Job Summary

Responsible for managing NEXCOM's enterprise-wide Total Rewards programs, including compensation, incentives, performance management, position classification, recognition and rewards, and physical, mental, financial, and social wellness initiatives. Oversees health fairs, blood drives, the Combined Federal Campaign, and Transportation Incentive Program enrollment. Ensures program expenses are reconciled and develops metrics and dashboards to evaluate program effectiveness, efficiency, and business impact.

Duties and Responsibilities

COMPENSATION & POSITION MANAGEMENT
• Administers and manages NEXCOM compensation, incentive, recognition, and reward programs for exempt and hourly NF employees, as well as Craft and Trade pay plans and policies.
• Designs and implements compensation strategies, pay structures, merit programs, incentives, and rewards based on market research, organizational needs, and applicable DoD, OPM, and NEXCOM requirements.
• Conducts market and salary analysis, identifies benchmark positions and data sources, and recommends competitive pay strategies to attract and retain talent.
• Classifies NEXCOM positions using applicable NEXCOM, DoD, and OPM standards; determines appropriate titles, series, grades/pay bands, pay ranges, and FLSA status.
• Maintains the NEXCOM enterprise job description library and conducts position reviews and job description development or revisions.
• Advises business lines on organizational structure, position management, BBAs, reorganizations, and authorized billets.
• Participates in locality wage surveys and serves as liaison with DoD NAF Wage Setting Division and Navy Exchanges regarding wage schedules and special rates.
• Administers personnel actions related to merit increases, incentives, recognition and rewards, and applicable wellness programs while ensuring compliance with policies and approved budgets.
• Develops pay guidelines, eligibility requirements, system processes, cost models, projections, reports, and communications supporting Total Rewards programs.
• Analyzes performance and compensation data to identify inequities and trends and recommends corrective actions, including collaboration with Learning & Development and senior management.
• Provides authoritative technical guidance on compensation, pay administration, classification, and Total Rewards programs and evaluates private-sector practices for applicability to NEXCOM.
• Reviews and improves enterprise policies, procedures, and programs to increase effectiveness, efficiency, and compliance.

WELLNESS PROGRAMS
• Manages enterprise wellness programs supporting associates' physical, mental, financial, and overall well-being, including health screenings, healthy lifestyle, weight management, smoking cessation, coaching, and financial wellness initiatives.
• Coordinates wellness events, surveys, communications, and educational resources and evaluates program participation and effectiveness.
• Researches and recommends new wellness initiatives that support employee engagement, recruitment, and retention.
• Manages applicable vendors and third-party administrators, ensuring contract compliance, budget reconciliation, reporting, and timely resolution of issues.

PERFORMANCE MANAGEMENT
• Advises NEXCOM management on performance management programs, policies, and initiatives.
• Develops and models merit matrices to support meaningful differentiation of merit increases for high-performing exempt employees and recommends solutions to identified inequities.
• Supports development of performance management training, including performance objectives and evaluation practices.
• Develops and manages budgets for assigned programs and ensures effective use of approved resources.

LEADERSHIP & GENERAL RESPONSIBILITIES
• Provides technical direction and authoritative guidance for assigned Total Rewards and wellness programs across the Enterprise.
• Establishes program metrics and dashboards to monitor participation, costs, trends, efficiencies, and outcomes and uses data to recommend improvements.
• Supervises assigned staff; evaluates performance, approves leave, and recommends disciplinary action as appropriate.
• Carries out personnel management responsibilities in accordance with applicable EEO requirements and NEXCOM policies.
• Performs other related duties as assigned.

Supervision and Work Direction:

Works under general direction with considerable independence, judgment, and initiative. Develops solutions and recommendations to achieve program objectives. Work is evaluated based on effectiveness, timeliness, achievement of objectives, and compliance with applicable regulations, policies, and procedures.

A total of 10 years of experience consisting of the following:

GENERAL EXPERIENCE: Three years of progressively responsible Human Resources experience that provided a broad understanding of HR functions and practices; demonstrated ability to analyze and resolve complex issues, exercise sound judgment, and communicate effectively both orally and in writing.

OR SUBSTITUTION OF EDUCATION FOR EXPERIENCE: One year of academic study above the high school level may be substituted for nine months of general experience, up to a maximum of three years for a four-year bachelor's degree.

AND SPECIALIZED EXPERIENCE: Seven years of progressively responsible Human Resources experience developing, administering, analyzing, and evaluating HR programs within a large, complex, or enterprise-wide organization, with significant experience in compensation and total rewards, including base and variable pay, merit and incentive programs, position classification and management, and related areas such as recognition, performance management, and employee wellness.

The ideal candidate should have demonstrated experience:

Developing and implementing HR policies and strategies; conducting market, compensation, and/or job analysis; evaluating positions and pay structures; using data, metrics, financial analysis, and cost modeling to support recommendations; and interpreting applicable policies, regulations, standards, and industry practices.

And the ability to provide authoritative technical guidance and recommendations to senior management, resolve complex HR and compensation issues, and lead the implementation and continuous improvement of enterprise-wide programs and initiatives.