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AVP, Employee Experience

Job Description:

  • Own the organization's HR compliance, employee relations, and performance management agenda
  • Provide leadership to the Total Rewards division
  • Serve as the People Team's HRIS and HR compliance expert
  • Ensure HR systems, data, and people practices meet regulatory standards
  • Counsel managers and employees on performance management and employee relations matters
  • Direct the Lead Total Rewards Specialist and, through that role, the Total Rewards/People Data function
  • Ensure compliance with federal and state regulations, including EEO, FCRA, FLSA, ADA, FMLA, and ADEA
  • Maintain HR policies and procedures in alignment with regulatory requirements
  • Oversee preparation and response for HR-related audits
  • Ensure timely distribution of required state and federal employee notices
  • Monitor wage/hour classification requirements
  • Partner with managers on performance management and policy interpretation
  • Manage corrective action processes and documentation
  • Serve as the primary point of contact for employee concerns
  • Identify employee relations trends and develop mitigation strategies with Learning and Organizational Development
  • Provide strategic direction for benefits, compensation, recognition, and People Data/Systems
  • Partner on Total Rewards strategy, compensation and benefits renewal cycles, and vendor negotiations
  • Review Total Rewards data and recommendations to inform employee experience and retention decisions
  • Govern benefits administration and Open Enrollment controls
  • Certify HRIS-to-OE-to-carrier plan/tier mapping and configuration attestations
  • Oversee OE validation testing, vendor file feed/EDI monitoring, and exception reporting
  • Certify pre-payroll reconciliation between elections and payroll deductions
  • Oversee vendor card/material issuance service-level agreements
  • Lead eligibility pre-load certification before Open Enrollment
  • Govern quarterly refreshes of employee-facing Open Enrollment content
  • Maintain RACI documentation and standard operating procedures for benefits exceptions
  • Publish recurring exception/command-center dashboards to leadership
  • Participate in the Change-Control Board and Data Quality Council
  • Document SOX/ERISA-relevant controls and drive root-cause analysis and remediation planning for benefits vendor and data issues
  • Perform other duties as assigned

Requirements:

  • 5+ years' exempt-level work experience in Human Resources, including two years in a management role
  • Meaningful experience in HR compliance and/or HRIS administration
  • Bachelor's degree and/or PHR or SPHR certification; PHR/SPHR preferred given the compliance scope of this role
  • Hands-on experience with an HRIS platform, such as UKG or similar, strongly preferred
  • Experience with benefits administration platforms, carrier/vendor file feeds (EDI), and open enrollment operations strongly preferred
  • An equivalent combination of education and experience may substitute for stated qualifications
  • Demonstrated expertise in HR compliance, including EEO, FCRA, FLSA, ADA, FMLA, and ADEA
  • Understanding of benefits operations controls and governance, including plan/tier data mapping, vendor file feed monitoring, payroll reconciliation, and SOX/ERISA-relevant control documentation
  • Ability to lead root-cause analysis and build durable process/technology controls
  • Advanced Excel skills, including building and maintaining data models, dashboards, and reporting
  • Practical experience using AI tools to improve HR data analysis, reporting, and process efficiency
  • Ability to write and speak effectively in English using correct spelling and grammar
  • Strong attention to detail and data accuracy
  • Proficiency in basic Windows-based applications, including Outlook and Word
  • Excellent customer service skills and sound judgment when handling confidential and sensitive employee matters
  • Ability to learn specialized applications and systems quickly
  • Strong leadership, communication, collaboration, problem-solving, prioritization, and decision-making skills
  • Must be able to use computers extensively, up to eight hours per day
  • Must be able to speak and present by telephone and digital communication tools, including Zoom and Teams
  • May occasionally push, pull, or carry objects weighing up to 20 pounds

Benefits:

  • Bonus/incentives for all regular employees
  • 401(k) with 8% company contribution
  • Medical, dental, and vision insurance for employees and dependents paid at 80%
  • PTO and paid sabbaticals
  • Tuition reimbursement
  • Corporate Incentive Plan with annual incentive opportunity of 0–8% of incentive eligible earnings
  • Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions
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