id R104609 Business Unit What the Role Entails Roles & Responsibilities: Review of compensation policies for the Americas region including North America, South America while running discussion points with HQ to align and localize standards. Design regional salary plan/standard/system regarding salary range, equity incentive plan, graduate/intern salary plan, etc., and lead internal communications and change management. Participate in external benchmarking exercises to ensure our compensation principles are relevant and competitive in the market. Provide custodianship on overseas compensation laws and compliance requirements, market practices, and other regional information to HQ. Serve as an expert on compensation-related matters and act as the point of contact for queries in the region. Partner with country HR and legal teams to stay updated on legislative changes to ensure compliance between Tencent’s offerings and local regulations. Who We Look For Requirements: Bachelor's degree in Human Resource Administration, Business Administration, or related fields; C&B accreditations such as GRP, CECP, CSCP, CBP, or other related certifications; Self-driven, conscientious, adaptable, and quick learner. Ability to work in a highly complex matrixed organization and in a start-up environment. Previous experience in the Gaming, Tech & Startup sector is highly desirable. Ability to communicate bilingually (English / Mandarin) to collaborate with international stakeholders and China HQ teammates is a plus. Location State(s): US-California-Palo Alto The base pay range for this position in the above state(s) is $ to $ per year. Actual pay depends on market location and may vary based on job-related knowledge, skills, and experience. A sign-on payment, relocation package, and restricted stock units may be provided, along with other benefits, depending on the specific position. Equal Employment Opportunity at Tencent As an equal opportunity employer, we believe diverse voices fuel our innovation and better serve our community. We foster an environment where every employee feels supported and inspired to achieve individual and shared goals. #J-18808-Ljbffr

The Director / Compensation & Benefits is responsible for the design, development and execution of a comprehensive total rewards strategy for the organization that aligns competitive and differentiated employee rewards with the achievement of results that advance business strategies and goals. Structures the Total Rewards Strategy to enable the Company to attract, engage and retain high performing, high potential talent that sustains business operations and supports future growth. This role is accountable for directing all aspects of employee Compensation and Benefits programs for all employee groups. POSITION DIMENSIONS Reporting directly to this position are up to four exempt employees. This incumbent must be able to influence senior management and department heads of units outside of Human Resources. This incumbent frequently exchanges information with outside consultants and occasionally with customers, government officials and regulatory. QUALIFICATIONS There are broad precedents and practices which the incumbent uses to determine how this job is performed. This position requires twelve or more years of relevant work experience and a bachelors degree in Human Resource Management, Finance, or related field; or equivalent combination of education and experience sufficient to successfully perform the essential job responsibilities. Minimum of five years supervisory management experience is also required. Masters degree in Business Administration (MBA) or related field preferred. Certified Compensation Professional (CCP) designation preferred. ESSENTIAL JOB RESPONSIBILITIES Accountability / Outcome Leads and develops a team of compensation, benefits, HRIS, analytics, Payroll, and wellness professionals, resulting in effective development and people management of the Total Rewards team, ensuring the efficient operations of the Total Rewards function. Leads total rewards strategy development for the organization by recommending health and welfare programs, annual incentive programs, and long-term incentive programs. This leads to a comprehensive total rewards structure that enables the attraction and retention of the right talent for the organization. Reviews, evaluates, and recommends changes to executive compensation programs to ensure they are performance-driven, market competitive, appropriately leveraged, and accurately administered, thereby creating a strong culture of reward and recognition for executives. Oversees executive compensation, including materials required for the quarterly Compensation Committee and Board of Directors presentations, facilitating continuous improvement and evaluation of executive compensation effectiveness. Provides counsel to HR Business Partners, Line Managers, and Talent Acquisition regarding complex compensation issues, leading to compensation programs that are competitive, updated, compliant with relevant legislation and effectively deployed. Develops the budget for total rewards programs and initiatives and leads cost-benefit analysis of programs and initiatives, thereby ensuring organizational needs are met through strategic decision-making and effective budget management. Oversees the management of vendor relationships such that program delivery is cost-effective and high-quality. Provide strategic leadership and oversight for HRIS operations, ensuring that HR technology solutions align with organizational goals and support enterprise-wide HR initiatives. Lead the strategic development and execution of data-driven insights to inform and optimize HR programs, by designing and delivering advanced analytics, dashboards, and reporting solutions that provide actionable insights across all HR functions and operations. SALARY DETAILS Las Vegas : $168,693.00 - $261,464.00 Create a job alert for this search #J-18808-Ljbffr

