Vice- President, Benefits

Who Are We Looking For?

The ideal candidate will be a benefit thought leader and seasoned professional with experience managing benefits in the Americas and will be responsible for the operational and strategic leadership, oversight and management of the company’s benefit, leave and retirement plans and programs. They will be able to effectively partner with internal stakeholders within Global Human Resources, Finance, Procurement, and business leaders in the region, and ensure compliance with local benefits laws and regulations, as well as State Street vendor requirements. The successful candidate won’t be afraid to ‘roll up their sleeves’ and will be involved in all aspects of benefit management from operations to risk and compliance to strategy and planning; the person in this role must have the ability to think critically and work effectively in a matrix organization.

Why this role is important

The Vice President, Benefits is part of the Global Human Resources (GHR) Benefits team and is responsible for the operational and strategic leadership, oversight, and management of the company’s benefits. In partnership with Head of Global Benefits, the individual in this role would develop short- and long-term benefit strategy across the region. They would execute on the benefit and wellbeing programs, including physical, emotional, and financial; in addition, the person in this role would also lead the design, delivery, and transformation of regional and global benefits plans, as well as employee engagement strategy.

Responsibilities

Specific responsibilities include:

• Designing a benefits offering that attracts and retains employees, is compliant with local regulation and that effectively support State Street’s employee value proposition
• HR risk governance and compliance management.
• Vendor oversight including third party risk management
• Ensuring operational excellence alongside plan design and strategy are aligned to metrics and benchmarks and develop appropriate strategic recommendations
• Partner with the internal Finance and Accounting teams on management of plan financials and internal budget projections, and effectively manage costs of benefit programs
• Effectively partner with internal stakeholders (HR, Finance, Procurement, Legal, etc.)
• Oversee plan and program communications to ensure benefits are understood and valued
• Oversee benefit compliance and reporting requirements, including managing the preparation of any governance materials and lead presentations for governance committee meetings, as needed
• Oversee large-scale projects, including RFPs and transitions to new vendors, as well as due diligence and integration for corporate actions (e.g., mergers & acquisitions)
  
  
  

General Requirements

• 7 years of experience in US benefit programs including in-depth knowledge of retirement plans (qualified and non-qualified) and health and welfare benefit programs, leave programs, as well as regulations such as ERISA, COBRA, HIPAA, SECURE Acts 1.0 and 2.0, Section 125, etc.
• Strong risk and compliance vendor oversight
• Highly organized, with the ability to prioritize, manage multiple tasks simultaneously and to work well under pressure and with little oversight
• Excellent analytical and problem-solving skills and an in-depth financial analysis background
• Strong presentation and project management skills, attention to detail, and an ability to communicate effectively throughout all levels of the organization
• Exceptional Microsoft Office skills, with a focus on Excel and PowerPoint, and a strong technical aptitude
• Ability to interact with all levels of employees and management, and manage confidential information in a professional manner
• Flexible, "can do" attitude
• Bachelor’s degree or equivalent
  
  
  

Salary Range

$110,000 - $177,500 Annual

The range quoted above applies to the role in the primary location specified. If the candidate would ultimately work outside of the primary location above, the applicable range could differ.

Job Application Disclosure

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

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Job ID: R-767076