Director of Total Rewards at Gravie

Minneapolis, Minnesota, United States

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Not SpecifiedCompensation

Senior (5 to 8 years), Expert & Leadership (9+ years)Experience Level

Full TimeJob Type

UnknownVisa

HealthcareIndustries

Requirements

10+ years of progressive experience in total rewards, with at least 5 years in a leadership role overseeing both compensation and benefits
Proven ability to develop and execute strategic total rewards programs in a fast-paced, growth-oriented environment

Responsibilities

Develop and execute a forward-thinking total rewards strategy encompassing compensation, health, welfare, retirement, wellness, and leave programs, ensuring alignment with organizational goals and industry benchmarks
Lead the design and implementation of competitive compensation structures, including base pay, incentives, equity plans, and recognition programs, to support talent acquisition and retention
Oversee the strategic planning and execution of the annual Open Enrollment process, including renewal strategy, employee communications, educational materials
Monitor market trends and benchmarks to ensure compensation and benefits programs remain competitive, equitable, and aligned with the organization’s total rewards philosophy
Build and manage relationships with benefits brokers, compensation consultants, carriers, and third-party vendors to optimize service levels, cost efficiency, and program effectiveness
Collaborate with Finance to develop and manage the total rewards budget, balancing cost control with competitive offerings
Ensure compliance with all federal, state, and local regulations (e.g., ERISA, ACA, HIPAA, FMLA, COBRA) and oversee timely completion of regulatory filings, including 5500s, 1094/95C, and plan audits
Oversee the administration of the 401(k) plan, partnering with administrators, financial planners, and auditors to ensure compliance and employee engagement
Serve as an escalation point for complex compensation and benefits issues, providing strategic guidance and resolution
Drive cross-functional collaboration with HR, Finance, and leadership teams to align total rewards with business objectives
Stay abreast of emerging trends in total rewards, incorporating innovative solutions to enhance employee experience and organizational success
Complete and assist in other duties as assigned

Skills

Total Rewards

Compensation Design

Equity Plans

Benefits Administration

Open Enrollment

Strategic Planning

Talent Retention

HR Compliance

Benchmarking

Employee Communications

Gravie

Health benefits and insurance solutions provider

About Gravie

Gravie provides health benefits by offering straightforward and affordable health plans, primarily targeting individuals and small to midsize businesses. Their main product, Comfort, stands out because it has no deductible and no copays for most common healthcare services, allowing members to access care without unexpected costs. Additionally, Comfort includes virtual care options for musculoskeletal and mental health issues. Gravie also offers a payment solution called Gravie Pay, which enables members to pay for healthcare expenses interest-free, further easing financial stress. Unlike traditional health plans, Gravie claims that Comfort members save on out-of-pocket costs, and employers switching to Gravie often see lower premium expenses. The company has a high retention rate, indicating that many employees choose to continue with the Comfort plan in subsequent years. Gravie's goal is to simplify health benefits and reduce the financial burden of healthcare for its members.

Minneapolis, MinnesotaHeadquarters

2013Year Founded

$333.3MTotal Funding

DEBTCompany Stage

Fintech, HealthcareIndustries

201-500Employees

Benefits

Health Insurance

401(k) Retirement Plan

401(k) Company Match

Paid Holidays

Paid Vacation

Paid Sick Leave

Flexible Work Hours

Paid Parental Leave

Wellness Program

Alternative Medicine Coverage

Cell Phone Reimbursement

Transportation Perks

Education Reimbursement

Paid Paw-ternity Leave

Risks

Potential backlash from traditional insurers could increase competition or lobbying.

Rapid ICHRA adoption may invite regulatory scrutiny or changes.

Aggressive expansion strategy could strain resources and lead to inefficiencies.

Differentiation

Gravie's Comfort plan offers zero deductibles and copays, unlike traditional health plans.

Gravie Pay provides interest-free payment solutions, reducing financial burdens for members.

Focus on virtual healthcare services enhances accessibility and member satisfaction.

Upsides

Increased ICHRA adoption since 2020 expands Gravie's market opportunities.

Comfort plan's zero-deductible model attracts cost-conscious employers and employees.

Virtual healthcare services align with rising demand, boosting member engagement.

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