Compensation & Benefits Supervisor

Reports to: Corporate Human Resources Director

Location: This position can be located at our office in Antigo, WI, Wausau, WI, or Idaho Falls, ID.

Job Summary

The Compensation & Benefits Supervisor is responsible for proposing, designing, implementing, and administering a comprehensive total rewards strategy for the entire company worldwide to attract, motivate, retain, and reward team members. Total rewards include all benefit, compensation, and recognition & rewards programs that are valued by our team members. The Compensation & Benefits Supervisor will be responsible for an ongoing comprehensive and effective communication campaign related to all programs that assist employees in maximizing their reward programs.

Essential Duties

• Recommend the ongoing total rewards strategy to support and sustain a high performing culture that attracts, motivates, retains, and rewards team members at all levels and locations of the company.
• Leads the implementation and administration of compensation, benefits, and recognition & reward programs that are legally compliant and are valued by our team members.
• Oversees the design of compensation programs that are fair, consistent, and market competitive including salary structures, pay increase methods, job classification, compensation policies, and new hire pay guidelines.
• Oversees the implementation and administration of all benefits plans including but not limited to, health, dental, vision, life, disability, and wellness.
• Manages all bonus programs to ensure consistent application including but not limited to customer service bonus, production bonus, management incentive plan, and commission programs.
• Collaborates with our selected benefit broker to present benefit options that are cost effective for the company and valued by team members. Coordinates and oversees annual and new hire benefit enrollment including programming of the online benefit enrollment system.
• Recommends rewards and recognition programs which provide value to team members.
• Participates in the assessment of the current Human Resources Information System (HRIS) utilization and effectiveness; identifying improvements such as customization or enhancements to maximize value and efficiency of the HRIS.
• Responds to any audit or inquiry from a state, provincial, or federal entity under the direction of the Corporate Human Resources Director. Testify and/or support litigative processes as needed.
• Prepares reports of data results, presenting and explaining findings to Corporate Human Resources Director and/or Senior Leadership as requested.
• Administers the retirement plan and leads the annual audit of the plan.
• Oversees annual performance management program to ensure timely and consistent application and administers appropriate compensation adjustments.
• Writes and maintains company policies related to total rewards programs ensuring legal compliance.
• Supports employees by handling the most complex issues and inquiries.
• Plan, design, and implement incentive plans to reward pre-established key performance indicators.
• Manages vendor relationships related to benefits ensuring that the company receives good quality and timely support. Makes recommendations for relationship changes when in the best interest of the company.
• Coordinates the continuous communication strategy of company total rewards including annual Total Rewards statements, regular benefits education, and introductory benefits information for prospective team members. Includes legally required plan information within the Human Resources Information System (HRIS)
• Hire, train, coach, and mentor direct reports.
• Oversees the administration of the Employee Tuition Reimbursement program.
• Manages an ongoing audit process to ensure accurate and timely data entry of benefit information.
• Meet or exceed established safety standards through personal example and a safety-first mindset.
• Always maintain the strictest confidentiality of proprietary and team member information using established safeguards to prevent any disclosures. Shares information only on a need-to-know basis.
• Ensures system compliance with data security and privacy requirements.

Required Skills and Abilities

• Excellent written and oral communication skills. Ability to professionally deliver good and bad news.
• Highly proficient in the use of Excel with the ability to program complex functions.
• Ability to lead others to achieve their greatest potential.
• Intermediary report writing skills to write custom reports.
• Good presentation skills to present complex data and information.
• Strong interpersonal skills with an awareness of culture.
• High degree of critical thinking, interpretive/analytical, and problem-solving skills.
• Ability to oversee projects to achieve expected outcomes.
• Shows responsibility for company resources.
• Ability to work within tight deadlines and maintain a calm demeanor.
• High level of accuracy in performance of job duties.

Education and Experience

• Knowledge of Total Rewards planning and programming, usually acquired through a bachelor’s degree in Human Resources, Accounting, Mathematics, or similar discipline. Specialized training benefits and/or compensation is highly desired.

