Position Purpose
The Director of Benefits provides enterprise leadership for the design, governance, and execution of comprehensive employee benefits programs that support the organization’s business objectives, workforce strategy, and financial priorities. This role serves as the primary authority on benefits strategy, plan design, and governance, ensuring programs are competitive, equitable, compliant, and financially sustainable.
Reporting to the Vice President, Total Rewards, the Director of Benefits partners closely with senior leadership, Finance, HR, and external partners to deliver data-driven benefits solutions that enhance employee experience, support health and well-being, and enable talent attraction and retention across a large, complex organization.
Key ResponsibilitiesBenefits Strategy & Enterprise LeadershipDevelop, lead, and execute a forward-looking enterprise benefits strategy aligned with business objectives, talent priorities, and market best practices.
Serve as the enterprise authority on benefits strategy, providing clear guidance and recommendations to senior leaders on program design, competitiveness, and cost sustainability.
Ensure benefits offerings support overall employee well-being.
Own benefit plan design decisions across all programs, including medical, pharmacy, dental, vision, life, disability, retirement, time-off and well-being programs.
Determine funding strategies, eligibility rules, employee contribution structures, and plan features, balancing employee experience, competitiveness, and affordability.
Lead the annual benefits planning and renewal cycle, including strategy development, vendor negotiations, cost modeling, leadership recommendations, and open enrollment execution.
Lead self-insured benefits strategy, including claims performance oversight, stop-loss strategy, pharmacy cost management, and risk mitigation initiatives.
Partner closely with Finance, FP&A, and actuarial partners to manage multi-year benefits cost forecasting, trend analysis, and funding recommendations.
Oversee the benefits budget with strong fiscal discipline, ensuring cost containment while maintaining competitive and sustainable programs.
Establish and maintain enterprise benefits governance and fiduciary frameworks, including ERISA compliance, audit readiness, vendor controls, and documentation standards.
Ensure compliance with all applicable federal, state, and local regulations governing employee benefits.
Monitor regulatory developments and proactively adjust policies and practices to mitigate risk and ensure ongoing compliance.
Own strategic relationships with benefits vendors, brokers, consultants, and third-party administrators.
Drive vendor performance management, contract negotiations, and service optimization to ensure high-quality delivery and strong financial outcomes.
Leverage vendor partnerships to identify innovative solutions and emerging trends.
Own the enterprise benefits communication and education strategy, ensuring clear, engaging, and effective messaging across all employee populations.
Lead change management efforts related to benefits program enhancements, renewals, and system implementations.
Promote a culture of health, well-being, and informed benefits decision-making across the organization.
Define and monitor key benefits performance metrics, including cost trends, utilization, engagement, and program effectiveness.
Use data and insights to drive continuous improvement and inform strategic decisions.
Benchmark programs against industry standards and best practices to maintain competitive positioning.
Own benefits administration and partner with HR Systems on overall technology strategy and needs to support the program design and execution, including enrollment platforms, vendor integrations, and data integrity.
Drive system optimization, automation, and enhancements to improve scalability, accuracy, and employee experience.
Provide benefits leadership for mergers, acquisitions, divestitures, and business integrations.
Support due diligence, program harmonization, employee transitions, and retention strategies related to benefits.
Lead, develop, and mentor a high-performing benefits team, fostering a culture of accountability, collaboration, and continuous learning.
Provide strategic direction and operational oversight to ensure consistent execution of benefits programs across the organization.
Reports To: Vice President, Total Rewards
Direct Reports: A team of benefits professionals responsible for the administration, optimization, and strategic execution of employee benefits programs.
Travel RequirementsDomestic travel up to 30% to support vendor engagement, business alignment, and strategic initiatives.
This role operates in a hybrid work environment, combining in-office and remote work. The position functions in a fast-paced, deadline-driven setting requiring adaptability, strong prioritization skills, and frequent collaboration with senior leaders and cross-functional partners.
Minimum QualificationsEducationBachelor’s degree in Human Resources, Business Administration, Finance, or a related field required.
Advanced degree and/or professional certifications such as Certified Employee Benefit Specialist (CEBS) or PHR/SPHR preferred.
Equivalent experience may be considered in lieu of formal education.
Minimum of 10 years of progressive experience in benefits management within a large, complex organization.
Demonstrated expertise in enterprise benefits strategy, plan design, and governance.
Experience managing self-insured benefit programs and complex vendor environments.
Strong financial, analytical, and actuarial acumen with the ability to translate data into strategic insights.
Proven ability to influence senior leaders and serve as a trusted advisor on benefits strategy.
Deep knowledge of benefits compliance, ERISA requirements, and regulatory best practices.
Excellent communication, change leadership, and stakeholder management skills.
Ability to manage multiple priorities and initiatives in a dynamic environment.
