People Experience - Compensation and Talent Engagement

Description

This role is a unique position sits at the intersection of operational precision and employee advocacy. While "People Experience" sounds broad, adding "Compensation and Talent Engagement" with a focus on payroll and benefits means you are the architect of the "Hidden Paycheck"—the total value a company provides to its workers.

In this position, you aren't just processing checks; you are ensuring that the financial and wellness infrastructure of the company is seamless, competitive, and supportive.

Core Responsibilities: 

Payroll & Benefits

You are the guardian of the company’s most fundamental promise: paying people accurately and on time.

• End-to-End Processing: Manage the lifecycle of payroll, including salary, bonuses, commissions, and deductions across various jurisdictions.
• Compliance & Tax: Ensure adherence to local, state, and federal labor laws, including tax withholdings, 401(k) contributions, and garnishments.
• Audit & Reporting: Conduct regular audits to ensure data integrity between the HRIS (Human Resources Information System) and payroll providers.

Benefits Strategy & Administration

This involves managing the perks that keep employees healthy and secure.

• Plan Design: Assist in the selection and renewal of medical, dental, vision, and life insurance plans.
• Open Enrollment: Lead the annual "Open Enrollment" period, creating educational materials to help employees make informed choices.
• Vendor Management: Act as the primary liaison with insurance brokers and third-party administrators to resolve complex claims issues.

Talent Engagement & Experience

The "Experience" part of your title means you translate dry financial data into a positive culture.

• Total Rewards Education: Develop "Total Rewards" statements so employees understand their full value beyond just their base salary.
• Wellness Initiatives: Design and launch engagement programs like mental health workshops, gym stipends, or financial literacy sessions.
• Onboarding/Offboarding: Ensure new hires understand their benefits from Day 1 and provide a compassionate, clear process for those exiting the company.

Essential Competencies

Mastery of HRIS/Payroll platforms (e.g., ADP, Workday, Gusto) and advanced Excel (VLOOKUPs, Pivot Tables).

Ability to benchmark compensation data against market trends to ensure the company remains competitive.

High empathy and discretion; the ability to explain complex tax or insurance jargon to a frustrated employee.

Provide deep knowledge of FLSA (Fair Labor Standards Act), ERISA, and ACA regulations.