The Manager, Benefits and Compensation oversees, , negotiates, and implements Wright-Patt Credit Union sponsored benefits plans with vendors, works directly with the appointed broker, provides oversight to the HR benefits team, and handles escalations within the day-to-day operations of the Partner-Employee benefits plans.  Additionally, the role oversees compensation management, structure, market pricing, and regulatory compliance for the cooperative.  

• Administers or oversees current benefits programs to include but not limited to: medical/prescription, dental, vision, health savings accounts, flexible spending accounts, workers’ compensation, unemployment, employee assistance, supplemental insurance, disability, 401(k), executive benefits, tuition reimbursement, wellness initiatives, leaves of absence (FMLA, ADA, etc.), and COBRA. Directly handles escalated benefit inquiries to ensure quick, equitable and courteous resolution. Ensures quality vendor performance and educates Partner -Employees on eligibility, coverage, and plan options to include 401K and other benefits matters, via written communications and group training. Drafts or reviews all Partner-Employee communications related to benefits plans, including annual enrollment communications. Works collaboratively with the Vice President, human Resources, the assigned broker partner, and the HR benefits team to develop new and revised Partner-Employee benefits programs, policies and procedures, including proactive suggestion and research on ways to improve plans, lower costs, balance the three-stakeholder model, and to ensure that Wright-Patt Credit Union is the best place our Partner- Employees have ever worked. This includes periodic vendor performance reviews and RFI/RFP processes when necessary. Collaborates with broker, vendors, HR benefits team members, and the Vice President, Human Resources to draft and submit annual budgets for all benefits plans. (55%)
• Administers and conducts studies on compensation programs and completes job analysis for level setting; participates in salary surveys, pay equity projects, and analysis of market data, to ensure salary structures and compensation plans are fair, meet regulatory requirements, where applicable, are in line with policy, and incentivize the right corporate culture, and supports the three-stakeholder model. (30%)
• Oversees the duties of the HR Business Controls Analyst to ensure functional gaps in controls are addressed timely and that the HR team continues to improve its regulatory readiness and compliance. Coordinates with the Vice President, Human Resources and Manager, Human Resources on remediations needed for all roles and functions within the business unit. (15%)

• Bachelor’s degree in HR or related field or five years equivalent experience in a benefits-focused HR or similar role.
• Certified Compensation Professional (CCP), Certified Employment Benefits Specialist (CEBS), Society of Human Resources Senior Certified Professional or Certified Professional (SHRM-SCP or SHRM-CP), or Certified Benefits Professional (CBP) designation is strongly preferred.
• 5 years of HR experience with the majority of time spent on benefits program administration and compensation plan development and compliance oversight, to include design and analysis, retirement plan administration, compliance and vendor management.
• Demonstrated knowledge of ERISA, Internal Revenue Code (benefit related), ADA, FMLA, HIPAA, PPACA, and COBRA regulations and a demonstrated continued learning focus.
• Demonstrated ability to understand accounting and finance concepts.
• Previous experience with human resources information systems and processes.
• Demonstrated project management, problem solving and researching skills and ability to handle multiple competing priorities.
• Previous experience sourcing and managing vendor contracts and managing vendor relationships.
• Comfortable communicating complex matters regarding benefits in an approachable way to individuals or to groups. Excels in training others on benefits topics and enjoys the challenge of making the subject matter approachable.
• Prior experience with a financial institution of sufficient size to warrant increased compensation and process regulatory scrutiny is preferred but not required.