Job Summary: Directs all aspects of NAF Compensation and Benefits Programs including policy development and administration. Directs Recognition Rewards Wellness and Performance Management Programs for the Navy Exchange Service Command Enterprise consisting of approximately 14000 associates and annual sales in excess of 2 billion.

Duties and Responsibilities:

• Continually evaluates the effectiveness of NEXCOM Compensation, Benefits, Recognition & Wellness areas to ensure competitiveness with the commercial sector and conformance with applicable government (state, DoN, DoD) regulations. Closely coordinates program development with NEXCOM Senior Executives, the DoD Health Benefits Committee, Department of Navy Program Managers, other DoD NAF organizations and executives. Engages in cooperative efforts with other DoD NAF organizations as feasible. Provides substantive input to higher echelons (OPM/DoD/DoN) regarding pay, benefits, recognition, wellness and performance management policy development in partnership with Learning and Organization Development consistent with NEXCOMs business objectives.

• Develops proactive approaches to gather and use data to identify, facilitate and solve business needs/problems. Directs the identification, development and implementation of new/revised Human Resources Total Rewards based processes, programs, reports, and other solutions to support current and anticipated future business requirements. Identifies and reports key HR Total Rewards business and operating benchmarks and metrics. Monitors and reports status, progress, and trends on key metrics.

• Maintains liaison with Program providers, consultants, attorneys, actuaries, brokers, plan administrators, trustees, etc. to ensure effective program oversight and development. Keeps current with latest total rewards related technology developments and trends. Researches industry/process/program best practices and initiates the development and implementation of new technology to support NEXCOM HR Total Rewards business requirements.

• Develops enterprise pay and bonus plan strategies that support business objectives and pay philosophies. Continuously evaluates compensation, recognition and wellness programs to ensure competitiveness in recruiting and retaining associates through surveys and analysis.

• Administers the defined benefit and defined contribution retirement plans. Ensures plans are current, accurately accounted and comply with all applicable government regulations.

• Determines and/or recommends changes to exempt and nonexempt salary structures including application of geographic differentials where necessary. Ensures internal and external pay equity to the maximum extent possible.

• Recommends pay for performance merit increase allocation strategies are consistent with pay philosophies and strategies. Forecasts industry merit increase payout budgets, and pay structure adjustments. Presents information, expert analysis and recommendations to the NEXCOM Compensation Committee and the Chief Executive Office for approval. Coordinates the development of internal NEXCOM classification standards for volume graded positions.

• Establishes and administers enterprise-wide pay and classification policies and programs consistent with applicable Office of Personnel Management (OPM), Department of Defense (DoD) and Department of Labor (DoL) regulations.

• Oversees exempt level job and salary range reviews to ensure pay competiveness with the commercial sector, industry trends, etc. Recommends changes to job salary range assignments as necessary. Works closely with senior management in developing total compensation packages for key positions.

• Ensures processes are in place to centrally administer the enterprise-wide processing and accounting of key pay, bonus and benefit actions, including benefit plan enrollment, exempt bonuses, craft and trade (CT) wage schedule adjustments and within grade (step) increases, saved grade and retained pay, and NF associate merit increases.

• Oversees and coordinates HR budgeting, internal financial management, and financial reporting. Ensures efficient accounting processes and controls are in place to reconcile and pay HMO invoices, Third Party Administrator Administrative Services Only fees, insured benefit premiums, etc. Ensures accurate defined benefit plan accounting and reporting systems are in place.

• Partners with HR Learning Organization Development to ensure the effectiveness of the Performance Management Program. Ensures performance management program and compensation programs are aligned with business goals and objectives.

• Develops and manages NEXCOM Recognition, Rewards and Leave programs.

• Develops and coordinates pay and benefits communication programs.

• Provides pay and benefits input in developing Labor Relations/Collective Bargaining strategies.

• Ensures effective and reasonable controls are in place to ensure accuracy and appropriateness of compensation, recognition and benefit actions. Programs administered are subject to regular internal and external audits.

• Plans and directs Program policy development and administration through subordinate supervisors/managers through grade NF5. Assigns work, sets goals and target dates, provides guidance and reviews work in terms of results achieved. Develops program budget requirements. Initiates personnel actions, including recognition, rewards, and pay discipline. Counsels personnel; schedules and approves leave. Adheres to Equal Employment Opportunity policies and principles.

• Designs, develops, pilots and implements wellness programs to achieve overall health and wellness objectives TBD. Collaborates with other functions as needed to accomplish this work.

• Incumbent is a member of the NEXCOM 401(k) Investment Oversight Committee, responsible for periodic review of plan investments, fees and performance. Makes recommendations regarding plan design and changes to the NEXCOM CEO.

• Performs other related duties as assigned.

The incumbent of this position must file a Financial Disclosure Report (OGE) Form 450, as required.

Qualified candidates will have the following 8 years of combined cexperience:

8 years of management level experience directing enterprise-wide Benefits and Wellness programs including responsibility for the designing and administering of enterprise-wide Group Health & Welfare Plans (Medical, Life, Disability, Long Term Care, FSA, Employee Assistance, etc.), Defined Benefit and Defined Contribution Retirement Plans, Leave programs, etc..

This experience includes:
4 years of management level experience directing Compensation, Recognition and Rewards programs including responsibility for the planning, designing and administering hourly and management Pay, Bonus and Performance Management plans, etc.,

and

4 years of senior level professional experience managing Human Resources Systems to support Compensation, Benefits, Recognition and Rewards programs and objectives and using related Technology to develop, extract and report Human Resources data and metrics.