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Vice President, Total Rewards, HRIS and HR Operations
This position is eligible for our FLEX persona. For more information on our personas, visit our How We Work (http://careers.bluecrossma.org/us/en/how-we-work) page.
Job Summary
The Vice President of Total Rewards and HR Information Systems and Operations is a strategic and hands-on leader responsible for the design, implementation, and administration of the company's comprehensive total rewards and HR operations strategies. This executive role is crucial in attracting, retaining, and motivating top talent by ensuring our compensation, benefits, and HR systems are competitive, compliant, and aligned with our business objectives. The ideal candidate will be a data-driven leader with a proven track record of building scalable systems, driving operational excellence, and using total rewards to foster a culture of high performance.
Key Responsibilities
Strategic Leadership:
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Partner with the Chief People Officer (CPO) and executive leadership to develop and execute a forward-looking total rewards strategy that supports the company's mission and growth objectives.
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Provide strategic direction and oversight for all compensation, benefits, retirement, health and wellness, and absence management programs.
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Provide strategic HR leadership during the evaluation and integration of external partnerships and collaborations aimed at building key organizational capabilities.
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Lead and champion change management efforts associated with the evolution of total rewards programs and HR systems to ensure successful adoption and a positive employee experience.
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Serve as a key advisor and provide primary support to the Human Resources and Compensation Committees of the Board of Directors, preparing and presenting materials on executive compensation, total rewards strategies, and other relevant governance topics.
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Lead the HR Operations and HRIS functions to ensure efficient and effective delivery of HR services, leveraging technology and automation to enhance the employee experience.
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Provide strategic HR leadership during the evaluation and integration of external partnerships and collaborations aimed at building key organizational capabilities.
Compensation:
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Own and evolve the company's total reward philosophy, including job architecture, salary structures, and incentive programs.
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Lead the annual compensation planning process, including salary adjustments, bonus payouts, and long-term incentive awards.
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Conduct market analysis and benchmarking to ensure compensation programs are competitive and equitable.
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Champion the company's commitment to pay equity and transparency, ensuring clear, open, and consistent communication with candidates and associates in alignment with the Total Rewards Philosophy.
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Ensure compliance with all federal, state, and local regulations related to compensation.
Benefits & Wellness:
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Oversee the design, administration, and communication of all health and welfare plans, retirement programs, and wellness initiatives.
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Champion a holistic approach to employee well-being, including physical, mental, and financial health.
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Manage relationships internally with sales and finance and externally with vendors, to ensure high-quality service and cost-effective solutions.
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Ensure compliance with all relevant regulations, including ERISA, ACA, COBRA, and HIPAA.
HR Operations, Information Systems (HRIS):
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Lead the HRIS function, setting the strategy for HR technology and ensuring the optimal use, integration, and enhancement of our HRIS platform (Workday) and other HR systems.
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Drive a roadmap of continuous improvement and innovation in all HR systems and processes to enhance scalability, efficiency, and data accuracy.
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Ensure the seamless execution of all HR operational processes, from onboarding to offboarding.
Qualifications
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Education: A bachelor’s degree in human resources, Business Administration, Finance, or related experience is required. A master’s degree (MBA or MS in HR) is preferred.
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Experience: A minimum of 10-15 years of progressive experience in Total Rewards and HR Operations, with at least 5-7 years in a senior leadership role. Experience in the health insurance or healthcare industry is strongly preferred.
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Certifications: Professional certifications such as Certified Compensation Professional (CCP), Certified Benefits Professional (CBP), or SHRM-SCP are highly desirable.
Skills & Competencies
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Strategic Vision: Ability to think strategically and develop a long-term vision for total rewards and HR operations that aligns with the company's goals.
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Leadership: Proven ability to lead, mentor, and develop a high-performing team across multiple functions.
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Change Management: Demonstrated expertise in leading organizations through significant changes to systems, processes, or compensation and benefits philosophies.
