Advanced Group

Vice President of Global People Operations and Total Rewards

Job Locations US-IL-Chicago
Req No.
2021-18776
Category
Human Resources
Type
Regular Full-Time

Overview

Advanced Group leverages over 30 years of expertise in talent acquisition, staffing, and outsourcing solutions to operate the award-winning Advanced Group family of brands, including Advanced Clinical, Advanced Resources, Advanced RPO, and WunderLand Group. Together, with mastery across professional disciplines and global markets, we’re dedicated to make a difference, every day, for our clients, our candidates, each other, and our communities. Advanced Group’s Shared Services team provides corporate services such as Marketing, Human Resources, Finance & Accounting, IT, and Operations to each of our brands. Our employees are the foundation of our energetic and collaborative environment, where constant learning and service to others take top priority. We seek dynamic, hard-working team members who are inspired to work amongst diverse backgrounds and perspectives. From our altruistic mission to outstanding career development opportunities, there’s no better place to grow your career than Advanced Group.

 

The Vice President of Global People Operations and Total Rewards will be a key member of the People team, providing thought leadership to develop and execute a global rewards philosophy and strategy that optimizes our ability to attract, engage, and retain top talent at every level. Reporting directly to the Chief People officer, this role will partner with key business leaders to drive transformation that aligns with short and long-term business objectives and supports the business through rapid revenue and headcount growth, as well as expansion into new markets. This position will lead the design, development, administration, and continuous improvement of programs and services offered by the People Operations and Total Rewards functions, creating the Center of Excellence (COE) supported by programs, policies and initiatives that will move the business forward.

Responsibilities

Benefits Strategy

  • Lead the overall global benefits strategy, incorporating a data-driven approach to recommendations and implementation of changes and improvements to our programs to maintain competitive advantage and meet needs of our employees and consultants.
  • Establish a global benefits philosophy that is balanced and equalized across a benefit portfolio, with firm understanding of variances between countries with mandated benefits.
  • Evolve the benefits portfolio to maximize utility for all levels globally. Evaluate opportunities for market competitiveness of retirement, education, health and related benefit programs and perks.
  • Manage global vendor relationships for compensation, benefit, wellness and employee health programs, which includes RFP efforts, effective benefits and leave administration and retirement plans.
  • Drive company-wide understanding of Advanced Group’s total rewards programs through communication and education, allowing for informed decisions on benefits selection.
  • Develop reporting metrics and benchmarking regarding current plan performance and costs, including risks and opportunities.

 Compensation and Incentives

  • Evolve and administer the company’s base pay, short- and long-term incentive programs, executive pay, sales compensation, and other programs. Drive for continuous improvement in these programs through modeling and recommendations to Leadership, as well as successful partnership with our payroll team and third-party equity vendor for seamless administration.
  • Build on existing company-wide compensation philosophy and guiding principles to create, improve and maintain integrity of compensation structures and decisions that drive pay equity.
  • Manage the global compensation function including annual compensation review cycle, market data survey participation, and job and diversity/equity evaluation.
  • Oversee the annual merit planning process and communications, and ensure our technology is optimized to support an easy and smooth process for the business and enabling effective communications.
  • Ensure compensation plans comply with country, state, and local laws and regulations and position. Partner with finance and legal organizations on SEC filing related matters.

 Recognition

  • Evaluate and implement recognition structures and programs that elevate employee engagement, productivity, and retention.
  • Partner with internal People teammates, key leaders and vendors on the scope and impact with the implementation of recognition mechanisms that drive intended outcomes.

 People Operations

  • Oversee the day-to-day responsibilities of the People Operations team, including payroll execution, employee onboarding, changes and offboarding, benefits administration, and HRIS analysis and administration.
  • Lead the People Team’s technology strategies, objectives and roadmap, which support the People Team’s and business goals. Plan, select, implement, and maintain our HRIS technology and processes.
  • Partner with executives, senior leaders, and functional leaders on current and emerging People Operations needs and priorities.
  • In partnership with the Legal team, ensure that People Operations functions operate in compliance with all national, state, and local laws, policies, and best practices.

Qualifications

  • Bachelor’s degree in HR, Industrial or Labor Relations, Psychology, or related field preferred, or equivalent experience in HR, compensation, benefits, or total rewards.
  • 15+ years of global compensation and benefits experience, with a minimum of 8 years of management experience.
  • Experience designing and administering an integrated approach to compensation, benefits, rewards, and long-term incentive programs and ensuring alignment with business strategy.
  • Demonstrated ability to balance strategic thinking with detailed focus on execution.
  • Exceptional technology skill (UKG Pro experience a plus) and capable of complex analysis to derive insights based on program metrics that can be tracked, interpreted, presented, and tailored for multiple audiences.
  • Superior ability to communicate, influence, persuade, build trust, and gain the confidence of and advise all levels of the organization up to and including the Executive Leadership Team and Board of Directors.
  • Leads with a coaching mindset and ability to build a high performing total rewards team.
  • Flexible and adaptive; embraces the challenges of change.

Role Competencies

  • Functional Expertise: Mastery of the skills and knowledge relevant to the function. Significant success in performing the most demanding assignments under no supervision.
  • Communication: Communicates strategically to achieve specific objectives, using optimal messaging and timing of communication. Encourages ongoing communication to resolve issues and to align efforts to team goals.
  • Influence: Successfully persuades and influences partners and other stakeholders to gain commitment to decisions and direction in the best interest of the department.
  • Managing Programs and Projects: Translates strategic goals into clear departmental programs and projects. Develops short- and long-term plans that anticipate future trends and identifies shortfalls. Makes use of cross departmental relationships to generate plans.
  • Problem Solving: Introduces changes in direction, policy, or procedure. Brainstorms and resolves issues in organizational process efficiency. Uses facilitation tools and techniques to stimulate creative thinking and discussion at all levels.
  • Process Excellence: Leads and oversees continuous quality improvement efforts across departments through the promotion of advanced tools, resources, and training.
  • Relationship Management: Uses strategic relationships to develop business opportunity and to influence change. Seeks to facilitate negotiation of mutually beneficial outcomes.

 

At Advanced Group, our commitment to diversity and inclusion in every part of our organization is crucial to fulfilling our mission and demonstrating our REAL values.  A diverse staff allows us to effectively draw on different perspectives and enhance our efficiency and effectiveness. Diversity thereby strengthens the legitimacy and relevance of Advanced Group in delivering services to our clients. We seek talented, creative individuals from a variety of backgrounds and cultures to work with us. It is our priority that our workplace be inclusive, welcoming of diverse ideas and appreciative of valuable experience.

 

We are committed to a long-term flexible, hybrid work model. Our company offices are where we gather for collaboration and culture-building, and available for "heads down" work when it is the employee's choice.

 

It is Advanced Group’s practice not to discriminate against any employee or applicant because of sex, race, color, age, national origin, religion, gender identity or expression, sexual orientation or sexual preference, pregnancy or maternity, genetic information, marital status, disability, veteran status, or any other basis protected by applicable federal, state or local law.

This practice applies to all terms and conditions of employment including, but not limited to, hiring, training, compensation, benefits, promotions, transfers, layoff, Company-sponsored education, social and recreational programs, and treatment on the job.  If you have a disability or handicap and would like us to accommodate you in any reasonable way, please inform your recruiter so that we can discuss the appropriate alternatives available.

 

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