Job Details

Description

Are you an experienced Total Rewards leader with a passion for shaping employee wellbeing and engagement through comprehensive rewards programs? Starkey is

At Starkey, we are in the business of connecting people and changing lives. As a world leader in the manufacturing and delivering of advanced hearing solutions, we go to work each day to ensure every person on the planet has the opportunity to hear their very best. Founded in 1967, Starkey is known for its innovative design, development and distribution of comprehensive digital hearing systems.

Headquartered in Eden Prairie, Minnesota, Starkey has more than 5,000 employees globally, operates 29+ facilities and does business in more than 100 markets worldwide. Here’s a video about the people behind Starkey’s groundbreaking innovation:

seeking a dynamic Vice President of Total Rewards to join our team.

The Vice President of Total Rewards will create and implement a comprehensive total rewards program that is aligned with the company’s strategic objectives, while fostering the growth of employee wellbeing and overall engagement. The ability to educate, influence and inspire action will be critical to the success of this role, in addition to having a depth and breadth of knowledge and experience leading a global team in areas such as compensation, benefits, HRIS and payroll implementation, etc.

JOB RESPONSIBILITIES/RESULTS

Total Rewards Strategy and Design:
Develop and execute a global total rewards strategy that supports the company's business goals and ensures competitive compensation and benefits programs for our employees worldwide.
Design and implement innovative compensation programs, including base salary structures, variable pay plans and recognition programs.
Collaborate with the CPO and executive leadership team to ensure total rewards initiatives are aligned with the company's overall HR and business strategies.
Global Payroll and Benefits Management:
Oversee the management of global payroll operations, ensuring accurate and timely processing of payroll across multiple countries, in compliance with local regulations and company policies.
Manage and enhance the global benefits portfolio, including health and welfare programs, leave programs, retirement plans, employee wellness initiatives, and other benefits offerings.
Evaluate and select external vendors and partners for payroll processing and benefits administration, negotiating contracts and service level agreements to ensure cost-effectiveness and quality service delivery.
Responsible for management of on-site clinic at MN headquarters.
HR Technology and Operations:
Lead the optimization of HRIS systems to streamline HR processes, enhance data analytics capabilities, and support effective reporting of HR metrics and trends.
Drive HR technology advancements, exploring opportunities to leverage automation, AI, and analytics to enhance HR operations and improve employee experience.
Ensure data integrity and security within the HRIS, collaborating with IT and HR teams to implement appropriate safeguards and privacy measures.
Manage intake of employee questions ensuring positive employee experience.

Family Benefits for Owners

Provide dedicated support and specialized benefits services for the owner's family members, ensuring their unique needs are addressed while maintaining fairness and compliance.
Develop and administer customized family benefits programs, including healthcare, insurance, education support, and other relevant services.
Maintain confidentiality and handle sensitive information related to the owner's family with the utmost discretion and professionalism.
Compliance and Regulatory Requirements:
Stay current with relevant local, national, and international laws and regulations related to compensation, benefits, and payroll, ensuring the company's practices remain compliant and up to date.
Partner with legal and compliance teams to interpret and implement regulatory changes, adapting total rewards programs and processes as needed.
Conduct regular audits and reviews to identify and address any compliance gaps or risks within total rewards programs.
Food Services:
Manage two onsite cafeterias and catering services at MN headquarters location.
Perform other duties/responsibilities as assigned

JOB REQUIREMENTS

Minimum Education, Certification and Experience Requirements

Education
Bachelor's degree in Human Resources, Business Administration, or a related field. Master's degree preferred.
Experience
Minimum of 10 years of progressive experience in total rewards management, with at least 5 years in a leadership role.

Knowledge / Technical Requirements

Extensive knowledge of global payroll, compensation, and benefits practices, including familiarity with local regulations and compliance requirements in multiple countries.
Professional certifications such as Professional in Human Resources (PHR), Certified Compensation Professional (CCP) or Global Remuneration Professional (GRP) are desirable.

Competencies, Skills & Abilities

Strong strategic thinking and analytical skills, with the ability to develop and implement innovative total rewards strategies that drive employee engagement and retention.
Demonstrated experience in HRIS implementation and optimization, leveraging technology to streamline HR processes and enhance data-driven decision-making.
Excellent communication and interpersonal skills, with the ability to collaborate effectively with stakeholders at all levels of the organization.
High level of discretion and confidentiality, particularly when dealing with sensitive information related to the owner's family.

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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Average Compensation: $125,548

How Much Do Starkey Employees Make?

High-paying Jobs at Starkey