Benefits & Total Rewards Director

POSITION SUMMARY

The Director, Benefits & Total Rewards is responsible for the design, strategy, administration, and continuous improvement of the company’s total rewards programs, with a primary emphasis on benefits strategy, vendor management, plan administration, compliance, and employee experience. This role leads the development and execution of competitive, scalable, and compliant health and welfare, retirement, leave, wellbeing, and recognition programs that support the organization’s talent strategy and business objectives.

Reporting to the VP of Human Resources, the Director, Benefits & Total Rewards will serve as the company’s subject matter expert on benefits and broader rewards philosophy, ensuring programs are market-competitive, cost-effective, operationally sound, and aligned with the company’s culture and growth stage. This position will collaborate closely with Finance, Legal, Payroll, HR Operations, and external brokers and vendors to deliver a seamless and employee-centered rewards experience.

Potential Applicants, please note this position’s primary focus is Benefits and not Compensation.

CORE ACCOUNTABILITIES 

Benefits Strategy & Program Leadership

• Lead the strategy, design, implementation, and ongoing administration of the company’s health and welfare programs, including medical, dental, vision, life and disability insurance, retirement plans, leave programs, wellness initiatives, and other employee benefits.
• Develop and evolve a forward-looking benefits strategy that supports talent attraction, retention, employee wellbeing, and organizational scalability.
• Assess current programs and recommend enhancements based on business needs, employee feedback, utilization trends, benchmarking, and cost considerations.
• Partner with leadership to define a long-term benefits philosophy that aligns with the company’s values, growth plans, and total rewards strategy.
• Evaluate the competitiveness and effectiveness of benefit offerings relative to market practice, with an eye toward balancing employee experience with fiscal responsibility.

Benefits Administration & Operations

• Oversee all aspects of day-to-day benefits administration, including enrollments, life event changes, eligibility, plan changes, claims escalations, and employee communications.
• Ensure accurate and timely coordination of benefits processes with Payroll, HRIS, HR Operations, and external administrators.
• Lead annual open enrollment strategy and execution, including plan design recommendations, employee communications, education sessions, systems testing, and issue resolution.
• Manage and optimize benefits administration processes, systems, workflows, and controls to improve efficiency, compliance, and service delivery.
• Monitor benefit plan utilization, employee inquiries, and vendor performance to identify opportunities for process improvement and enhanced employee support.

Vendor, Broker, and Consultant Management

• Serve as the primary relationship owner for benefits brokers, carriers, consultants, and third-party administrators.
• Lead vendor selection, renewal negotiations, performance reviews, service issue escalation, and contract management.
• Partner with brokers and consultants on annual renewals, plan design analysis, benchmarking, and cost-containment opportunities.
• Ensure vendors deliver high-quality service, accurate administration, and actionable reporting and insights.

Compliance, Governance, and Risk Management

• Oversee compliance with applicable federal, state, and local laws and regulations related to employee benefits, including but not limited to ERISA, COBRA, ACA, HIPAA, FMLA, Colorado FAMLI, WA PFML, Section 125, and other applicable leave and benefits regulations.
• Partner with Legal and external advisors to ensure plan documents, SPDs, notices, filings, and communications are timely, accurate, and compliant.
• Support plan audits, nondiscrimination testing, annual filings, and other compliance-related activities.
• Develop and maintain internal controls, plan administration documentation, and standard operating procedures to reduce risk and improve consistency.
• Stay current on legislative and regulatory developments that may affect benefit programs and recommend proactive changes as needed.

Employee Experience & Communication

• Create and execute a thoughtful employee communication strategy for benefits that improves awareness, understanding, and appreciation of the company’s offerings.
• Translate complex benefits information into clear, employee-friendly materials and decision support tools.
• Partner with VP, HR and managers to support employee education and engagement with benefits and wellbeing programs.
• Address escalated employee issues with empathy, responsiveness, and sound judgment.

Broader Total Rewards Leadership

• Contribute to the development and administration of the company’s broader total rewards strategy, including compensation programs, recognition initiatives, and rewards communications, as needed.
• Partner with HR leadership and Finance on rewards-related budgeting, planning, and forecasting.
• Support market benchmarking and competitive analysis for rewards programs to ensure alignment with business strategy and talent needs.
• Provide recommendations and insights on total rewards trends, employee value proposition, and program effectiveness.

Data, Reporting, and Analytics

• Analyze benefits plan performance, enrollment trends, costs, and utilization data to inform strategic recommendations.
• Develop dashboards, reports, and presentations for leadership on program performance, renewal strategies, employee participation, and cost drivers.
• Use data and employee feedback to guide continuous improvement efforts and measure program impact.

The successful candidate will have:

Required Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field.
• 10+ years of progressive experience in Total Rewards, with significant depth in benefits strategy, administration, and compliance.
• 3+ years of functional leadership experience; meaning owning Benefits function or related department
• Deep knowledge of health and welfare plans, retirement plans, leave administration, open enrollment, benefits operations, and benefits compliance requirements.
• Demonstrated experience working with benefits brokers, carriers, consultants, and third-party administrators.
• Experience leading annual renewals, plan design evaluations, vendor negotiations, and employee communications.
• Proven ability to use data and market insights to make strategic recommendations.
• Experience navigating applicable benefits regulations, including ERISA, COBRA, ACA, HIPAA, and leave-related requirements.
• Experience with HRIS and benefits administration platforms such as UKG, Workday, ADP, SAP, Paylocity, or similar systems.

Preferred Qualifications:  

• Experience in a high-growth organization; biotechnology, life sciences, healthcare, or other regulated environment preferred.
• Excellent communication and interpersonal skills, with the ability to explain complex information clearly to employees and leaders.
• High attention to detail, sound judgment, and a commitment to confidentiality.
• Strong project management, organizational, and operational execution skills.
• Experience with various state leave laws and requirements
• Experience supporting a multi-state workforce.
• Familiarity with compensation principles and broader total rewards program design.
• CCP, CEBS, CBP, or similar professional certification.
• Knowledge of survey management and benchmarking tools
• Experience managing equity programs for public and private companies

Key Skills:

• The ability to design and evolve a total rewards philosophy that supports organization goals
• The ability to use metrics and data visualization to inform decision-making
• The ability to analyze market trends, workforce data, and benefits benchmarks
• Demonstrated experience managing consultants, brokers, and external vendors; perform RFPs, etc.
• Ability to establish credibility and trust with executives, managers, and employees
• The ability to translate complex technical concepts into employee-friendly communications

Leadership Competencies:

• Strategic thinker with the ability to translate business goals into competitive and sustainable rewards programs.
• Comfortable operating both strategically and hands-on in a scaling environment. Strong operational leader who can balance long-term program design with flawless day-to-day administration.
• Collaborative and service-oriented, with a strong focus on employee experience.
• Analytical and financially minded, with the ability to evaluate tradeoffs and make data-informed recommendations.
• Effective influencer who builds trust across leadership, employees, and external partners.

Physical Requirements:  

• Ability to work onsite at our SKI Center in Seattle a minimum of two days per week
• Ability to travel to our Colorado Manufacturing site and other places as needed
• Ability to present in person and virtually to large groups
• Ability to perform typical desk work