• Microsoft Excel, Word, Power Point, Outlook, and HRIS systems experience. ADP experience desired.
• Human Resources Certification through SHRM or HRCI is highly desired.

• 5 or more years of Human Resources experience desired, with an emphasis in compensation and/or benefits required.

Physical Requirements

• Frequent sitting, standing, and walking
• Occasional lifting, carrying, stooping, and bending
• Be able to handle, grasp, and perform repetitive motions
• Working in an office environment with periodic exposure to manufacturing environments

Company Culture & Values

• · A Commitment to Our Purpose (COMMITTED PEOPLE) – Our mission is to serve and build up our customers, suppliers, communities, and each other, guided by the principles of our Lord Jesus Christ. The commitment to serving and building up is easily seen in those employees that exemplify this value.
• · Without Our Customers We Are Nothing (CUSTOMER FIRST) – We realize that we are blessed to serve our customers and without them, our company does not exist. They rely on us for their success and that is a responsibility we cannot take lightly. Our focus must be on serving them with as seamless communication and access to products as possible.
• · Kind, Humble and Positive (HUMBLE) – These positive traits do not mean being a doormat to others. But when a person is kind, humble and positive it comes through in their genuine caring for those around them.
• · A Desire For “Expert” (EXPERTS) – Our people want to be seen as the experts in their specific roles. From how we convert a bag efficiently and with highest quality, to knowledge of the product portfolio, to desiring to know more about tax or human resource policy – the desire for “expert” drives us in each of our roles.
• · Intentional Growth – Developing of Self and Others (PERSONAL GROWTH)– Times, tools, and customer expectations change. Our team members are interested in developing themselves and those around them. We know that a stronger team is one that makes our customers and our fellow employees happier.
• · Strong Work Ethic (HARD WORKERS) – The commitment to serve those around us is honorable and we respond to this by putting our strongest effort into that purpose.
• · High Expectations of Self and Others (HIGH EXPECTATIONS) – We expect ourselves, and those around us, to put in our best effort. When others struggle, we help them align towards perfection. When we struggle, we are open and humble to hear it and course-correct accordingly.
• · If It Isn’t Safe, We Don’t Do It (SAFETY) – All people deserve to return home to their loved ones safely and work in an environment where they can best execute their tasks safely. When choosing between safety and profit, safety and efficiency, safety and feelings, safety, and “x” – we choose safety.

Travel Requirements

• This position requires occasional overnight travel and occasional travel during the workday.

Driver Qualification

• The ability to drive a company owned/leased vehicle or personal vehicle on behalf of the is preferred. Inclusion in the company’s driver qualification program is required to drive a company owned/leased vehicle or personal vehicle.
• Becoming a qualified driver includes:
  • Agree to the company driving policies that apply to company owned/leased vehicle or personal vehicle as applicable.
  • Possess and maintain a valid driver license and be a minimum of 21 years of age.
  • Maintain an acceptable driving record, as evidenced by completion of a baseline motor vehicle record check and ongoing monitoring.
  • When driving a personal vehicle on behalf of the company, must provide a copy of the declaration page from personal auto insurance that shows the policy dates and minimum coverage amounts ($300,000 bodily injury per accident/$100,000 property damage per accident or if driving less than 5 hours/200 miles a year $50,000 bodily injury per accident/$10,000 property damage per accident or the state minimum, whichever is more). This requirement is initially and then annually thereafter.
• This job description is intended as a general outline of the primary responsibilities of the position. It is not intended to be an exhaustive or comprehensive list of all duties, responsibilities, or activities that may be required. The employer reserves the right to modify, add, or remove any responsibilities, duties, or activities as deemed necessary with or without notice.
• Volm Companies is an equal opportunity employer and is committed to providing reasonable accommodation to qualified individuals with disabilities and other protected characteristics. If you require reasonable accommodation to perform the essential functions of the job, please inform us and we will work with you to address your needs.