Benefits Director oversees the development, implementation, administration, and maintenance of benefits programs, policies, and procedures. Ensures programs are chosen to be equitable, meet employee needs, comply with legal requirements, and to be cost effective. Being a Benefits Director establishes practices for evaluating existing benefits programs against peer organizations to determine competitiveness, trends and developments. Makes high-level decisions to modify existing benefits programs or institute new ones. Additionally, Benefits Director requires a bachelor's degree. May require Certified Employee Benefits Specialist (CEBS). Typically reports to top management. The Benefits Director typically manages through subordinate managers and professionals in larger groups of moderate complexity. Provides input to strategic decisions that affect the functional area of responsibility. May give input into developing the budget. To be a Benefits Director typically requires 3+ years of managerial experience. Capable of resolving escalated issues arising from operations and requiring coordination with other departments. (Copyright 2024 Salary.com)
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The Director of North America Benefits Delivery will be responsible for managing delivery channels and operations for Global HR Services and outsourced service providers in the areas of Retirement, Savings, Healthcare, and non-core benefits services across North America at Honeywell. This position will oversee daily administration for all the above programs based on policies and plan rules to ensure compliance, will lead administrative process improvements, and manage suppliers to applicable scope and service level agreements.
The Director of North America Benefits Delivery will define and implement service strategies to optimize the customer experience while delivering on operational efficiency. This position will report to the VP, HR Services – Global Payroll & Benefits. This role is based in Charlotte, North Carolina.
Key
Responsibilities:
· Ensure that the
end-to-end operational performance meets or exceeds business objectives, and
customer issues are effectively resolved.
· Partner with HRS
functions, HR, C&B COE, and Legal to align administrative processes to
policy changes.
· Provide
leadership for implementations related to all required benefits change
initiatives, strategic initiatives, legal changes, new benefit offering
implementations, vendor implementations/transitions and annual process.
· Partner with
C&B to operational global and regional benefits strategies to meet
organizational objectives of maximizing supplier performance and increasing
productivity,
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