Director Total Rewards
Juno Search Partners, Marlton, NJ, United States
Our client, a healthcare organization in Marlton, New Jersey is looking to add a Director of Total Rewards to their Human Resources Team. The Director of Total Rewards is responsible for the daily management, analysis, and administration of the company’s total rewards programs, including employee benefits, compensation, learning/development initiatives, and other HR programs designed to enhance employee engagement.
Working collaboratively with HR and Payroll teams, the Director manages day-to-day operations of the benefit offerings; supports compensation consistency and compliance; oversees learning and development programs; and manages data to gather actionable insights. Through detailed reporting, data analysis, and clear communication, the Director helps ensure the company’s total rewards programs are effectively delivered, well‑understood, and aligned with the organization’s mission to support physicians, non-physician providers and staff in providing exceptional patient care.
This role will be required to go onsite in Marlton, NJ once per week.
Responsibilities
1. Benefits Administration and Compliance
Oversee the day-to-day administration of the company’s employee benefits programs, including the medical plan, dental, vision, life, disability, and voluntary plans. Assist the VP of HR in evaluating benefits performance, utilization, and market data to support ongoing strategy development and plan design improvements. Serve as the primary liaison with the benefits broker and insurance vendors to resolve issues and ensure accurate enrollment and billing. Maintain up-to-date employee benefits data within Paylocity and ensure coordination with Payroll and HR Operations. Administer annual open enrollment, including preparation of employee materials and communication campaigns. Monitor and maintain ACA eligibility and affordability data within the HRIS. Conduct regular audits to ensure data accuracy and compliance with ACA, ERISA, COBRA, HIPAA, and other applicable regulations. Reconcile benefits invoices, verify payroll deductions, and submit to Accounts Payable. Partner with HR Business Partners (HRBPs) to address employee and Care Center inquiries regarding eligibility, coverage, and claims. Design and coordinate benefits education and support sessions to help employees understand their coverage and total rewards value. 2. Compensation Administration and Analysis
Support the VP of HR in developing and maintaining the company’s compensation strategy for Home Office roles, ensuring internal equity and market competitiveness. Partner with HRBPs and Care Center leaders to conduct compensation analyses, evaluate new roles, and review pay practices for consistency. Partner with HRBPs to develop and maintain external competitive wage rate data. Partner with HRBPs to maintain internal Care Center compensation data. Monitor Employed Provider compensation changes (base pay, bonuses, and supplemental payments) in partnership with Payroll to ensure compliance with the Employed Provider Compensation Policy Monitor compliance with wage and hour regulations. 3. Learning and Development Programs
Oversee learning and development initiatives that build employee knowledge, engagement, and leadership capability. Manage development of employee and manager training, new hire orientation enhancements, and on-demand learning modules through the company’s Learning Management System. Support coordination of in-person and virtual training sessions for employees, office managers, and leadership. Maintain training records and provide regular reporting on completion rates and learning outcomes. Identify opportunities to enhance program content, accessibility, and alignment with organizational needs. 4. Data Management, Reporting, and Employee Insights
Prepare benefit and compensation analyses for HRBP use in Care Center Health Checks. Administer the Exit Interview process to gather feedback and identify trends and improvement opportunities. Partner with the VP of HR to design and implement employee engagement surveys. Leverage data from engagement surveys, turnover reports, and exit interviews to identify key drivers of satisfaction and retention as well as opportunities for improvement. Maintain accurate and organized records for all total rewards programs, ensuring readiness for audits or compliance reviews. Provide data and insights to HR leadership to support decision-making and program improvements. 5. Total Rewards Communication and Support
Develop and maintain clear, user‑friendly materials and resources explaining benefits, compensation, and learning opportunities. Assist in drafting employee communications, FAQs, and training guides related to total rewards programs. Partner with HRBPs to ensure consistent messaging and program delivery across Care Centers and departments. Collaborate with HR and Marketing to promote awareness and understanding of Total Rewards offerings. Qualifications
Strong technical knowledge of benefits, compensation, and HR compliance practices. Proficient in managing broker, insurer, and third‑party administrator partnerships to ensure service quality and plan performance. High proficiency with Microsoft Excel and data analysis/reporting. Exceptional attention to detail, organization, and follow‑through. Strong analytical and problem‑solving skills with the ability to interpret data and identify trends. Excellent written and verbal communication skills; able to explain complex information clearly. Proven ability to manage vendor relationships and coordinate cross‑functional processes. Service‑oriented and able to balance employee support with compliance and consistency. Supervisory Responsibility
This position does not have direct oversight of any employees. Required Education and Experience
Bachelor’s degree in Human Resources, Business Administration, or related field, or equivalent experience. 7‑10 years of progressive HR experience, with at least 3 years focused on benefits and compensation administration. Experience with self‑funded or Reference‑Based Pricing (RBP) plans preferred. Familiarity with HRIS platforms and benefits administration tools (Paylocity experience strongly preferred). Preferred Education and Experience
Master’s degree in Human Resources or related field. HR certifications such as SPHR, SHRM‑SCP, CEBS, CCP, or equivalent. Experience in healthcare and/or decentralized, multi‑site operations. Juno is an Equal Opportunity Employer that provides equal opportunities to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, genetic predisposition or carrier status, or any other characteristic protected by federal, state or local law. The Company is committed to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment. It’s expected that all employees are aware of this policy and that they create an environment that’s sensitive and respectful to all individuals.