The Director/Compensation & Benefits is responsible for the design, development and execution of a comprehensive total rewards strategy for the organization that aligns competitive and differentiated employee rewards with the achievement of results that advance Southwest Gas Corporation's business strategies and goals. Structures the Total Rewards Strategy to enable the Company to attract, engage and retain high performing, high potential talent that sustains business operations and supports future growth. This role is accountable for directing all aspects of employee Compensation and Benefits programs for all employee groups. POSITION DIMENSIONS Reporting directly to this position are up to four exempt employees. This incumbent must be able to influence senior management and department heads of units outside of Human Resources. This incumbent frequently exchanges information with outside consultants and occasionally with customers, government officials and regulatory. QUALIFICATIONS There are broad precedents and practices which the incumbent uses to determine how this job is performed. This position requires twelve or more years of relevant work experience and a bachelor's degree in Human Resource Management, Finance, or related field; or equivalent combination of education and experience sufficient to successfully perform the essential job responsibilities. Minimum of five years supervisory management experience is also required. Master's degree in Business Administration (MBA) or related field preferred. Certified Compensation Professional (CCP) designation preferred. ESSENTIAL JOB RESPONSIBILITIES Accountability/Outcome Leads and develops a team of compensation, benefits, HRIS, analytics, Payroll, and wellness professionals, resulting in effective development and people management of the Total Rewards team, ensuring the efficient operations of the Total Rewards function. Leads total rewards strategy development for the organization by recommending health and welfare programs, annual incentive programs, and long-term incentive programs. This leads to a comprehensive total rewards structure that enables the attraction and retention of the right talent for the organization. Reviews, evaluates, and recommends changes to executive compensation programs to ensure they are performance-driven, market competitive, appropriately leveraged, and accurately administered, thereby creating a strong culture of reward and recognition for executives. Oversees executive compensation, including materials required for the quarterly Compensation Committee and Board of Directors presentations, facilitating continuous improvement and evaluation of executive compensation effectiveness. Provides counsel to HR Business Partners, Line Managers, and Talent Acquisition regarding complex compensation issues, leading to compensation programs that are competitive, updated, compliant with relevant legislation and effectively deployed. Develops the budget for total rewards programs and initiatives and leads cost-benefit analysis of programs and initiatives, thereby ensuring organizational needs are met through strategic decision-making and effective budget management. Oversees the management of vendor relationships such that program delivery is cost-effective and high-quality. Provide strategic leadership and oversight for HRIS operations, ensuring that HR technology solutions align with organizational goals and support enterprise-wide HR initiatives. Lead the strategic development and execution of data-driven insights to inform and optimize HR programs, by designing and delivering advanced analytics, dashboards, and reporting solutions that provide actionable insights across all HR functions and operations. SALARY DETAILS Las Vegas: $168,693.00 - $261,464.00 At Southwest Gas, attracting the best talent is key to our strategy and success as a company. We use flexibility to develop competitive compensation offers to ensure we are able to hire the best candidates. The quoted salary range represents the minimum and maximum of the pay range for the position. It is provided as a good faith estimate as to what our ideal candidates are likely to expect, as we tailor our offers within the range based on the selected candidate's experience, industry knowledge, location, technical and communication skills and other factors that may prove relevant during the interview and selection process. #J-18808-Ljbffr

