Systems Director of Employee Experience and Total Rewards

At Bristol Hospital and Health Care, we begin each day caring today for your tomorrow. We have been an integral part of our community for the past 100 years. We are dedicated to providing the best possible care and service to our patients, residents and families. We are committed to provide compassionate, quality care at all times and to uphold our values of Communication, Accountability, Respect and Empathy (C.A.R.E.). We are Magnet à‚® and received the 2020 Press Ganey Leading Innovator award for our rapid adoption and implementation of healthcare solutions during the COVID-19 pandemic. Use your expertise, compassion, and kindness to transform the patient experience. Make a difference. Make Bristol Hospital and Health Care your

choice.

Position Summary

The Systems Director of Employee Experience, Benefits, & Compensation is a strategic and operational HR leader responsible for shaping Bristol Health’s total rewards strategy-including employee experience, compensation, benefits, and employee relations. This role oversees a

team of HR Business Partners and ensures that HR programs align with organizational values, support workforce engagement and retention, and meet regulatory requirements. The director will also champion inclusive culture initiatives under the framework of belonging, opportunity,

and access.

Key Responsibilities

HRBP Leadership & Employee Experience

• Lead and mentor a team of HR Business Partners in delivering strategic, consistent, and proactive HR guidance to leaders and employees across the organization.
  
• In partnership with the Systems Director of HR Operations and Professional
  
• Development, this role will be responsible for implementing strategies that enhance the employee experience at every stage-onboarding, development, engagement, retention, and exit.
  
• Drive HR practices that promote Bristol Health�s C.A.R.E. values: Communication, Accountability, Respect, and Empathy.
  

Employee Relations Oversight

• Oversee all employee relations functions, ensuring timely, fair, and compliant handling of workplace issues, investigations, performance concerns, and disciplinary actions.
  
• Serve as a trusted advisor and escalation point for complex or high-risk employee relations cases.
  
• Standardize employee relations processes, documentation, and training for HRBPs and leaders to ensure legal compliance, consistency, and fairness.
  
• Monitor trends, conduct root cause analysis, and recommend proactive solutions to reduce risk and improve workplace culture.
  
• Partner with Legal, Compliance, and union representatives (if applicable) as needed to resolve grievances or labor matters.
  

Total Rewards Strategy & Administration

• Design and manage Bristol Health�s compensation programs, including base pay, job architecture, salary structures, market pricing, incentive plans, and annual merit reviews.
  
• Conduct competitive benchmarking and salary surveys to ensure pay equity and market competitiveness.
  
• Support leaders with job evaluations, FLSA classifications, and compensation planning aligned with budget and retention goals.
  
• Ensure compensation practices are compliant with federal and state regulations and align with internal fairness principles.
  
• Lead strategy, design, and administration of all benefits programs, including medical, dental, vision, disability, life insurance, retirement (403b/401k), wellness programs, FSAs/HSAs, and voluntary benefits.
  
• Oversee the employee leave process ensuring compliance with Bristol Health�s Leave Policy, state of CT Sick and Paid Leave, FMLA and ADA requirements.
  
• Manage vendor partnerships, compliance, annual renewal and open enrollment processes.
  
• Leverage benefits data to ensure offerings are cost-effective, competitive, and aligned with the needs of a diverse healthcare workforce.
  
• Communicate benefits offerings clearly and effectively to support employee understanding and engagement.
  

Culture, Inclusion, & Well-Being

• Champion a culture of inclusion, respect, and engagement aligned with the values of a mission-driven healthcare organization.
  
• Partner with leaders to drive employee belonging and recognition, and wellness initiatives.
  
• Oversee employee engagement surveys and action planning to improve satisfaction and retention.
  

Compliance, Metrics & Continuous Improvement

• Ensure HR programs are compliant with applicable federal and Connecticut-specific labor and benefits regulations. (e.g., ERISA, ACA, HIPAA, FMLA, CT Paid Leave, ADA, Title VII).
  
• Track KPIs including engagement scores, turnover, grievances, leave utilization, and benefits participation.
  
• Regularly review, audit, and improve HRBP practices and benefits offerings to align with best practices and legal requirements.
  

Qualifications

• Education & Experience
  
• Bachelor's degree in Human Resources, Business Administration, Finance, or related field (Master�s degree or relevant certifications such as SHRM-SCP, SPHR, CEBS, or CCP preferred).
  
• 8-10+ years of progressive HR leadership experience with demonstrated expertise in compensation, benefits, and employee relations.
  
• Experience leading HRBPs and managing strategic programs across a multi-shift or healthcare environment is strongly preferred.
  
• Proven track record of developing compensation strategies, resolving employee relations cases, and enhancing employee experience initiatives.
  

Knowledge, Skills, &Abilities

• Strong knowledge of federal and state labor laws (e.g., FLSA, ACA, ADA, CT Paid Leave).
  
• Proficient in compensation design, job evaluation, and benefits compliance.
  
• Excellent communication, conflict resolution, and leadership coaching skills.
  
• Analytical mindset with experience using HRIS, compensation tools, and data dashboards to inform decisions.
  
• Ability to manage sensitive and confidential issues with discretion and integrity
  

Success Measures

• Increased employee engagement and satisfaction scores.
  
• Fair and competitive compensation structures that attract and retain talent.
  
• Low turnover in key roles and reduction in avoidable employee relations cases.
  
• High levels of benefits participation and positive feedback on offerings.
  
• Legal compliance and readiness across all total rewards and employee relations programs.