WHO WE ARE

Rooted in community for more than 40 years, Communities In Schools (CIS) strives to bring community resources inside public schools, where they are accessible, coordinated, and accountable. Founder Bill Milliken said, “It’s relationships, not programs, that change children. A great program simply creates the environment for healthy relationships to form between adults and children. Young people thrive when adults care about them on a one-to-one level, and when they also have a sense of belonging to a caring community.”


CIS programs are conducted annually throughout the United States, serving 2,900 schools; 1.61M students with over 11,000 community volunteers and 117 CIS affiliate organizations across the country. Their programs for students include providing needs assessments, support teams with corresponding plans to address academic and non-academic needs, delivery of multiple tiers of support for both students and families, progress monitoring and evaluation and assessment with parents and student support systems.


MISSION AND VALUES

Communities In Schools (CIS), is “all-in” for kids. It is our passion—it is our mission. At the National Office, CIS collaborates with local affiliate organizations to provide resources and create communities of caring adults who work hand-in-hand with educators to make sure young people have the tools they need to stay in school and achieve in life. We are the nation’s largest dropout prevention organization, and we achieve our mission by hiring bright, creative, and innovative team members who demonstrate a passion for what they do.

CIS also holds the following talent beliefs:

  • Every staff member is passionate and committed to the mission.
  • As a National Office, CIS employees have a responsibility to live our values and integrate principles of diversity, equity, and inclusion across the organization and lead by example.
  • In turn, CIS is committed to continuously improving decision making, incentivizing creativity, and building engagement and we do this by building a diverse workforce, fostering a climate of inclusion, and shaping business practices and policies that promote equity.


ABOUT THE ROLE

Under the general supervision of the Vice-President, Human Capital, the Specialist, Benefits and Compensation Administration is responsible for supporting the design, implementation, and administration of the benefits and compensation strategy to ensure market competitiveness, internal equity practices, and compliance with federal, state, and local regulatory compliance requirements. 


PRIMARY DUTIES & RESPONSIBILITIES


Benefit Administration: (40%)

  • Manages the administration and delivery of the employee benefits programs, such as FMLA, STD, Parental Leave, Workers’ Compensation, etc., ensuring compliance with all federal and state laws and regulations including, but not limited to, ERISA, DOL, and IRS.
  • Manages the relationships with benefits providers.
  • Act as primary employee advocate in troubleshooting benefit issues, responding to benefits-related inquiries, and providing day-to-day administration of all company benefit programs.
  • Maintains the Paylocity Benefits module by creating our annual open enrollment event, verifying, and approving events such as qualified life events, and other systems related fundamentals.  Reconcile monthly benefit vendor invoices to Paylocity benefit data.
  • Works closely with Payroll team to ensure employees are enrolled correctly and deductions are correctly deducted.
  • Responds to 403(b)inquiries from staff relating to enrollments, plan changes, contribution amounts and support.
  • Develops wellness programs and initiatives.
  • Develops communication tools to enhance understanding of the company's benefits package.


Compensation (30%)

  • Works directly with the Vice-President, Human Capital, on the on-going development, review, reporting, and implementation of an effective, equitable compensation strategy.
  • In collaboration with the VP and HRBP, oversees the maintenance of the CIS compensation and career framework.
  • Develops, applies, and modifies policies for compensation, bonuses, and incentives. Researches and analyzes relevant regulations and industry best practices.
  • Maintains job descriptions and job evaluation systems in partnership with key stakeholders.
  • Designs, implements, and maintains a base pay structure that balances market competitiveness with internal job worth, in alignment with the compensation philosophy. Guides participation in compensation surveys, identifying appropriate market sources and drawing out insights from the data.
  • Provides guidance and recommendations to managers, HR Business Partner, and other key stakeholders on compensation questions and decision-making accountabilities.
  • Selects and manages vendors including compensation survey providers, salary administration providers, and other compensation program service providers; develop and implement effective vendor evaluation tools.


Policy and Compliance Administration (30%)

  • Maintains/updates employee handbook, ensuring both legal compliance and a reflection of organizational values and policies.
  • Assists in designing and developing clear and effective HR policies, procedures, programs and standards that ensure labor law compliance.
  • Conducts a comprehensive review of current HR processes and procedures and make recommendations to improve or achieve HR compliance.
  • Works collaboratively with HR Business Partner to ensure consistent application of policies and procedures.


SUCCESSFUL CANDIDATES ARE REQUIRED TO HAVE THE FOLLOWING SKILLS AND QUALIFICATIONS

  • Bachelor's degree in human resource management or related field, and five to seven years of related benefits or employee benefits administration experience. CBP, CCP, or SRHM certifications a plus.
  • Experience with vendor-relations and multi-state employers preferred.
  • Knowledge of all pertinent federal and state regulations, filing, and compliance requirements, both adopted and pending, affecting employee benefits programs, including the ACA, ERISA, COBRA, FMLA, ADA, Section 125, workers' compensation, Medicare, and Social Security and DOL requirements.
  • Experience with Payscale/Salary.com or other online compensation systems preferred.
  • Ability to interpret and clearly communicate complex laws to team members and clients in a way that is easily understood.
  • High degree of self-discipline and motivation.
  • Knowledge of building compensation packages and bonus programs for various departments and seniority levels.
  • Experience with analyzing and reporting data in order to identify issues, trends, or exceptions to drive improvement of results and find solutions.
  • Ability to handle sensitive information confidentially.
  • Ability to work collaboratively with all levels of the organization and maneuver through conflict effectively.
  • Knowledge of mathematical and statistical principles and their applications relative to compensation analysis.


TRAVEL

Less than 10%


ABOUT US

CIS staff continue to work in a virtual environment; however, the national office is open and available for staff to use as appropriate.


To ensure the health and safety of staff and job applicants, all interviews will be conducted by phone and/or video conference.


BENEFITS & PERKS

Work that makes a difference—the opportunity to contribute to an important mission!

Competitive and comprehensive compensation and benefits package, including:

  • Five weeks of Paid Time Off
  • Generous 403b Retirement Savings Plan contribution
  • 9 Paid Holidays
  • 90% of employee health care premiums paid by the organization
  • Summer Work Schedule and Winter Break
  • Employer-paid short-term and long-term income replacement programs, and much, much more!


Communities In Schools is committed to a workforce that is representative of the varied communities we are privileged to serve. We provide a work environment that does not discriminate based on race, color, national origin, gender, age, sexual orientation, gender identity or expression, marital status, mental or physical disability, genetic information or any other basis protected by applicable law. CIS prohibits harassment of applicants or employees based on any of these protected categories. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.


For more information on Communities In Schools please visit our website.