Overview
CommonSpirit Health was formed by the alignment of Catholic Health Initiatives (CHI) and Dignity Health. With more than 700 care sites across the U.S. from clinics and hospitals to home-based care and virtual care services, CommonSpirit is accessible to nearly one out of every four U.S. residents. Our world needs compassion like never before. Our communities need caring and our families need protection. With our combined resources, CommonSpirit is committed to building healthy communities, advocating for those who are poor and vulnerable, and innovating how and where healing can happen both inside our hospitals and out in the community.
Reporting to the System SVP, Total Rewards/People Connections, the System Vice President, Rewards & Benefits Strategy provides overall strategic leadership for the design, development, administration, and communication of innovative employee benefits, retirement, and total time off strategies. In addition to managing the administration of the organization’s benefit programs & benefit policies, the role will artfully balance the needs of employees with the organization’s strategic goals, Mission, and Values. This role provides operational leadership and functional subject matter expertise in support of CommonSpirit’s Total Rewards strategy through oversight of benefit plans including, but not limited to retirement (cash balance pension plan, 403(b), 457(b), and 401(k) plans); system-wide health and welfare plans (including medical, dental, vision); design/delivery of union benefits strategy, design/delivery of physician benefits strategy, survivor benefit plans (life insurance options); income replacement plans (long term and short-term disability); wellness; and total time off. Leads formal governance committee of respective health/welfare and retirement programs.
This role will require a systems-thinker, with strong attention to detail, comfort working in a fast-paced & dynamic environment, deep subject matter expertise, with strong thought-leadership & relationship-building skills, the ability to create/drive functional strategies, and the passion to find ease & simplicity within complexity.
Responsibilities
Strategic Leadership:
- Provide progressive and innovative thought-leadership in the review of current benefit programs to identify changes needed for a true best-in-class benefits experience, approach, and program for all of CommonSpirit.
- Lead the design and implementation of innovative and impactful benefit programs and absence management strategies that allow CSH to retain competitive positioning & align with total rewards philosophy.
- Responsible for the performance and results of key areas within the Benefits function: Health/Welfare, Retirement, Absence Management, Well-being, Executive, and Provider benefits.
- Collaborates with other human resources leadership and professionals, other COE’s, peers, and business partners to effectively tell the cohesive value story of our benefits programs.
- Delivers proactive management of benefits, cost-containment, and efficiency in order to prepare the organization for the financial challenges of the future.
- Works closely with external vendors to negotiate competitive rates and ensure the quality and effectiveness of services provided.
- Leads strategic benefit planning to assure a smooth and effective integration and transition of benefit programs for CommonSpirit Health, as well as during organizational acquisitions and divestitures.
Collaboration and Stakeholder Engagement:
- Collaborates with internal partners and stakeholders to administer CommonSpirit Health’s employee benefit programs.
- Partners with respective functions to support the development of robust benefit-related education and communication plans and tools for CommonSpirit Health leaders and employees across the system, in alignment with a total rewards framework.
- Build and maintain relationships with external vendors, consultants, and industry experts to leverage external expertise and resources in support of organizational goals.
- Delivers presentations to various audiences, including executives on benefit programs.
Administration, Documentation, Reporting and Analytics:
- Leads formal governance committee and oversight of health/welfare and retirement programs.
- Monitors and analyzes the effectiveness of current benefits and wellness programs, making recommendations for improvements, as needed.
- Presents timely data and dashboards that provide management with critical information on benefit utilization, market comparability, cost, and budgets. Utilize analytics to support plan design enhancements, effectiveness, or gaps.
- Ensures compliance with all relevant laws and regulations related to employee benefits and wellness.
- Directs the allocation of resources to meet financial requirements. Responsible for developing and recommending budgets and managing spend within approved parameters.
Team Engagement and Leadership:
- Provides leadership and guidance to staff, fostering an environment that encourages employee participation, development, teamwork, continuous improvement, and communication.
- Creates a positive team culture and directs team goals, priorities, and career development; focusing on the development and growth of capabilities of all team members.
- Interview and selection of new employees, promotions, staff development, performance evaluations, compensation changes, resolution of employee concerns, corrective actions, terminations, and overall employee morale.
Employee Experience:
- Partner with internal and external stakeholders to develop and execute an employee experience strategy & communications that align with CommonSpirit's values, mission, and enables our CommonSpirit Culture, with a focus on transparency & understanding.
- Lead initiatives to enhance the overall employee experience as it relates to benefit programs and alignment with total rewards vision and strategy.
- Analyze feedback from employee surveys, focus groups, and other sources to identify opportunities for enhancing the employee experience & communications.
Industry Insight:
- Strategically benchmark benefit programs against industry trends.
- Keeps informed of external market and benefit trends, develops integrated solutions, and is a change agent and champion for new initiatives and programs.
Qualifications
Required Education and Experience:
- Bachelor's Degree in Human Resources, Business Administration or related degree is required; Master's Degree and SPHR or SHRM-SCP certification preferred.
- 10 years general healthcare administrative leadership experience with direct responsibility for strategy, financial planning, and program design and administration, or 10 years’ experience in the areas of large-scale benefits or actuarial plan design, and health and welfare program administration.
- Proven success with contract negotiations and vendor engagement.
- Knowledge of human resources and benefits legalities including knowledge of relevant Federal, State, and local laws/regulations relating to employee benefit plans.
Required Licensure and Certifications:
- CEBS certification preferred
Required Minimum Knowledge, Skills, Abilities and Training:
- Strong interpersonal and communication skills (verbal, written and presentation) including the ability to communicate and present complex ideas in a simple way to various audiences.
- Demonstrate flexibility and work collaboratively across all levels in the organization.
- Strong technology skills including Google Products, Excel, PowerPoint; strong analytic abilities required.
- Ability to balance competing priorities in a fast-paced environment with a strong client-focused approach, with demonstrated experience in strong project management and ability to meet deadlines & competing priorities.
- Ability to work independently and lead initiatives as required, demonstrating effective project management skills, with strong sense of urgency and the ability to meet tight deadlines.
- Demonstrates a focus on continuous improvement.
- Experience with a geographically dispersed healthcare environment.
- Deep knowledge of benefits practices and principles, trends, laws, and regulations.
- Strong vendor performance management experience.
- Knowledge of the decision-making process and associated tools and techniques. Ability to define problems, collect and interpret data, establish facts, and draw valid conclusions. Ability to accurately analyze situations and reach productive decisions based on informed judgment.
- Knowledge of effective influencing tactics and strategies; ability to impact decisions within and outside the organization.
Pay Range $101.73 - $142.42 /hour
