Rewards Program Manager

Rewards Program Manager

• Bachelor's degree in Business Administration, Human Resources, Finance or other job-related field from an accredited college or university
• PLUS eight (8) years of professional level experience in benefits plan design, administration and negotiation.
• In lieu of bachelor's degree, combination of college coursework and/or experience in benefits plan design, administration and negotiation equaling 12 years required.
• Ability to effectively consult and negotiate with all levels of management for solutions to complex problems.
• Demonstrated strong analytical skills with the ability to perform independent in-depth analysis and research.
• Good project management skills.
• High attention to detail and accuracy.
• Knowledge of federal and state employee benefit laws required.
• Oracle experience preferred.
• CEBS or CBP certification preferred.

1) Develops, recommends, implements and administers the health and welfare-related benefit programs, plans and policies. Responsible for financials, plan compliance, communications, vendor management and contract management. Assists in establishing long term objectives for the programs.
2) Administers benefit programs for active, represented and retiree populations in conjunction with HR Services.
3) Conducts financial analysis for recommendation of budgets, accruals, plan changes, annual contributions and costs. Partners with financial analyst and business partners to ensure all requirements are met.
4) Produces written and oral presentations of data, analysis and business information which enables effective decision making by business unit and company executives.
5) Leads the design, cost/benefit analysis and communication of benefit programs in proposal and rollout stage. Participates in negotiation of vendor contracts.
6) Develops and facilitates presentations and related training on benefit topics including annual enrollment, vendor changes and plan introduction and change.
7) Completes benchmark analysis, survey participation, evaluation and comparison with other companies to align with industry best practices. Provides change recommendations to management when appropriate.
8) Defines and develops key performance indicators with integrated program metrics, tracks delivery against program objectives and leads improvement initiatives.
9) Communicates regularly with theHR Services to provide benefit updates including plan changes, vendor changes and policy changes. Provides benefit training to the HR Service Team as needed.

10) Collaborates with and manages relationships with insurance brokers, carriers, and third-party administrators. Monitor service providers by ensuring compliance and evaluating various types of fees and services.

This position may require access to and/or use of information subject to control under the Department of Energy's Part 810 Regulations (10 CFR Part 810), the Export Administration Regulations (EAR) (15 CFR Parts 730 through 774), or the International Traffic in Arms Regulations (ITAR) (22 CFR Chapter I, Subchapter M Part 120) (collectively, 'U.S. Export Control Laws'). Therefore, some positions may require applicants to be a U.S. person, which is defined as a U.S. Citizen, a U.S. Lawful Permanent Resident (i.e. 'Green Card Holder'), a Political Asylee, or a Refugee under the U.S. Export Control Laws. All applicants will be required to confirm their U.S. person or non-US person status. All information collected in this regard will only be used to ensure compliance with U.S. Export Control Laws, and will be used in full compliance with all applicable laws prohibiting discrimination on the basis of national origin and other factors. For positions at Palo Verde Nuclear Generating Stations (PVNGS) all openings will require applicants to be a U.S. person.

Pinnacle West Capital Corporation and its subsidiaries and affiliates ('Pinnacle West') maintain a continuing policy of nondiscrimination in employment. It is our policy to provide equal opportunity in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations. This policy of nondiscrimination shall include, but not be limited to, recruiting, hiring, promoting, compensating, reassigning, demoting, transferring, laying off, recalling, terminating employment, and training for all positions without regard to race, color, religion, disability, age, national origin, gender, gender identity, sexual orientation, marital status, protected veteran status, or any other classification or characteristic protected by law.

For more information on applicable equal employment regulations, please refer to EEO is the Law poster. Federal law requires all employers to verify the identity and employment eligibility of every person hired to work in the United States, refer to E-Verify poster. View the employee rights and responsibilities under the Family and Medical Leave Act (FMLA).
In compliance with the Drug Free Workplace Act of 1988, the Company is committed to a work environment that is free from the effects of alcohol and controlled substances, and free from the abuse or inappropriate use of prescribed and over-the-counter medications. The Company requires employees to be subject to drug and alcohol testing that is job-related and consistent with business necessity, regulatory requirements and applicable laws.