Benefits and Compensation Manager

The Child Mind Institute is an independent, national nonprofit dedicated to transforming the lives of children and families struggling with mental health and learning disorders. Our teams work to deliver the highest standards of care, advance the science of the developing brain and empower parents, professionals and policymakers to support children when and where they need it most. Together with our supporters, we're helping children reach their full potential in school and in life. We share all of our resources freely and do not accept any funding from the pharmaceutical industry.

The Benefits and Compensation Manager is responsible for managing the Company's benefits and compensation function. This position collaborates with members of the Human Resources team. The Benefits and Compensation Manager plans, develops and implements new and revised programs, policies and procedures to align with the Company's goals and competitive practices. This position is also responsible for ensuring that the Company's benefits and compensation programs are consistently administered in compliance with internal policies and government regulations.

Reporting to the Director of People and Culture, this is a hybrid position split between remote work and our Midtown, NYC office.

The Child Mind Institute is proud to be named a Great Place to Work-Certified company! Our competitive compensation and benefits include medical insurance, 401(k), paid parental leave, dependent care, and flexible work schedules, paid parental leave, dependent care and discounted tickets and entertainment perks programs.

Benefit Plan Administration Responsibilities:

• Manages the development, implementation, and administration of benefits and compensation programs.
• Designs, evaluates, and modifies benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements as well as champions programs that will promote diversity, equity and inclusion (DEI).
• Administers employee health plans, life and disability insurance, wellness programs, retirement plans and works with insurance brokers and plan carriers.
• Manages all leave programs. Communicates with employees regarding their needs for leave and/or modified work schedules. Ensures that employees are aware of their responsibilities and of any documentation and notice required to qualify for and to take leave.
  1. Maintains complete and accurate records of leave and accommodation requests in accordance with specified legal requirements and documentation of best practices.
  2. o Facilitates smooth and timely leave requests, approvals (or denials), and return to work.
  3. o Relays communication between employees and their manager during leave.
  4. o Handles the FMLA leave administration process from the initial notice of the need for leave to the return to work. This includes gathering and completing all required paperwork, determining leave eligibility, designating leave as FMLA-qualifying, requesting medical certification as needed, and accounting for intermittent and reduced schedule leave use.
  5. Facilitates other leave requests, which may include accommodation requests under the ADA.
• Preserves confidentiality of employee medical documentation and files.
• Handles benefit inquiries and complaints to ensure quick, equitable, courteous resolution. Resolves employee questions and problems by interpreting benefit policies and procedures.
• Advises and counsels management and employees on existing benefits.
• Evaluates and reports on the effectiveness of employee benefit programs.

Compensation Responsibilities:

• Monitors the effectiveness of existing compensation practices and is the liaison with the Company's third-party compensation administrators/providers to capture salary market data and price positions.
  1. Recommends changes that are cost-effective and consistent with trends and business objectives.
  2. Tracks compensation benchmarking data to ensure equitable and fair pay practices.
• Analyzes compensation data within the organization and evaluates job positions to determine classification and salary.
• Works with HR leadership on pay decisions, policy interpretations, and job evaluations.
• Tracks compensation benchmarking data to ensure fair and equitable pay practices.

Position Responsibilities:

• Works with HR leadership to develop competitive and cost-efficient programs that will assist with employee retention and attract top talent.
  1. Identifies trends and implements new practices to engage and motivate employees.
• Ensures benefit and compensation programs and practices align with the Company's supportive culture and promote diversity, equity and inclusion.
• Ensures salaries and benefits comply with the current legislation regarding human rights and pay equity.
• Works with data to enable HR leadership to make and support business decisions. Monitor, analyze and interpret data; using data and metrics identify trends and recommend new and evolving benefit and compensation programs, to include DEI initiatives.
• Fulfills all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA).
• Forecasts budget for benefit costs and compensation plans (base, incentive, increases).
• Develops techniques for compiling, preparing and presenting data.
• Establishes and maintains effective working relationships across the organization. Partner with other functional areas, as needed, to accomplish department objectives.
• Attend company functions and special events.
• Performs other related duties as assigned.

Qualifications:

Required Skills/Abilities:

• Extensive knowledge of benefit programs, policies, procedure, and applicable legislation.
• Knowledge of all applicable leave and accommodation laws including the FMLA, ADA, and state and local laws.
• Knowledgeable about DEI best practices and experience with diversity-related planning and program implementation.
• Knowledge of laws and regulations as they apply to compensation programs and company policies.
• Knowledge of compensation packages and incentive programs, and job evaluation for various position types and seniority levels.
• Strong analytical skills and ability to interpret and communicate data.
• Excellent decision-making skills.
• Strong people and project management skills.

Education and Experience:

• Bachelor's Degree in Business, Human Resources Management or Finance, or 5 years of progressively responsible experience in employee benefits and compensation
• Experience as a Benefits Manager or Benefits and Compensation Manager
• Experience building and managing relationships with benefit and compensation vendors and third-party administrators
• Proficient in HCM systems. Experience with ADP system preferred
• Certified Benefits Professional (CBP), Certified Employee Benefits Specialist (CEBS) or Certified Compensation Professional (CCP) professional a plus!

Special Considerations:

All new hires must be vaccinated and must stay up to date with vaccines against the COVID-19 virus unless they have been granted a reasonable accommodation for religion or disability. If you are offered employment with CMI, this requirement must be met by your date of hire, unless a reasonable accommodation for exemption is received and approved by CMI.

The Child Mind Institute is an equal opportunity employer and does not discriminate in employment based on race, religion (including religious dress and grooming practices), color, sex/gender (including pregnancy, childbirth, breastfeeding or related medical conditions), sex stereotype, gender identity/gender expression/transgender (including whether or not you are transitioning or have transitioned) and sexual orientation; national origin (including language use restrictions and possession of a driver's license issued to persons unable to prove their presence in the United States is authorized under federal law [Vehicle Code section 12801.9]); ancestry, physical or mental disability, medical condition, genetic information/characteristics, marital status/registered domestic partner status, age (40 and over), sexual orientation, military or veteran status, or any other basis protected by federal, state or local law or ordinance or regulation.