Description

Vigor Values

Vigor expects all employees to enhance the atmosphere in which they work by living the Vigor Values every day.

Truth:We seek the truth, and we speak the truth
Responsibility:We act on what we know is right
Evolution: We seek mastery, and adapt to a changing world
Love:We care about the people we work with, and the world we live in

POSITION SUMMARY:

Administers employee compensation and incentive plans ensuring compliance with federal and state laws. Demonstrates expertise, accuracy, partnership, and collaboration with stakeholders. Readily navigates systems, software, and processes for optimal efficiency.

ESSENTIAL FUNCTIONS AND MAJOR RESPONSIBILITIES:

(This list is not intended to detail all aspects of the assigned work but is representative of the job's overall responsibilities)

1. Demonstrate an understanding of all compensation plans, features and responsibilities in partnership with the plan provider
2. Recommends improvements to design, service and delivery associated with compensation plan administration.
3. Provides analysis and reporting support with the delivery of compensation programs.
4. Participates in salary surveys.
5. Collaborates with project teams and leadership to develop, educate and deploy new compensation initiatives across the organization
6. Support efforts to ensure compliance and fulfill reporting needs along with internal teams such as accounting, payroll and legal.
7. Handles the data management and integrity between systems and providers, including overseeing data transfers, troubleshooting issues, and engaging with partners
8. Assists in the development and revision of job descriptions
9. Participates in planning, designing, implementing, and presenting new and revised compensation and benefits programs and procedures
10. Partner with Manager on department or division re-organizations for compensation
11. Partners with Manager on merit process
12. Participant in pay equity work/studies
13. Assist managers in establishing or modifying grade or compensation structures and or incentive plans
14. Serves as point of contact for resolution of routine compensation questions and issues, such as job description inquiries, requisition approvals and data requests.
15. Builds and maintains strong working relationships with both internal and external clients, colleagues, and third-party vendors/consultants
16. Key player in annual open enrollment and other HR/Benefit educational events.
17. Administers 401k plans which includes auditing data, processing Qualified Domestic Relations Orders (QDRO), coordinating educational and fiduciary meetings, analyzing pension liability and understanding and administering/implementing union MOU requirements.
18. Assists in the administration of defined benefit plans
19. Serves as a back-up for new hire benefits and company policy orientations
20. Acts as a back-up to the Benefits Analyst when and where needed.

CAREER LEVEL SUMMARY:

• Performs first-tier professional-level assignments that require theoretical knowledge and application of principles and concepts
• Solves recurring problems by applying advanced knowledge
• Operates independently but also receives ongoing guidance and direction from others
• Performs with considerable flexibility for initiating improvements and exercising independent decision making within the assigned functional area.
• Adheres to established procedures as required by law and/or company policy.
• Independent judgment is used in scheduling and accomplishing work, handling conflicts, analyzing alternatives and maintaining recordkeeping systems.

SUPERVISORY RESPONSIBILITY:

None

INTERPERSONAL CONTACTS:

The position is expected to interact with employees at all levels throughout the company as well as with customers, the public and others encountered in the course of the work.

KNOWLEDGE SKILLS AND ABILITIES:

1. Research, analyze and organize information and present meaningful conclusions and recommendations.
2. Understand and interpret complex regulations and standards and administer programs managed to comply with those guidelines.
3. Maintain a high degree of accuracy in work performed with frequent interruptions and have an enthusiasm to work in a team environment building technical experience by collaborating with others on difficult cases or benefit problems.
4. Ability to use PC and software applications such as MS Office, Excel and HRIS database programs such as Kronos.
5. Excellent customer service to internal stakeholders and employees, solid communication skills, strong attention to detail and adherence to confidentiality
6. Strong Microsoft Excel skills
7. Ability and interest in working independently and taking initiative
8. Ability to handle high-pressure situations with professional composure
9. Team player and collaborator
10. Excellent written communication and presentation skills.
11. Outstanding organization skills are required to effectively manage competing priorities, responsibilities and workload.
12. Must be able to maintain confidentiality and deal with sensitive employee situations with an appropriate level of compassion and professionalism.
13. Working knowledge of all pertinent federal and state regulations, filing and compliance requirements including ERISA, HIPPA, COBRA, ADAAA, FMLA, ACA, SECTION 125 requirements.

EDUCATION AND/OR EXPERIENCE:

High School Diploma or GED is required.

Associate's Degree in business or related field is preferred.

Minimum three (3) - five (5) years of experience in compensation related work is required.

Combinations of the experience and training that would provide the knowledge and skills required will be considered.

General Human Resources experience preferred.

CERTIFICATES, LICENSES AND REGISTRATIONS:

None required.

PHYSICAL DEMANDS:

Work is conducted in a dynamic, fast-paced office setting with moderate to loud noise levels from production activity in the shipyard. There may be times where the individual will be in production areas. The incumbent must be able to walk to and from job sites. Also, the person may be required to work more than 8-hour shifts and weekend work. On occasions the incumbent may be required to lift up to 20 pounds. There may be the need to travel up to 10% of the time and/or out-of-town (including air travel). Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

WORK ENVIRONMENT:

The work environment for this job is potentially hazardous due to travel to and inside ships as well as travel around ship repair yard. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Our goal is to provide a strong compensation package in support of industrial jobs that matter - to the local economy - and communities in which we operate.

To achieve this goal, Vigor's total compensation philosophy will remain flexible and therefore, subject to periodic review and revision to assure it continues to be sustainable and that is supports the Vigor Code and Culture Values.

Vigor's total compensation philosophy considerations include the following:

• Objective is to attract and retain the best performers.
• Base pay for positions shall be set slightly below market.
• Base pay provided to individuals shall be determined in consideration of market data, internal equity, and overall job performance.
• Annual cash compensation, which includes base pay and incentive compensation bonus, shall be target to be above market when the Company's overall financial performance has been positive.
• Encourage leadership and competency building by linking career development and individual performance to greater income earnings opportunities.
• Employee health, welfare and 401K retirement benefits taken together are above market average provided overall company performance remains positive.

At Vigor we offer a generous benefits package that includes:

Vigor and its wholly owned subsidiaries provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, protected veterans, age, disability or genetics. In addition to federal law requirements, Vigor complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, benefits, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.