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1. Benefits Administration and Compliance
Oversee the day-to-day administration of the company’s employee benefits programs, including the medical plan, dental, vision, life, disability, and voluntary plans. Assist the VP of HR in evaluating benefits performance, utilization, and market data to support ongoing strategy development and plan design improvements. Serve as the primary liaison with the benefits broker and insurance vendors to resolve issues and ensure accurate enrollment and billing. Maintain up-to-date employee benefits data within Paylocity and ensure coordination with Payroll and HR Operations. Administer annual open enrollment, including preparation of employee materials and communication campaigns. Monitor and maintain ACA eligibility and affordability data within the HRIS. Conduct regular audits to ensure data accuracy and compliance with ACA, ERISA, COBRA, HIPAA, and other applicable regulations. Reconcile benefits invoices, verify payroll deductions, and submit to Accounts Payable. Partner with HR Business Partners (HRBPs) to address employee and Care Center inquiries regarding eligibility, coverage, and claims. Design and coordinate benefits education and support sessions to help employees understand their coverage and total rewards value. 2. Compensation Administration and Analysis
Support the VP of HR in developing and maintaining the company’s compensation strategy for Home Office roles, ensuring internal equity and market competitiveness. Partner with HRBPs and Care Center leaders to conduct compensation analyses, evaluate new roles, and review pay practices for consistency. Partner with HRBPs to develop and maintain external competitive wage rate data. Partner with HRBPs to maintain internal Care Center compensation data. Monitor Employed Provider compensation changes (base pay, bonuses, and supplemental payments) in partnership with Payroll to ensure compliance with the Employed Provider Compensation Policy Monitor compliance with wage and hour regulations. 3. Learning and Development Programs
Oversee learning and development initiatives that build employee knowledge, engagement, and leadership capability. Manage development of employee and manager training, new hire orientation enhancements, and on-demand learning modules through the company’s Learning Management System. Support coordination of in-person and virtual training sessions for employees, office managers, and leadership. Maintain training records and provide regular reporting on completion rates and learning outcomes. Identify opportunities to enhance program content, accessibility, and alignment with organizational needs. 4. Data Management, Reporting, and Employee Insights
Prepare benefit and compensation analyses for HRBP use in Care Center Health Checks. Administer the Exit Interview process to gather feedback and identify trends and improvement opportunities. Partner with the VP of HR to design and implement employee engagement surveys. Leverage data from engagement surveys, turnover reports, and exit interviews to identify key drivers of satisfaction and retention as well as opportunities for improvement. Maintain accurate and organized records for all total rewards programs, ensuring readiness for audits or compliance reviews. Provide data and insights to HR leadership to support decision-making and program improvements. 5. Total Rewards Communication and Support
Develop and maintain clear, user‑friendly materials and resources explaining benefits, compensation, and learning opportunities. Assist in drafting employee communications, FAQs, and training guides related to total rewards programs. Partner with HRBPs to ensure consistent messaging and program delivery across Care Centers and departments. Collaborate with HR and Marketing to promote awareness and understanding of Total Rewards offerings. Qualifications
Strong technical knowledge of benefits, compensation, and HR compliance practices. Proficient in managing broker, insurer, and third‑party administrator partnerships to ensure service quality and plan performance. High proficiency with Microsoft Excel and data analysis/reporting. Exceptional attention to detail, organization, and follow‑through. Strong analytical and problem‑solving skills with the ability to interpret data and identify trends. Excellent written and verbal communication skills; able to explain complex information clearly. Proven ability to manage vendor relationships and coordinate cross‑functional processes. Service‑oriented and able to balance employee support with compliance and consistency. Supervisory Responsibility
This position does not have direct oversight of any employees. Required Education and Experience
Bachelor’s degree in Human Resources, Business Administration, or related field, or equivalent experience. 7‑10 years of progressive HR experience, with at least 3 years focused on benefits and compensation administration. Experience with self‑funded or Reference‑Based Pricing (RBP) plans preferred. Familiarity with HRIS platforms and benefits administration tools (Paylocity experience strongly preferred). Preferred Education and Experience
Master’s degree in Human Resources or related field. HR certifications such as SPHR, SHRM‑SCP, CEBS, CCP, or equivalent. Experience in healthcare and/or decentralized, multi‑site operations. Juno is an Equal Opportunity Employer that provides equal opportunities to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, genetic predisposition or carrier status, or any other characteristic protected by federal, state or local law. The Company is committed to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment. It’s expected that all employees are aware of this policy and that they create an environment that’s sensitive and respectful to all individuals.
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