We are Doe Run 160 years strong, delivering minerals and metals to power the world. Join our team as a Benefits and Compensation Manager.Based in St. Louis, Missouri, The Doe Run Company is a privately held natural resources company and one of the largest lead producers in the Western Hemisphere. Dedicated to environmentally responsible mineral and metal production, Doe Run has facilities in Missouri, Washington, and Arizona and operates one of the world's largest, single-site lead recycling facilities, located in Boss, MO. Using innovative mining techniques, Doe Run skillfully taps one of the largest lead deposits in the world. As stewards of the mineral resources in our care, we strive to provide premium services and products to people who share our belief in enhancing the quality of life. You may view our sustainability report located athttp://sustainability.doerun.com/.The Doe Run Company is currently seeking a Compensation and Benefits Manager. This leader provides compensation, benefits, and HRIS programs that are competitive in the marketplace, cost-effective for the global workforce, and perceived by the employees to be of value. This position is located at our Corporate Office in St. Louis, MO.Responsibilities:
Develop, implement, and manage companywide benefits and compensation strategies in alignment with short and long-term company goals. Partner with IT on HRIS management and solutions. Work with an external local broker and multiple vendors.
Effectively manage a team of benefits and compensation professionals and work closely with IT and an HRIS professional to provide the organization with high-value support and services.
Responsible for leading and managing risk associated with all ERISA plans. Provide leadership for benefits and compensation governance committees.
Demonstrate leadership in proactively communicating the value of the total rewards package to all employees and other stakeholders.
Other projects and duties as assigned.
Education and Experience:
Bachelors degree in human resources, business, or a related field preferred
Certified Employee Benefits Specialist or equivalent is preferred.
Minimum of 10 years of experience in benefits and compensation.
Minimum of 3 years of leadership experience managing direct reports.
Project management experience.
Experience in the market pricing of position.
Experience implementing a major benefit change.
Experience serving on internal compensation or benefits committees preferred.
HRIS experience.
Valid driver's license.
Knowledge, Skills, and Abilities:
Advanced computer skills, including Microsoft Office and UKG.
Proficient project management skills.
Knowledge of legal requirements of benefits and compensation programs.
Proficient budget planning skills.
Ability to influence others to bring about change.
Proficient written and verbal communication skills with audiences at all levels
Work Environment, Physical and Lifting Requirements:
Work is generally performed in a standard office setting.
Regularly required to sit for extended periods, and to talk and hear. Frequently required to stand, walk, and perform repetitive movement. Requires clarity of vision and the ability to identify and distinguish colors.
May be required to lift to 15 pounds.
Doe Run is an Equal Opportunity Employer, including disability and veterans.ExperienceRequired
HRIS experience.
Experience implementing a major benefit change.
Experience in market pricing of positions.
Project Management experience.
3 year(s): Leadership experience managing direct reports.
10 year(s): Benefits and Compensation experience.
EducationRequired
High School or better
Preferred
Bachelors or better in Human Resource Administration or related field
Licenses and Certifi ationsRequired
Personal Driver's License
Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe contractor 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 the contractors legal duty to furnish information. 41 CFR 60-1.35(c)Equal Opportunity Employer - minorities/females/veterans/individuals with disabilities/sexual orientation/gender identity
