With world attention focused on both the environment and the economy, Environmental Defense Fund (EDF) is where policymakers and business leaders turn for win-win solutions. This leading green group, with programs from Boston to Beijing, has tripled in size over the past decade by focusing on strong science, uncommon partnerships and market-based approaches. EDF’s mission is to preserve the natural systems on which all life depends. Finding solutions to the critical environmental problems facing the planet requires a team of people with an array of perspectives and experiences. You can be part of a vibrant workplace that welcomes diverse perspectives, talents, and where innovation and a focus on results are a way of life.
Aligning business strategy along with market competitiveness and cost effectiveness, this role will design, develop and implement a global total reward strategy which supports global talent attraction, retention and engagement. The incumbent will be responsible for oversight of all employee health, welfare, wellness and retirement programs of the organization. EDF is focused on building and reinforcing our win-win, solutions-oriented culture with a competitive, and performance-based total rewards strategy and program that is as creative and customer/program centered as our solutions are for the environment.
As the organization transforms from international to global, we are looking for a person with knowledge on how to establish, and migrate a nascent EDF Total Rewards Strategy to different parts of the globe. They should also be knowledgeable of how to stand up and expatriate program. EDF operates following a HR Center of Excellence governance model so in addition to leading Total Rewards this role will also lead the Performance Management and Employee Engagement processes.
Lead the development of a cost effective health, welfare and wellness plan design that is competitive with the marketplace, and for keeping abreast of employee plans and programs developments, trends and issues and informing HR Leadership Team and senior executives thereof.
Responsible for managing existing defined contribution and defined benefit retirement plans, ensuring timely and accurate funding of plans, and developing metrics on each plan, regulatory compliance, and overseeing plan audits.
Management of vendors and annual renewals negotiation, presents proposed changes and cost to Executive level. Prepares communication plan, materials and roll out of plans for the year to employees.
Partners with Finance during the budgeting process and throughout the year regarding benefits and retirement costs.
Organize Benefit Plan Committees, hold and lead meetings throughout the year.
Align the Performance Management process with the Compensation system so that we are appropriately differentiating and rewarding performance either financially or non-financially (growth & development). Insure calendars and communications plans align so that the processes are executed in a timely and effective manner.
Establish an Employee Opinion Survey at least annually to understand what employees thing and how “engaged they are with the organization. Work with HRBPs and other COEs to role our effective action plans to increase and improve organizational employee engagement.
Continuously strives to create process improvements, and encourages direct reports to do the same.