Director Compensation & Benefits (Project Management) Essential Job Duties and Responsibilities: Responsible for the design, implementation, and management of employee benefits programs, including health insurance, retirement plans, wellness initiatives, and leave policies. Monitor trends in employee benefits and recommend innovative solutions. Evaluate, manage and negotiate the benefit broker relationship and underlying relationships/contracts with various benefit carriers, the ERISA auditor and benefit outsourcing partners, ensuring service quality and costs meet stated expectations. Ensure compensation and benefits programs comply with all federal, state, and local regulations, such as FLSA, ACA, and ERISA. Maintain up-to-date knowledge of benefits legislation and mitigate compliance risks and prepare and manage necessary reports, audits, and filings. Define, manage and monitor all enterprise benefit administration processes (including annual open enrollment) to ensure issues are resolved promptly, employee service levels improve over time, manual process work is automated and errors rates are minimized. Develop and maintain a company-wide salaried exempt compensation structure and benefit offering that maintains internal equity, competitive positioning, cost effectiveness and legal compliance (including plan documents, SPDs, etc.) This also entails setting guidelines for the annual merit process, annual budget estimates for benefit costs and premium rates that drive employee contributions. Provide support and advice, working in tandem with outside compensation consultants, to the Board committees on executive compensation matters. This includes managing the compensation components for the annual Proxy production process. Participate in selected compensation surveys to cost effectively obtain an independent data point for compensation benchmarking. Conduct spot analyses with external competitive markets and peer groups for new hires, promotions and as required/requested. Lead the company-wide job evaluation process for salaried exempt employees to maintain rating consistency and ensure internal pay equity. Manage the annual Long Term Incentive (LTI) and Short Term Incentive Plan (STIP) programs; review/recommend eligibility, maintain accurate data, coordinate and issue as necessary participant communications, manage the payout calculation process. Develop a total rewards (internal) marketing and communication approach to regularly educate employees on the value of all benefit and compensation programs. Provide advice and support to field HR and general managers on compensation and benefit related matters. Provide compensation related analysis and/or data to leadership team as requested/needed for project related work. Conduct due diligence, set-up and implementation of acquisition and divestitures and support field HR in integration or divestiture requirements/needs. Position Requirements: Bachelor's degree in HR, finance or a related area required, Masters degree highly desired CCP (Certified Compensation Professional), CEBS (Certified Employee Benefits Specialist), SHRM-SCP or equivalent a plus At least 15 years' experience in Human Resources or Financial leadership roles with seven to ten years' experience in progressively responsible benefit management and compensation roles Executive Compensation experience highly desired At least two years' experience supporting C-Suite requests required Exposure to BOD related support required Ability to source and mine data from multiple resources, create both high level and detailed analysis to provide explanations and propose solutions based on analysis Exceptional written and verbal communications skills required Proven ability to manage vendor relationships and negotiate contracts effectively Ability to think quantitatively with a high degree of accuracy and attention to detail Experience with multi-state benefits programs required; Proven track record of implementing wellness initiatives and modern benefits solutions across multiple business units Proficient in utilizing Excel, working with macros, pivot tables, VLOOKUP's The target salary range for this position is $175,000-$85,000 Benefits of Employment: In addition to excellent career growth opportunities, Federal Signal Corporation offers a wide array of benefits including: annual bonus potential, insurance (life, medical, dental, vision), paid holidays, paid vacation, 401(k) with matching contributions and tuition reimbursement. We provide our employees with a smoke-free, drug-free workplace. About Us: Federal Signal Corporation (NYSE: FSS) builds and delivers equipment of unmatched quality that moves material, cleans infrastructure, and protects the communities where we work and live. Founded in 1901, Federal Signal is a leading global designer and manufacturer of products and total solutions that serve municipal, governmental, industrial and commercial customers. Headquartered in Downers Grove, IL, with manufacturing facilities worldwide, the Company operates two groups: Environmental Solutions and Safety and Security Systems. For more information on Federal Signal, visit: The Company is an equal opportunity employer. Qualified applicants will not be discriminated against on the basis of, and will receive consideration for employment without regard to, race, color, religion, national origin, sex, sexual orientation, gender identity, age, disability, genetic information, status as a protected veteran, or any other protected category, characteristic, or trait under applicable law. If you require reasonable accommodation in the application process, contact Human Resources .All other applications must be submitted online. #LI-PZ1 Experience Required Director Compensation & Benefits (Project Management) Essential Job Duties and Responsibilities: Responsible for the design, implementation, and management of employee benefits programs, including health insurance, retirement plans, wellness initiatives, and leave policies. Monitor trends in employee benefits and recommend innovative solutions. Evaluate, manage and negotiate the benefit broker relationship and underlying relationships/contracts with various benefit carriers, the ERISA auditor and benefit outsourcing partners, ensuring service quality and costs meet