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About the Role
The Total Rewards Manager leads the day-to-day strategy, design, governance, administration, and continuous improvement of the Company’s compensation and benefit programs. This role converts business and workforce needs into practical, competitive, compliant, and financially responsible programs that support attraction, retention, internal equity, employee well-being, and operational consistency. The manager serves as a trusted advisor to Operations leaders and Talent partners, leads a team and external partners, and uses market intelligence, analytics, and disciplined program management to deliver an effective employee experience.
Responsibilities
- Partner with the National Compensation and Benefits Director to develop and execute the Company’s total rewards strategy and annual operating priorities.
- Translate business strategy, workforce requirements, employee feedback, regulatory developments, and market intelligence into program recommendations and implementation plans.
- Develop business cases and executive-ready recommendations that address competitiveness, cost, risk, consistency, employee impact, and implementation requirements.
- Establish program governance, documentation, service standards, controls, and measures of effectiveness across the assigned portfolio.
- Monitor trends and emerging practices in compensation, benefits, leave, well-being, pay transparency, and total rewards technology.
- Manage health and welfare, retirement, leave, time off, retiree health, and well-being programs for the organization.
- Lead annual planning and open enrollment, including plan review, implementation, testing, communications, employee education, and post-enrollment reconciliation.
- Oversee plan administration, eligibility, carrier and third-party administrator issue resolution, claims escalation, and employee service delivery.
- Coordinate required testing, filings, notices, audits, and reporting, including Form 5500, Affordable Care Act reporting, and other applicable federal, state, and local requirements.
- Partner with internal stakeholders to support nonunion craft benefit programs and other workforce-specific arrangements as assigned.
- Evaluate plan performance, utilization, employee experience, market position, and cost drivers and recommend changes that improve value and manage risk.
- Maintain accurate and accessible benefit content, policies, plan materials, and employee resources.
- Manage core compensation programs and processes, including market pricing, salary structures, job evaluation, promotional and new-hire pay guidance, annual salary planning, and compensation reporting.
- Partner with leaders and Talent teams to evaluate jobs, apply the job framework consistently, and develop pay recommendations that balance external competitiveness, internal equity, employee experience, and affordability.
- Coordinate participation in compensation surveys, maintain market data and job matches, and assess the competitiveness of pay practices and structures.
- Conduct and interpret compensation analyses, including range positioning, compression, internal equity, pay trends, and program cost modeling.
- Support the design, administration, and governance of base pay, short-term incentive, recognition, and other compensation programs as assigned.
- Maintain compensation policies, guidelines, tools, and manager education materials and promote consistent decision making across the Company.
- Support compliance with applicable wage and hour, pay equity, pay transparency, recordkeeping, and reporting requirements in partnership with Human Resources, Legal, and other internal stakeholders.
- Own recurring total rewards reporting, dashboards, data validation, and decision support; convert complex information into clear insights and recommendations.
- Partner with Human Resources Information Systems, Payroll, Finance, Legal, Business Technology, Communications, and Talent teams to ensure accurate configuration, testing, controls, and process integration.
- Protect confidential employee and Company information and maintain appropriate data access, documentation, and quality controls.
- Lead process improvement and automation efforts that strengthen accuracy, scalability, controls, cycle time, and user experience.
- Maintain program calendars, standard operating procedures, decision records, and audit-ready documentation.
- Manage brokers, consultants, carriers, trustees, survey providers, and other external partners against contracted scope, service expectations, timelines, budgets, and performance measures.
- Support vendor selection, contract review, implementation, renewal, and escalation processes in partnership with Procurement, Legal, Finance, and other stakeholders.
- Develop and monitor program budgets, forecasts, cost models, and financial impacts; identify cost management opportunities without losing sight of competitiveness or employee value.
- Identify compliance, operational, financial, data, and employee-relations risks and establish practical mitigation plans.
- Lead, coach, and develop assigned team members; establish clear priorities, accountability, service expectations, and development plans.
- Serve as a subject matter expert and trusted advisor to leaders, Talent partners, and employees on compensation and benefit matters.
- Lead cross-functional projects and change initiatives with clear scope, milestones, stakeholder alignment, communications, and adoption plans.
- Create and deliver practical education for leaders, employees, and Talent teams.
- Handle sensitive matters with sound judgment, discretion, empathy, and consistency.
- Perform other responsibilities as assigned.
Requirements
- Bachelor’s degree in human resources, business, finance, analytics, or a related field, or an equivalent combination of education and relevant experience.