Experience supporting mergers, acquisitions, and large-scale integrations.
Strong background in benefits technology implementation and optimization.
Experience in a Fortune 50 or similarly large, multi-state or multinational organization.
Demonstrated success leading benefits transformations and cost-containment initiatives.
Commitment to continuous learning and staying ahead of regulatory, market, and workforce trends.
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Job Location: SRS Distribution - McKinney
7440 State Highway 121 McKinney, TX 75070-3104
As an Equal Employment Opportunity (EEO) employer SRS Distribution Inc., including all its subsidiaries, provides job opportunities to qualified individuals without regard to actual or perceived race, color, creed, religion, national origin, sex, gender, age, disability, gender identity, sexual orientation, citizenship status, uniform service, veteran status, marital status, genetic information, physical or mental disability, or any other characteristic in accordance with applicable federal, state, and local EEO laws. If you are an individual with a disability or a disabled veteran and require a reasonable accommodation in applying for any posted position, please contact Human Resources at US: 855.556.3221, or by email to: [email protected] with the nature of your accommodation request and include the Business name, location and title of the job opening. Please allow one (1) business day for a reply. All employment offers are contingent upon successful completion of a background check and drug screen, as permitted by law.
Competitive weekly/bi-weekly pay, discretionary bonuses, 401(k) with company match, Employee Stock Purchase Plan, paid time off (vacation, sick, volunteer, holidays, birthday, floating), medical/dental/vision, flexible spending accounts, company-paid life and short-term disability, plus optional long-term disability, and additional life insurance. All benefits subject to eligibility.
Should a Candidate be submitted to fill a position by a recruiting or staffing services agency (“Agency”), the Company has no obligation to pay the Agency any fee for submission, offer, placement or any service without a fully executed contract of service covering the engagement.Skills Required
- Bachelor's degree in Human Resources, Business Administration, Finance, or a related field
- Equivalent experience may be considered in lieu of formal education
- Minimum of 10 years of progressive experience in benefits management within a large, complex organization
- Expertise in enterprise benefits strategy, plan design, and governance
- Experience managing self-insured benefit programs and complex vendor environments
- Strong financial, analytical, and actuarial acumen
- Ability to influence senior leaders and serve as a trusted benefits strategy advisor
- Deep knowledge of benefits compliance, ERISA requirements, and regulatory best practices
- Excellent communication, change leadership, and stakeholder management skills
- Ability to manage multiple priorities and initiatives in a dynamic environment
- Advanced degree and/or CEBS or PHR/SPHR certification
- Experience supporting mergers, acquisitions, and large-scale integrations
- Benefits technology implementation and optimization experience
- Experience in a Fortune 50 or similarly large, multi-state or multinational organization
- Success leading benefits transformations and cost-containment initiatives
SRS Distribution Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about SRS Distribution and has not been reviewed or approved by SRS Distribution.
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Strong & Reliable Incentives — Variable compensation in sales and incentive programs for drivers create meaningful earnings upside beyond base pay. Top performers in sales report materially higher total compensation than base.
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Equity Value & Accessibility — An employee stock purchase plan and broad employee equity participation point to accessible ownership opportunities. A large distribution of equity value to thousands of employees underscores tangible upside beyond cash pay.
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Healthcare Strength — Multiple medical and dental plan options, vision, HSA/FSA, and company‑paid life and disability indicate robust core coverage. Added supports like an EAP and virtual doctor care expand the health and wellbeing offering.
SRS Distribution Insights
What We Do
SRS Distribution is the fastest growing distributor of building products in the United States. Our talented team of industry experts focus all efforts on delivering the highest quality products and services to bring true value to every contractor. This commitment is evident in two exclusive SRS offerings developed with customers in mind: TopShield, our premium product line covering any roofing project end-to-end, and Roof Hub, our real-time project management tool that offers operational insights and updates on the go or from your desk. As a people-first company, SRS offers highly motivated and engaged employees a career path in an entrepreneurial inclusive culture where the corporate office works for the field and not the reverse. Not only does SRS care deeply about customers and employees, but also the communities in which we operate. Raise the Roof Foundation supports veterans and military families, disaster relief efforts and I local assistance for children and families in crisis. SRS is a private company led by a management team of industry veterans who understand the needs of the professional roofing contractor. SRS has grown rapidly through acquisition and the opening of multiple new locations since our February 2008 inception. SRS enjoys strong investor and banking relationships and a solid balance sheet to enable us to remain a high-growth company in the years ahead. SRS also aims to become the most attractive distribution partner to our many valued suppliers by forming collaborative relationships built on trust and friendship that date back many decades. SRS has a very narrow product focus with roofing making up almost 95% of sales. This focus allows us to enjoy a broader and deeper inventory of roofing products at each location than many of our competitor
