Director of Compensation and Benefits
at Westmoreland Coal Company

Date Posted: 5/26/2017

Job Description

GENERAL SUMMARY OF DUTIES: The incumbent in this position is responsible for performing complex duties following established procedures in the following areas: group life and health insurance, benefit plans, and records maintenance. Ensure timely processing of leave requests and benefits enrollments and changes. Ensure the company is in compliance with applicable laws and regulations. In addition, the incumbent in this position will be responsible for compensation administration. Direct a process of organizational planning that evaluates structure, job design, and manpower forecasting throughout the company. Coordinate activities across the business units. Evaluate plans and changes to plans. Make recommendations to senior management.

Provide analysis and support for the executive compensation function. Conduct monthly reporting for all executive compensation programs. May participate in data requirements for executive compensation surveys. Work with the manager to administer payment of annual short- and long-term incentive plans and focal merit program for executives.


1. Assist in evaluating, recommending, and administering all benefit programs.
2. Assist with analyzing benefit options and predicting future costs.
3. Assist with associate benefit programs by developing budgets, selecting vendors, and analyzing benefit plan options to determine the most cost-effective benefit programs based on premiums, fees, and associate cost and participation.
4. Ensure compliance with Employee Retirement Income Security Act (ERISA) by remaining current on state, federal, and local laws and regulations pertaining to benefits and implementing necessary plan changes.
5. Prepare required and requested reports and filings with federal, state, and local regulatory agencies.
6. Develop appropriate methods and materials, booklets, and other media for communicating benefit plans and modifications to employees. In conjunction with senior HR management, approve recommended revisions of benefit plans and explain benefit plans to employees, as necessary.
7. Conduct and participate in various surveys and other methods of evaluating and comparing existing benefit plan options to competitors and peers, analyze results of surveys, and develop changes, as necessary.
8. Comply with federal, state, and local legal requirements by studying existing and new legislation; obtain qualified opinions; enforce adherence to requirements; and advise management on needed actions.
9. Ensure accurate FMLA tracking mechanisms are established to ensure efficient reporting, calculation of time, and overall efficiency for the company, when requested.

10. Administer various associate benefit programs, such as group insurance, life, medical and dental, accident and disability insurance, pensions, investments, and savings procedure.
11. Coordinate personnel procedures to initiate benefits such as disability insurance, medical and life insurance, 401k, etc.
12. Initiate medical and option forms and/or affidavits; arranges for their completion and submission within time limits.
13. Implement new benefit programs; arrange and conduct associate information presentations and enrollments.
14. Verify the calculation of the monthly premium statements for all group insurance policies and maintain statistical data relative to premiums, claims, and costs. Resolve administrative problems with the carrier representatives.
15. Administer the 401k and other executive plans in coordination with the Finance department.
16. Prepare government reports; assist Accounting department in preparation of reports and forms.


1. Direct a process of organizational planning that evaluates structure, job design, and manpower forecasting throughout the company. Coordinate activities across the business units. Evaluate plans and changes to plans. Make recommendations to senior management.
2. Assist with the administration of company-wide Salary Administration Program in order to ensure company compensation policies and procedures are administered fairly and consistently.
3. Validate job requirements by developing and maintaining a job analysis system to analyze all jobs.
4. Define jobs by developing a job-description format for job qualifications.
5. Ensure internal equity is established by evaluating and ranking jobs.
6. Establish external equity by defining the labor market; identifying benchmark jobs; conducting pay surveys; and analyzing pay and related data.
7. Maintain guidelines by writing and updating pay policies and procedures.
8. Complete compensation reports and recommendations by gathering, analyzing and summarizing pay data and trend information.
9. Comply with federal, state, and local legal requirements by studying existing and new employment legislation; enforcing adherence to requirements; and advising management on needed actions.
10. Participate in salary surveys and conduct market salary analysis to ensure competitiveness.
11. Coordinate the annual performance evaluation process and review suggested salary increases, with senior HR management, to ensure approved budget levels are maintained.
12. Provide training materials and classes, as needed, to management to ensure all leaders have current and accurate information and an understanding of various compensation laws, regulations, and equitable pay practices.
13. Provide assistance and support to management, as needed and perform various other duties as assigned.

