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Director of Total Rewards - Behavioral Health 901

Alameda, California, United States

Director of Total Rewards - Behavioral Health 901

  • Alameda, California, United States

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 9th Best 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.

Employment Status: Full-Time

POSITION SUMMARY

The Director of Total Rewards provides leadership and consultation to develop and drive quality compensation, and benefits policies and practices. The Director of Total Rewards oversees the development, implementation, administration and communication of the corporation’s compensation, and benefits programs and strategies. This individual also manages the staff responsible for compensation and benefits functions by providing direct supervision, training and leadership.

QUALIFICATIONS

Required:

  • BA/BS Degree, preferably with an emphasis in HR or Business
  • Eight (8) years of experience in compensation and benefits management at progressively increasing professional/management level
  • Solid experience and knowledge of government regulations as they apply to benefits and compensation plans
  • Advanced working knowledge and experience in compensation and benefits, policies, practices and implementation strategies
  • Effective interpersonal and verbal and written communication skills
  • Excellent organizational skills and initiative to improve processes
  • 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
  • Ability to prioritize and multi-task.
  • Ability to read, write and speak English
  • Excellent knowledge of Microsoft Office (particularly Excel) and HCM Software (Ultimate Kronos highly preferred)
  • 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’s 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.

Preferred:

  • SHRM CP or SCP certification
  • CEBS or CCP certification highly desired
  • Master’s degree in HR or Business

ESSENTIAL FUNCTIONS

  • Demonstrates the Telecare mission, purpose, values and beliefs in everyday language and contact with the public and other staff members
  • Develop, communicate, and administer competitive total rewards strategies, including compensation, benefits, retirement (401k and ESOP), work/life balance programs and educational assistance programs that are cost effective and consistent with labor market trends and organizational objectives
  • Strategically assess the effectiveness of current programs in achieving organizational objectives; identify best practices and benchmarks; and develops recommendations for modifications to align to HR strategy and business goals
  • Provide day-to-day thought leadership and proactive consultation/guidance on compensation strategy and execution
  • Support and advise on compensation related activities such as strategic new hire offers, promotions, transfers, budget allocation and top talent retention
  • Think through creative and innovative program design and manage compensation programs to help attract and reward our employees
  • Respond to compensation-related questions from managers, PBPs and recruiters
  • Support the implementation of all on-going compensation programs; provide proactive, deep insights to guide decision making and continuously working with people leaders to make sound compensation decisions
  • Participate in job design and job evaluation initiatives
  • Identify opportunities to improve compensation programs, policies and processes to ensure they support the business strategy and help drive performance. Diagnose gaps between current and desired states and develop strategies to resolve those gaps, shaping the decision-making process and influencing stakeholders as appropriate.
  • Plans, organizes, directs and leads the team to streamline benefits and compensation administration and operation to increase efficiency and effectiveness
  • Provide leadership to and direct supervision of total rewards team members through effective coaching
  • and performance management
  • Ensure compliance with all governmental regulations related to compensation and benefits programs including ACA reporting and regulatory changes affecting benefit plans, FLSA and wage and labor laws
  • Oversee the review, communication, and implementation of the annual benefit programs, open enrollment process and the annual total compensation review
  • Responsible for the communication, support and training regarding compensation and benefits for program leadership
  • Oversees the Educational Assistance programs structure, application and reimbursement for Ben McCloud Scholarship, Calhoun Peterson Scholarship and TEAP
  • Oversee the administration of performance management
  • Participates in Sr Leadership meetings, Green house call, and huddles as required
  • Manages rewards and recognition programs, including the Bi-Annual Longevity Event celebration
  • Manages account relationships with external benefit vendors and negotiate contract renewals
  • 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
  • Duties and responsibilities may be added, deleted and/or changed at the discretion of management.

PHYSICAL DEMANDS

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, twist, reach, lift and carry items weighing 10 pounds or less, lift and carry items overhead up to 10 pounds, and do simple grasping occasionally, 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)

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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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.