Founded in 1965, Telecare is a rapidly growing mental health care company dedicated to making a difference for our clients, the community, and our employees. We offer an array of mental health services to adults with serious mental illness. We partner with public sector entities and behavioral health organizations and have over 130 programs and over 4,000 employees across the country. And we 're growing all the time! When you work at Telecare, you help to empower thousands of individuals every day in their journeys of recovery.
Telecare is proud to have been recognized by The Bay Area Business Times as the 9thBest Place To Work In the Bay Area for 2020! This is the 18th time we have made the list!
Our Corporate Headquarters has over 100 employees in following departments: Executive, Development, Finance, Information Systems, Human Resources, Operations, and Marketing & Operations.
The Total Rewards (Compensation and Benefits) Lead in close coordination with the Director of Total Rewards oversees the development, implementation, administration and communication of the corporation’s compensation and benefits programs for employees.
• Bachelor’s degree in Human Resources and minimum 4 years’ experience with increasing responsibilities in the compensation and benefits function
• Solid experience and knowledge of government regulations as they apply to benefits and compensation plans, advanced working knowledge and experience in compensation and benefits design, policies & practices
• Experience in implementing paperless HR processes and utilizing technology to enhance strong processes
• Ability to strategically plan and identify issues and bring about resolution
• Strategic planner with sound business skills, analytical ability, good judgment and strong operational focus
• High level of independence while working effectively as part of a team
• Valid California Driver’s License
• Must be at least 18 years of age
• All opportunities at Telecare are contingent upon successful completion and receipt of acceptable results of the applicable post-offer physical examination, 2-step PPD test for tuberculosis, acceptable criminal background clearances, excluded party sanctions, and degree or license verification. If the position requires driving, valid driver license, a motor vehicle clearance and proof of auto insurance is required at time of employment and must be maintained throughout employment. Additional regulatory, contractual or local requirements may apply.
• CEBS/SHRM-CP/SCP certification
• UltiPro Experience
• HR & Payroll generalist background
• Demonstrate the Telecare mission, purpose, values and beliefs in everyday language and contact with the internal and external stakeholders
• Working closely with Director of Total Rewards and key stakeholders, lead company-wide compensation and benefits initiatives
• Formulate ongoing recommendations for program managers regarding development of salary structures, job revisions, and organizational structure using relevant compensation data Respond and recommend course of action for pay-related inquiries
• Review current and perspective jobs for content
• Responsible for execution of company merit and bonus programs
• Develops and maintains a robust market analysis and survey generation strategy to collect and analyze competitive salary information to benchmark the competitive market
• Lead the updates and continuous maintenance of job descriptions
• Maintain compensation calendar; track and monitor calendar, ensuring maintenance of records
• Assist in Planning, designing, and development of competitive and cost effective employee benefits that are linked to business strategies and corporate initiatives. Recommend and implement changes to optimize impact and cost while monitoring competitive trends in employee benefits and evaluate alternatives and costs
• Ensure accurate, timely updates and maintenance of employee benefits and retirement plan, i.e. new hires, terminations, open enrollment and miscellaneous changes
• Complies with federal, state, ERISA, and ACA/DOL rulings by studying existing and new legislation, obtaining guidance from external experts and Plan benefit leaders in the area of health and welfare and retirement plans. Determines best approach and presents options and recommendations to address requirements
• Work with the various insurance carriers, administrators, service providers and consultants to optimize benefit program results
• Oversees qualified retirement plan participation
• Primary contact for annual retirement plan audits (for union and non-union 401(k) plans and Employee Stock Ownership Plan)
• Develop partnerships and provide consultation to HR team and program managers
• Working closely with Director of Total Rewards and Total Rewards team, responsible for the administrative functioning of the benefit and compensation function
• Makes use of management practices that include empowerment of staff, the provision of clear and concise expectations regarding duties assigned to employees, frequent feedback focusing on both positive and problematic aspects of work performance and other management practices that are consistent with Continuous Quality Improvement
• Promotes and maintains harmonious and effective relationships and communications within the department and with other departments
• Assist in development of staff. Assist in selection, coaching, and evaluating the activities of team members in the compensation and benefits department in achieving department objectives. Acts as a resource to staff to assist with decision making
• Collaborates with other administrative staff in strategic planning activities with the goal of ensuring ongoing effectiveness of the program
• Available to assist at other Telecare facilities, which may involve limited travel
• In collaboration with Director of Total Rewards, reviews staffing requirements and recommends to leadership the number and classification of personnel to be employed. directs the recruitment, selection and when necessary disciplinary action within the benefits and compensation staff
• Establishes and maintains the job specifications and descriptions for benefits and compensation personnel
• Coordinates the efforts of benefits and compensation staff with other departments. In the process of accomplishing this, promotes the cost effective use of personnel, supplies and equipment
• Assumes responsibility for her/his professional growth and the ongoing professional development of the benefits and compensation staff
Duties and responsibilities may be added, deleted and/or changed at the discretion of management.
• Strong analytical and problem- solving skills, Effective interpersonal and verbal and written communication skills
• Excellent organizational skills and initiative to improve processes
• Advanced Microsoft Excel skills, proficiency in MS Word and PowerPoint
• Ability to prioritize and multi-task
• The ability to read, write and speak English is crucial
The physical demands here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
The employee is occasionally required to walk, stand, bend, squat, kneel, crawl, climb, twist, reach, lift and carry items weighing 10 pounds or less, lift and carry items overhead up to 10 pounds, and, do simple power grasping of up to 50 pounds, drive as well as frequently sit.
EOE AA M/F/V/Disability
Equal Opportunity Employer Description
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
Pay Transparency Policy Statement
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.