Director, Employee Benefits

The Director, Employee Benefits is a highly visible, individual contributor role responsible for leading not only the strategy and execution of the Company's U.S. benefits programs, but the end-to-end employee benefits experience and value narrative.
Reporting to Global SVP, Human Resources, this highly hands on, present role oversees a comprehensive benefits portfolio with an annual expenditure of approximately $35M, serving ~2,000 employees across multiple sites.

This leader will redefine how employees experience and value their benefits-shifting from a compliance-driven model to one that is hands on, intentional, engaging, and deeply employee-centric. The role is accountable for ensuring that every benefit, communication, and interaction is thoughtfully designed to resonate with employees, reinforce value, and strengthen retention and engagement.

The ideal candidate brings a rare combination of technical expertise, empathy, curiosity, communication excellence, and financial acumen, with a passion for serving employees and a track record of translating complex programs into compelling, human-centered experiences. This role will also serve as an extension of the SVP, HR, taking ownership of an area that is critical to employee satisfaction and engagement.

This is not a traditional benefits administration role. While technical expertise and compliance discipline are important, success in this position will be defined by the ability to connect, communicate, and create meaning for employees. To accomplish this, a regular site presence is expected. The Director will be expected to lead and influence traditional plan management to actively shape how employees understand, perceive, and value their benefits.

The following is a list of minimum responsibilities related to Director, Employee Benefits position. Other duties may also be assigned.

Employee Experience, Communication & Value Creation (Core Accountability)
Own and elevate the end-to-end employee benefits experience, ensuring every touchpoint is intentional, engaging, and aligned to employee needs
Develop and execute a proactive, multi-channel communication strategy that goes beyond information-sharing to actively shape perception and drive value recognition
Translate complex benefits into simple, compelling narratives tailored to diverse employee populations, ensuring relevance across socioeconomic and workforce segments
Actively "market" and "sell" the benefits program-creating awareness, appreciation, and perceived value, even among employees who may not immediately utilize specific offerings
Establish a consistent on-site presence, leading regular engagement initiatives (e.g., monthly events, education sessions, listening forums) to build trust and connection establishing yourself as the primary Point of Contact for all things Benefit related.
Continuously gather employee insights and feedback, demonstrating deep curiosity about what matters most and adapting programs and messaging accordingly

HR Partnership, Enablement & Workforce Alignment
Build and sustain strong, trust-based partnerships across the HR Business Partner network, recognizing HRBPs as critical amplifiers of the benefits strategy at the local level. Proactively equip and enable HRBPs with the tools, messaging, and confidence to effectively communicate and position benefits as a core component of the Employee Value Proposition

Partner closely with site HRBPs to understand unique workforce dynamics, ensuring benefits programs and communications are locally relevant while maintaining enterprise consistency
Act as a thought partner to HRBPs, helping them translate benefits offerings into meaningful, employee-centered conversations that support attraction, retention, and engagement
Develop scalable yet flexible communication frameworks that allow for site-level customization without fragmenting the overall benefits narrative where appropriate

PREFERRED / REQUIRED EDUCATION and/or EXPERIENCE:
8-12 years of progressive experience in employee benefits, including leadership responsibility
Strong technology orientation to include HCMs (Workday preferred) and a proven track record of technology deployment in improving the employee experience.
Prior demonstrated success in the development and implementation of employee engagement initiatives focused on shaping the benefits program.
Strong knowledge of U.S. benefits programs, including health & welfare, 401(k), and defined benefit/cash balance pension plans

Demonstrated experience managing vendor relationships and working with brokers/consultants in driving employee engagement, plan creativity and overall perceived program value by participants
Proven ability to manage budgets and evaluate financial trade-offs
Experience building and executing communication and engagement strategies required
Bachelor's degree required; advanced degree or relevant certifications (e.g., CEBS) a plus