Executive Compensation

1. Support a broad range of executive compensation activities including conducting complex analysis and preparing first drafts of reports for senior management review.
2. Benchmark executive compensation pay levels relative to market, including long-term incentive valuation, to ensure market data appropriately reflects executive population.
3. Support analysis related to senior officer pay and overall company financial performance to be presented to the Compensation Committee.
4. Assist with the design, implementation, and administration of the company’s executive compensation program.
5. Research, model, and analyze data for executives.
6. Work on equity and stock ownership programs and executive compensation surveys.
7. Administer monthly reporting and payments for all executive compensation and operations programs.
8. Analyze information regarding short- and long-term bonus plan eligibility, bonus targets, and accruals and review eligibility prior to senior management review.
9. Analyze information regarding executive base pay practices.
10. Update information to Finance regarding accruals on stock programs impacted by terminations, retirements, and new grants.
11. Respond to ad hoc requests for analysis in support of executive compensation programs.
12. Draft communications for program changes.

PERFORMANCE REQUIREMENTS: Polished interpersonal skills. Strong personnel management skills. Knowledge of organizational policies and procedures. Knowledge of fiscal management and office management techniques. Knowledge of computer systems and applications. Ability to apply policies and procedures to solve everyday issues. Ability to exercise initiative, problem solving and decision making skills. Ability to establish priorities and coordinate work activities. Ability to work in conjunction with Company managers and employees. Excellent verbal and written communication skills. Ability to work in a fast paced environment and handle multiple projects simultaneously to meet critical deadlines. Ability to quickly develop strong internal working relationships.

Ability to respond to common inquiries or complaints from customers, regulatory agencies, or members of the business community. Ability to effectively present information to top management, public groups, and/or boards of directors. Ability to calculate figures and amounts such as discounts, interest, commissions proportions, percentages, area, circumference, and volume. Ability to define problems, collect data, establish facts, and draw valid conclusions.

Ability to analyze processes and functional requirements to identify inefficiencies and propose solutions. Ability to follow both verbal and/or written policies, procedures, and instructions. Ability to prepare and present accurate and reliable reports containing findings and recommendations. Ability to use logical and creative thought processes to develop solutions according to written specifications and/or verbal instructions. Ability to perform a wide variety of duties and responsibilities with accuracy and speed under the pressure of time-sensitive deadlines.

TYPICAL PHYSICAL DEMANDS: Requires prolonged sitting, some bending, stooping and stretching. Requires constant data input for extended periods of time without leaving the work area. Occasionally lifting files or paper weighing up to 30 pounds. Requires eye-hand coordination and manual dexterity sufficient to operate a keyboard, photocopier, telephone, calculator, and other office equipment. Requires normal range of hearing and eyesight to record, prepare, and communicate appropriate reports. Requires mobility sufficient to travel.

TYPICAL WORKING CONDITIONS: Normal office environment. Occasional evening or weekend work.

Job Requirements


1. Bachelor's degree in Human Resources or related field, required.
2. Certified Compensation Professional (CCP) required.
3. Minimum of 8 years' public company experience in designing and administering executive compensation programs, to include but not limited to disclosures for proxy and long-term incentive plan management.
4. Minimum 8 years’ experience in benefits or related duties, required.
5. Minimum 8 years’ experience in compensation, required.
6. Working knowledge of ERISA, FMLA, and other applicable state/federal statutes and regulations, required.

Job Snapshot

About Us

Westmoreland Coal Company began mining in Westmoreland County, Pennsylvania in 1854 as a Pennsylvania corporation. In 1910, we incorporated in Delaware and continued our focus on underground coal operations in Pennsylvania and the Appalachian Basin. We moved our headquarters from Philadelphia, Pennsylvania to Colorado in 1995. Today, we are an energy company with 13 coal mines in the western U.S. and Canada, a stake in an activated carbon plant and char production facility and two coal-fired power generation units. Our headquarters are located in Englewood, Colorado and we have approximately 2,900 employees.

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