stated expectations. Ensure compensation and benefits programs comply with all federal, state, and local regulations, such as FLSA, ACA, and ERISA. Maintain up-to-date knowledge of benefits legislation and mitigate compliance risks and prepare and manage necessary reports, audits, and filings. Define, manage and monitor all enterprise benefit administration processes (including annual open enrollment) to ensure issues are resolved promptly, employee service levels improve over time, manual process work is automated and errors rates are minimized. Develop and maintain a company-wide salaried exempt compensation structure and benefit offering that maintains internal equity, competitive positioning, cost effectiveness and legal compliance (including plan documents, SPDs, etc.) This also entails setting guidelines for the annual merit process, annual budget estimates for benefit costs and premium rates that drive employee contributions. Provide support and advice, working in tandem with outside compensation consultants, to the Board committees on executive compensation matters. This includes managing the compensation components for the annual Proxy production process. Participate in selected compensation surveys to cost effectively obtain an independent data point for compensation benchmarking. Conduct spot analyses with external competitive markets and peer groups for new hires, promotions and as required/requested. Lead the company-wide job evaluation process for salaried exempt employees to maintain rating consistency and ensure internal pay equity. Manage the annual Long Term Incentive (LTI) and Short Term Incentive Plan (STIP) programs; review/recommend eligibility, maintain accurate data, coordinate and issue as necessary participant communications, manage the payout calculation process. Develop a total rewards (internal) marketing and communication approach to regularly educate employees on the value of all benefit and compensation programs. Provide advice and support to field HR and general managers on compensation and benefit related matters. Provide compensation related analysis and/or data to leadership team as requested/needed for project related work. Conduct due diligence, set-up and implementation of acquisition and divestitures and support field HR in integration or divestiture requirements/needs. Position Requirements: Bachelor's degree in HR, finance or a related area required, Masters degree highly desired CCP (Certified Compensation Professional), CEBS (Certified Employee Benefits Specialist), SHRM-SCP or equivalent a plus At least 15 years' experience in Human Resources or Financial leadership roles with seven to ten years' experience in progressively responsible benefit management and compensation roles Executive Compensation experience highly desired At least two years' experience supporting C-Suite requests required Exposure to BOD related support required Ability to source and mine data from multiple resources, create both high level and detailed analysis to provide explanations and propose solutions based on analysis Exceptional written and verbal communications skills required Proven ability to manage vendor relationships and negotiate contracts effectively Ability to think quantitatively with a high degree of accuracy and attention to detail Experience with multi-state benefits programs required; Proven track record of implementing wellness initiatives and modern benefits solutions across multiple business units Proficient in utilizing Excel, working with macros, pivot tables, VLOOKUP's The target salary range for this position is 175,000- 185,000 Benefits of Employment: In addition to excellent career growth opportunities, Federal Signal Corporation offers a wide array of benefits including: annual bonus potential, insurance (life, medical, dental, vision), paid holidays, paid vacation, 401(k) with matching contributions and tuition reimbursement. We provide our employees with a smoke-free, drug-free workplace. About Us: Federal Signal Corporation (NYSE: FSS) builds and delivers equipment of unmatched quality that moves material, cleans infrastructure, and protects the communities where we work and live. Founded in 1901, Federal Signal is a leading global designer and manufacturer of products and total solutions that serve municipal, governmental, industrial and commercial customers. Headquartered in Downers Grove, IL, with manufacturing facilities worldwide, the Company operates two groups: Environmental Solutions and Safety and Security Systems. For more information on Federal Signal, visit: The Company is an equal opportunity employer. Qualified applicants will not be discriminated against on the basis of, and will receive consideration for employment without regard to, race, color, religion, national origin, sex, sexual orientation, gender identity, age, disability, genetic information, status as a protected veteran, or any other protected category, characteristic, or trait under applicable law. If you require reasonable accommodation in the application process, contact Human Resources .All other applications must be submitted online. #LI-PZ1 Experience Required 7 - 10 years: Health & Welfare benefit management and compensation roles 15 year(s): Experience in Human Resources or Financial leadership roles Education Required Bachelors or better in Human Resources or related field Preferred Masters or better Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities This employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor. See job description #J-18808-Ljbffr