Compensation & Retirement – COE Solution Specialist

Overview

Manage compensation, benefits, 401(k) and NQDC plans, ensuring compliance and strategy

Key Responsibilities

• predictive analytics
• compensation benchmarking
• compliance testing
• dashboard development
• plan design
• real-time pay

Tasks

-Leverage compensation data and analytics to inform a proactive retention strategy, identifying and mitigating flight risks for top performers. Implement AI for predictive compensation analytics to predict future talent compensation needs, flight risks, and market fluctuations. Partner with People Practices Leaders to monitor turnover/attrition, retention, offer acceptance rates, and internal mobility rates. -Develop and implement a comprehensive communications channel to provide adequate education to eligible employees providing awareness of additional risks of participating in a NQDC plan. -Conduct and review annual testing, such as non-discrimination and top-heavy tests, to maintain compliance providing an approach on balance with deferrals in a qualified plan vs non-qualified plan (NQDC). -Establish a benchmark to measure effectiveness and regularly review third-party administrators (TPAs), investment advisors, and other vendors to ensure they provide high-quality, effective cost-effective services. -Conduct ongoing market analysis and benchmarking to ensure pay practices are competitive and research new compensation trends including regular audits on job responsibilities, FLSA classification, job leveling oversight. Measure fairness in compensation across different demographic groups, such as gender and ethnicity. -Research, recommend and develop an overall financial literacy program and leverage innovative technology and data analytics to offer personalized guidance and investment advice for employees to make informed decisions and improve retirement readiness. -Develop and implement ongoing campaigns and events that keep the compensation plan front-of-mind and give employees convenient opportunities to review and adjust their strategy. -Fulfill the legal and fiduciary duties in managing the 401(k) plan and oversee risk management strategies related to financial operations. -Establish and update compensation and benefits strategies and programs, including salary structures, that evaluate the market competitiveness of compensation by comparing the average company salary to the industry average. -Design and lead development of NQDC plan(s) that are flexible and tailored to meet the specific needs, risk tolerances, and goals of targeted group(s), offering benefits beyond standard 401(k) plans. -Develop an executive-level dashboard that provides real-time insights into base salary, salary range and changes, full-time employee activity within a workgroup, changes in the market, changes in compensation costs, employee feedback and inform leaders of changes in local markets. -Ensure the 401(k) plan complies with all relevant laws and regulations, and that operations like contribution processing and distributions are handled correctly. -Lead a compensation think tank across the construction market/companies that explore future-of-work compensation trends, such as travelers/mobility impact on pay, flexible compensation, and emerging technologies, to understand innovative trends that are forming and position DPR as an industry innovator. -Ensure all compensation and benefits programs comply with federal, state, and local laws and regulations. Implement technology that provides real-time pay analysis and automatically flags potential compliance issues. -Improve 401(k) plan design, offer solutions to improve 401(k) performance and stay current on legislative changes and remain up to date on compliance requirements related to reporting, disclosures, and eligibility rules. -Apply understanding of the tax rules for both qualified 401(k) and nonqualified (NQDC) plans ensuring the company can meet its payment obligations. Apply understanding of different funding vehicles like a "rabbi trust" or corporate-owned life insurance (COLI) to informally fund the NQDC plan and be able to recommend the best vehicle to fund. Ensure NQDC plans comply with Section 409A of the Internal Revenue Code and mitigate the inherent risks of NQDC plans.

Requirements

• 7+ years
• 401(k)
• workday
• excel
• ccp
• analytical

What You Bring

-7+ years of progressive experience in compensation and retirement benefits, with subject matter expertise in 401(k) plan management. A background working with both qualified and non-qualified plans is preferred. -Repetitive Motions - substantial movements (motions) of the wrists, fingers, and/or hands. Frequently, 34% - 66%. -Strong analytical, problem solving and quantitative skills. Proficient in Excel, Statistical modeling, HRIS systems (Workday is preferred), and reporting tools. -Industry experience preferred. -Strong knowledge of 401(k) plan rules, compliance, and operations. -In-depth understanding of retirement planning concepts, investment strategies, and relevant laws and regulations, particularly ERISA and tax rules related to non-qualified plans, is critical. -Excellent communication and interpersonal skills to interact effectively with employees and providers. -Vision - distinguishing characteristics of objects using the eyes. Ability to receive detailed information through visual contact. Constantly, 67% - 100%. -Hearing - receiving detailed information through oral communication and making fine distinctions in sound, such as when making fine adjustments on machined parts. Constantly, 67% - 100%. -Knowledge of human resources and benefits administration best practices. -Bachelor’s degree in Human Resources, Finance, Business, or related field required. -Sitting - particularly for extended periods of time. Frequently, 34% - 66%. -CCP (Certified Compensation Professional), CEBS, or similar certification preferred. -Talking - expressing or exchanging ideas by means of the spoken word. Those activities in which detailed or important spoken instructions to other workers must be conveyed accurately, loudly or quickly. Frequently, 34% - 66%. -Inside - inside environmental conditions or standard office environment Constantly, 67% - 100%. -In-depth understanding of compensation structures, job leveling, FLSA determination and market pricing tools (ej.Radford, Mercer).

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About Dpr Construction

-A forward-thinking construction company that has grown from a small operation to a nationwide leader in the industry. -Focuses on complex, large-scale projects and is known for its expertise in delivering innovative, high-quality construction solutions. -Successfully completed projects across a range of sectors, including commercial, healthcare, education, and data centers, standing out for its ability to manage large budgets and tight schedules. -Notably completed several landmark projects, including high-tech facilities and cutting-edge educational buildings, often involving collaboration with some of the largest tech and medical organizations in the world. -Strong track record in renewable energy, particularly in solar and energy-efficient construction, positioning them as a leader in sustainable building practices. -Approach to construction is driven by technology and innovation, consistently pushing boundaries to ensure maximum efficiency and quality in its operations. -Commitment to performance and safety has earned a reputation for delivering projects that meet and exceed client expectations. -From healthcare campuses to advanced research labs, the company’s dedication to excellence ensures each project is tailored to the unique needs of the client and the community.

Sector Specialisms