The Director of Total Rewards is accountable for the strategic direction, leadership and management of compensation and benefits at Continental Resources. The mission of the Total Rewards function is to ensure CLR's Benefits and Compensation initiatives are competitive, sustainable, scalable, and have a positive impact on the overall performance of the organization. The Director of Total Rewards will provide leadership to staff who are accountable for the continuous development, design, implementation, communication and maintenance of compensation, benefits and recognition programs. The Director of Total Rewards serves as a trusted advisor to executive leadership on prevailing total reward practices and as such oversees executive compensation, prepares materials for the Compensation committee, public disclosure and compliance.
Working in partnership with key CLR Stakeholders and the HR Leadership Team, establishes the Total Rewards vision and philosophy for Continental Resources so as to effectively attract and retain top talent.
Has overall accountability for the planning, design, implementation, maintenance, and administration of CLR's compensation and benefits programs to align the organization's people and business strategies, objectives and competitive marketplace position.
Collaborates with and serves as an advisor to executive leadership on matters pertaining to total rewards, management incentive plans and executive compensation.
Develop effective analytics and metrics to influence program direction and monitor business impact and effectiveness.
Leads, inspires and develops a high-quality team that is aligned to the current and future needs of the business. This will be supported through coaching, mentoring and providing ongoing feedback to foster an innovative and learning environment. Maintains common and consistent communication messages to support the strategic goals, mission and values of CLR.
Establishes, revises, administers and communicates policies and procedures in accordance with state, federal and organizational guidelines. Communicates and monitors compliance with regulatory, licensing and accreditation standards.
Prepare annual Total Rewards budget, quarterly forecasts, and works with Finance, senior management, and Compensation Committee on recommendations and allocations.
Oversee all annual processes associated with Total Rewards, including planning and leading annual compensation and performance review cycles, benefits marketing and communications, and annual open enrollment.
Oversee vendor selection; monitor and manage selected vendors against service level agreements and effectiveness.
Working in partnership with Director, Talent Management, ensures that end-to-end processes are delivering desired results; fostering a collaborative, values-driven HR team culture of high standards, strong productivity and innovation.
Analyzes current compensation, benefits and rewards programs to ensure they align with our business strategy and ensures that our programs optimize our ability to attract and retain top talent.
Maintains current knowledge of related government rules and regulations, including the Employee Retirement Income Security act (ERISA), FLSA, FMLA, COBRA, OSHA, Worker's Compensation, and other applicable Labor and/or Tax laws and regulations; fulfills compliance and reporting requirements.
Oversee the management of our benefits vendor relationships, benefits contracts, and bid negotiation.
Oversee the design and administration of compensation programs including base pay, variable pay, merit, long term incentive, compensation planning, and market analysis with a focus on continuous improvement.
Strong communication skills, both written and oral
Proficient computer skills
Proven team player
Drives Vision and Purpose
Builds Effective Teams
Bachelor's degree in HR or related field required / Master's or MBA preferred
10 years of related experience
A minimum of 5 years designing and implementing Total Rewards Programs (Compensation, Benefits).
5+ years people management experience.
Experience with Workday a plus.
Comprehensive knowledge of benefits programs (Health, 401K, etc.) and experience working with external vendors.
Experience developing and/or managing executive compensation required
The ability to influence and present to the Board of Directors is a must have.