Total Rewards Manager

Position Summary: The Total Rewards Manager plays a critical role in the day-to-day operations of the Human Resource (HR) department. Under the direction of the Senior Director of HR and matrix reporting to the Assistant Controller, the Total Rewards Manager is primarily responsible for day-to-day administration and leading the implementation of various HR processes specific to administering benefits and leave programs, payroll processing, performance management programs and supporting labor relations, talent management and compliance activities promoting retention, compliance, and fair and equitable programs. Essential Duties and Responsibilities : Total Rewards Programs (Compensation, Benefits, Leaves, and Payroll) Manages annual healthcare benefits renewal process and open enrollment activities. Administers employee health, welfare and retirement plans including enrollments, qualifying events, and cobra administration. Processes required documents through payroll and insurance providers to ensure accurate recordkeeping and proper deductions and liaisons with external vendors in administering the Hotline healthcare benefits programs. Maintains, updates, and ensures ongoing maintenance and compliance with employee benefits and 403(b) retirement plan related records (HRIS platform; HR SharePoint, Benefits Enrollments, 403b Changes (contributions, loans, distributions), promotions, pay change, etc.) as well as maintains all supporting documentation for all data impacting payroll and all payroll information entered manually to ensure accurate record keeping and proper payroll deductions. Serves as the COBRA and backup Retirement Plan Administrator for the organization and responsible for required reporting and vendor portal updates. Serves as departmental lead on payroll, benefits and retirement plan compliance audits, federal and state compliance, and partners with Senior Director HR on required reporting, surveys, and necessary filings (i.e., 5500 reporting). Administers NAF leave programs (i.e., personal, medical, parental, disability) and serves as primary contact and liaison for staff and with external leave vendors. Completes semi-monthly multi-state payroll processing, communicates and partners effectively with payroll service provider and Finance to ensure accuracy and timely processing of payroll. Partners with Finance to ensure any major changes affecting payroll are accurately reflected in the payroll system (ex. benefits deductions, paid time off accrual changes, timekeeping system changes, pay rate increases, tax withholding changes, etc.). Partners with Finance on processing and maintaining records of manual pay, special pay, final pays, all court-ordered wage orders, including child support, garnishments, tax levies, and managing federal and state payroll and tax compliance and filings. Assists with coordinating/processing of year-end adjustments and related activities in preparation for issuance of W-2’s. Serves as primary contact for employee benefits, payroll, leave questions and partners with Finance or Senior Director HR, when needed on researching and determining resolution. Talent Management & Employee Experience Serves as primary contact for Hotline staff and management in support of labor relations work (i.e., support of Labor Management Committee activities, contract negotiations, responding to inquiries and required reporting, grievances, etc.). Provides counsel, recommendations, and support in managing performance, including coaching, counseling, and partnership across each phase of the performance management process for assigned teams. Partners with HR team members on the execution of the performance review and goal setting process. Works with the DEI Taskforce to support work in developing, recommending, and implementing practices and policies that promote equity and serves as a subcommittee team member. Partners with HR team members and management staff in offboarding actions. Assumes responsibility within the role to foster a culture of equity, inclusion, belonging, and accountability. Talent Acquisition & Onboarding Supports HR team members in administering the recruitment and hiring process, related reporting, and onboarding efforts. Compliance, Systems & Administration Maintains HR and benefits information and manages relevant employee processes in HRIS system in alignment with local, state, and federal laws and compliance with EEOC to include generating related reporting when needed. Partners with the HR team members to enhance or establish HR systems and/or processes where needed. Manages and updates HR, benefits and performance related resources, materials, guides, and documents assessable to all staff via NAF Intranet. Contributes to the ongoing maintenance & communication of the Employee Handbook and related policies and agreements (i.e. updates to ensure employees are informed on how to comply with organization-wide policies, and HR programs, procedures, and guidelines). Drafts proposed human resources policies supporting compliance with organizational policies and employment, benefits, and/or wage & hour-related legal and regulatory requirements. Remains knowledgeable and current regarding federal, state and case law changes and monitor labor law updates for changes that affect human resources and the organization. Supports processing unemployment claim and related regulatory responses. Performs other duties as assigned. Qualifications, Knowledge, and Skills Required: Bachelors degree in human resources, HR Management, Business Administration, or like degree required Human Resources, Benefits, and/or Payroll Certification preferred. At least eight (8) years progressive experience in a Human Resources role with at least two (2) years in a supervisory role, preferably in a remote-based work environment. Must have prior work experience managing benefits administration and renewal process and processing multi-state payrolls. In-depth knowledge of employment law, labor relations, benefits, retirement plan benefits, payroll and compensation regulations, and wage & hour laws. Prior experience working in non-profit sector or unionized work environments ideal. Demonstrated knowledge and experience using Paycor (or similar HRIS/Payroll platforms) required. Proficiency in Microsoft Office applications (Excel, PowerPoint, Word, Outlook, SharePoint) and video conferencing software (i.e., Ring Central, MS Teams, Zoom). Strong attention to detail and accuracy. Good organizational skills and comfortable handling and juggling multiple priorities. Excellent written and verbal communication skills are required. Strong work ethic and capable of handling confidential and sensitive information with integrity. Must be a self-starter and solutions oriented with the ability to work with little supervision. Ability to work effectively with diverse groups and strong commitment to abortion access, NAF’s mission, and organizational values of diversity, equity, inclusion, and antiracism. Ability to work in a remote and in-person office setting outside of normal work hours, when needed. ADA Specifications: Normal demands associated with an office or remote work environment. Ability to work on a computer for prolonged periods, communicate with individuals by telephone, e-mail, and via video conferencing technologies. Must be able to travel up to 20% as required to support organizational needs. The above statements are intended to describe the general nature and level of work being performed by the individual(s) assigned to this job. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required. Management reserves the right to modify, add, or remove duties and to assign other duties, as necessary. In addition, reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this position.