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Analytical Skills: Strong analytical and problem-solving skills, with the ability to translate data into actionable insights.
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Partnership Integration: Experience in leading HR due diligence and integration processes for strategic partnerships and collaborations, ensuring seamless cultural and operational alignment.
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Communication: Excellent communication and presentation skills, with the ability to influence stakeholders at all levels, including the Board of Directors. Demonstrated ability to communicate complex topics in a simple and transparent manner across the organization.
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Financial Acumen: A strong understanding of the financial implications of compensation and benefits programs.
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Regulatory Knowledge: Deep knowledge of all relevant laws and regulations governing compensation and benefits programs.
LI-Hybrid
Minimum Education Requirements:
High school degree or equivalent required unless otherwise noted above
LocationBostonTime TypeFull time
Salary Range: $316,080.00 - $386,320.00
The job posting range is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee’s pay position within the salary range will be based on several factors including, but limited to, relevant education, qualifications, certifications, experience, skills, performance, shift, travel requirements, sales or revenue-based metrics, and business or organizational needs and affordability.
This job is also eligible for variable pay.
We offer comprehensive package of benefits including paid time off, medical/dental/vision insurance, 401(k), and a suite of well-being benefits to eligible employees.
Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.
WHY Blue Cross Blue Shield of MA?
We understand that the confidence gap (https://www.theatlantic.com/magazine/archive/2014/05/the-confidence-gap/359815/) and imposter syndrome (https://www.braintreepayments.com/blog/overcoming-imposter-syndrome/) can prevent amazing candidates coming our way, so please don’t hesitate to apply. We’d love to hear from you. You might be just what we need for this role or possibly another one at Blue Cross Blue Shield of MA. The more voices we have represented and amplified in our business, the more we will all thrive, contribute, and be brilliant. We encourage you to bring us your true colors, , your perspectives, and your experiences. It’s in our differences that we will remain relentless in our pursuit to transform healthcare for ALL.
As an employer, we are committed to investing in your development and providing the necessary resources to enable your success. Learn how we are dedicated to creating an inclusive and rewarding workplace that promotes excellence and provides opportunities for employees to forge their unique career path by visiting our Company Culture (https://careers.bluecrossma.org/us/en/culturepage) page. If this sounds like something you’d like to be a part of, we’d love to hear from you. You can also join our Talent Community (https://careers.bluecrossma.org/us/en/jointalentcommunity?applyType=JTC) to stay “in the know” on all things Blue.
At Blue Cross Blue Shield of Massachusetts, we believe in wellness and that work/life balance is a key part of associate wellbeing. For more information on how we work and support that work/life balance visit our "How We Work (https://careers.bluecrossma.org/us/en/how-we-work) " Page.
Voted as the highest in member satisfaction among Massachusetts commercial health plans by JD Power , Blue Cross Blue Shield of Massachusetts is a community-focused, tax-paying, not-for-profit health plan headquartered in Boston. We have been a market leader for over 75 years, and are consistently ranked among the nation's best health plans. Our daily efforts are dedicated to effectively serving our 2.8 million members, and consistently offering security, stability, and peace of mind to both our members and associates.
Our Commitment to You
We are committed to investing in your development and providing the necessary resources to enable your success. We are dedicated to creating a refreshing and rewarding workplace that promotes excellence and provides opportunities for employees to forge their unique career path. We take pride in our diverse, community-centric, wellness-focused culture and believe every member of our team deserves to enjoy a positive work-life balance.
Blue Cross Blue Shield of Massachusetts is an Equal Employment Employer - veterans/disability. Applicants are considered for all positions without regard to race, color, religion, sex, national origin, age, veteran status, disability, sexual orientation, gender identity or expression, or any other characteristics protected by law.
Blue Cross Blue Shield of Massachusetts will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with Blue Cross Blue Shield of Massachusetts's legal duty to furnish information.
