BASIC FUNCTION:

Responsible for the development, implementation, and administration of all North American employee benefit programs, including health and welfare, retirement, work-life programs and benefits compliance.  Provides strategic vision and analysis on the entire benefit offerings designed to contribute to the employee’s total rewards package.   Oversee the management of critical projects, plan design, vendor selection and management, highest-level escalated issues, CBA support, support of legal decisions, input for the agenda of the BAC, data analytics, M&A activities, and the design and administration of U.S. and Canadian based employee benefit plans. Remains focused on employee experience, wellness, and strategic alignment of plans. 

Present periodically to executive management and the Corporate Brazil process owner.  Lead continuous process improvement efforts within the various benefits processes.  Apply collaboration with leaders, best practices and leverage benchmarking to ensure sustainability, attraction and retention and overall HR roadmap initiatives are met. Ensures compliance with all regulatory compliance requirements and monitors the continued benefits compliance efforts within the benefits department.  Implements steps to control company costs related to employee benefits, especially in the areas of health care, retirement, disability, work life modernization and compliance. Assist with global initiatives in benefits as needed.

DIMENSIONS

US Health and Welfare                                 $82M annual spend

                                                                       40+ Suppliers

                                                                       5,000+ supported ee’s or former ee’s + families

CAN Health and Welfare                              $12M annual spend

                                                                       10+ Suppliers

                                                                       1,550+ supported ee’s or former ee’s + families

US DC + Pensions                                         $50M annual spend

                                                                       $130M DB Obligations

                                                                       12+ Suppliers

                                                                       6,000+ supported ee’s or former ee’s

CAN DC + Pensions                                     $14M annual spend

                                                                       $315M DB Obligations

                                                                       10+ Suppliers

                                                                       3,000+ supported ee’s or former ee’s

Personnel                                                        6-7 employees; varies per total rewards staffing

NATURE AND SCOPE:

This position reports to the Director, Total Rewards and is considered a Tampa Office Center of Excellence resource and will support North American operations. 

The qualifications for this job are:

• Bachelor’s degree from an accredited university required; areas of study in Business Administration, Finance, Human Resources or a related field preferred.
• Minimum 10 years experience in US and Canadian Benefits and Retirement programs or an equivalent demonstrated by 5-6 years in Total Rewards and an additional 5-6 years in related accounting, finance, compliance matters with close support of Total Rewards programs, and significant TR projects or implementations.
• PHR, GBA or RPA equivalent certification highly preferred.
• Experience with union and non-union facilities is a plus.

ABILITIES AND SKILLS:

• Extensive knowledge of administrative best practices and regulations impacting employee benefits administration, including ERISA, HIPAA, COBRA, ARRA, DOL, and PBGC. Experience in compliance, outsourcing, legal matters, technology, and consultant management is essential. Must stay current on emerging technologies, innovative benefits strategies, and regulatory developments.
• Strong financial acumen with a deep understanding of benefit financial practices to assess key decision impacts and effectively prioritize initiatives.
• Highly adaptable, able to navigate varied situations, circumstances, and personalities at all organizational levels, both internally and externally.
• Advanced analytical skills, with the ability to assess large, cross-functional data sets, identify trends or patterns, and make strategic recommendations based on both quantitative data and qualitative factors.
• Exceptional project and process management skills, with the ability to manage multiple priorities, work under pressure, and thrive in a dynamic environment.
• Technology-forward mindset, collaborating with IT and technology partners to design and implement long-term digital roadmaps. Evaluates and integrates available technologies while ensuring compliance with legal, security, and best practice standards.
• Strong collaboration and problem-solving skills, fostering teamwork, execution excellence, and a customer-centric approach.
• Ability to work cross-functionally with company and vendor IT teams to design, modify, interpret, and test functional and vendor specifications for benefits systems.
• Proficiency in collective bargaining concepts and strategies, with the ability to simplify complex benefits information for negotiating teams and stakeholders.
• Deep expertise in benefits legislation, historical regulatory changes, and HR system integrations, with a proven ability to design and implement new programs. Skilled in managing the impact of HR program changes on benefits plans, including corporate actions such as mergers, acquisitions, reorganizations, collective bargaining agreement (CBA) changes, divestitures, and plant closures

PRINCIPAL ACCOUNTABILITIES:

• Lead a team of 6-7 employees, typically including three in Health & Welfare (H&W) and three in Retirement.
• Serve as a subject matter expert on Total Rewards strategies, contract negotiations, and labor relations, including grievances and employee relations issues related to benefits.
• Oversee internal and external audits in collaboration with consultants and auditors to ensure compliance and operational efficiency.
• Drive process improvement initiatives supporting North American integration, SAP deployment, Shared Services, and other operational enhancements. Focus on enhancing the employee experience, participant wellness, and strategic benefits alignment.
• Manage benefits integration for corporate actions, including mergers, acquisitions, divestitures, layoffs, workforce reductions, and new location openings, ensuring seamless transitions for employees.
• Ensure compliance and efficiency in administering qualified and non-qualified retirement and H&W plans, aligning with federal and state regulations and company policies while continuously improving processes.
• Supervise the administration of benefits programs for active union and non-union employees and retirees, with a strong focus on customer service excellence.
• Develop and track performance metrics to measure the effectiveness of retirement and H&W programs and drive continuous improvement.
• Lead the strategy, planning, and execution of benefits changes (e.g., consolidation, integration, redesign) following corporate restructuring or acquisitions.
• Assess and implement technology solutions to improve cost efficiency, streamline administration, and enhance employee self-service options.
• Supervise the daily operations of the retirement and H&W teams, ensuring high performance and accountability.
• Act as the internal expert on retirement plans, providing guidance on plan provisions, compliance requirements, and plan document interpretations.
• Manage vendor relationships with plan providers, attorneys, auditors, consultants, and actuaries. Lead contract negotiations to optimize service quality and cost-effectiveness.
• Ensure compliance with non-discrimination testing, government-mandated limits, and evolving legislative requirements.
• Support the strategic direction of Retirement and H&W programs, including vendor performance evaluations, benchmarking, and cost-containment strategies.
• Stay up to date with industry trends, regulatory changes, and best practices to ensure continuous improvement and innovation in benefits management.
• Perform additional responsibilities as needed to support corporate objectives.