- At least seven years of progressively responsible total rewards experience, with meaningful depth in both compensation and benefits and at least two years of people leadership or equivalent program leadership.
- Demonstrated experience supporting a multistate, geographically dispersed, and operationally complex workforce.
- Strong working knowledge of health and welfare, retirement, leave, time off, and related compliance and administration requirements.
- Working knowledge of compensation fundamentals, including market pricing, salary structures, job evaluation, pay decisions, and analytical modeling.
- Demonstrated ability to lead annual compensation and benefit cycles, cross-functional projects, vendors, and complex issue resolution.
- Advanced analytical capability and proficiency using spreadsheets and business applications to model, validate, interpret, and communicate data.
- Experience with a modern Human Resources Information System; Workday experience is preferred.
- Clear written, verbal, presentation, and facilitation skills, including the ability to communicate technical information to executive, manager, and employee audiences.
- Professional certification such as Certified Benefits Professional, Certified Compensation Professional, Certified Employee Benefit Specialist, or Senior Professional in Human Resources.
- Experience in construction, engineering, professional services, or another project-based and geographically distributed environment.
- Experience with incentive compensation, pay equity analysis, job architecture, mergers or acquisitions, union or craft populations, or total rewards transformation.
- Experience developing dashboards or using business intelligence and data visualization tools.
- Business and financial acumen: Connects people programs to business priorities, workforce outcomes, cost, and risk.
- Analytical judgment: Tests assumptions, validates data, distinguishes signal from noise, and makes defensible recommendations.
- Enterprise thinking: Balances local needs with Company-wide consistency, scalability, and governance.
- Execution discipline: Organizes complex work, anticipates dependencies, and delivers accurate results on schedule.
- Influence and communication: Builds alignment, explains tradeoffs clearly, and moves decisions forward without relying solely on authority.
- Change leadership: Challenges established practices constructively and translates decisions into clear implementation and adoption plans.
- People leadership: Sets expectations, develops capability, gives useful feedback, and creates accountability.
- Integrity and discretion: Handles confidential information and sensitive employee matters with sound judgment.
Skills
- Compensation and benefit programs
- Market intelligence
- Analytics
- Program management
- Health and welfare programs
- Retirement programs
- Leave management
- Time off programs
- Retiree health programs
- Well-being programs
- Open enrollment
- Plan administration
- Claims escalation
- Employee service delivery
- Form 5500 filing
- Affordable Care Act reporting
- Core compensation programs
- Market pricing
- Salary structures
- Job evaluation
- Pay guidance
- Annual salary planning
- Compensation reporting
- Compensation surveys
- Market data analysis
- Pay practice assessment
- Compensation analysis
- Range positioning
- Compression analysis
- Internal equity analysis
- Pay trend analysis
- Program cost modeling
- Base pay management
- Short-term incentive management
- Recognition program management
- Compensation policies
- Compensation guidelines
- Compensation tools
- Wage and hour compliance
- Pay equity compliance
- Pay transparency compliance
- Recordkeeping
- Reporting
- Total rewards reporting
- Dashboards
- Data validation
- Decision support
- HRIS systems
- Workday
- Process integration
- Data access controls
- Quality controls
- Process improvement
- Automation
- Program calendars
- Standard operating procedures
- Decision records
- Audit-ready documentation
- Vendor management
- Budget management
- Forecast management
- Cost modeling
- Financial impact analysis
- Cost management
- Risk identification
- Mitigation planning
- Team leadership
- Coaching
- Mentoring
- Cross-functional project leadership
- Change management
- Education delivery
- Discretion
- Empathy
- Consistency
- Business acumen
- Financial acumen
- Analytical judgment
- Enterprise thinking
- Execution discipline
- Influence
- Communication
- Change leadership
- People leadership
- Integrity
Experience Level
- Seven years of progressively responsible total rewards experience
- Two years of people leadership or equivalent program leadership
Education Level
- Bachelor’s degree in human resources, business, finance, analytics, or a related field
- Equivalent combination of education and relevant experience
Salary/Compensations
- $150,000.00 - $175,000.00 Annual Salary
Benefits
- Medical
- Dental
- Vision
- 401(k) with company matching
- Employee Stock Ownership Program (ESOP)
- Individual stock ownership
- Paid vacation
- Paid sick leave
- Paid holidays
- Bereavement leave
- Employee assistance program
- Pre-tax flexible spending accounts
- Basic term life insurance and AD&D
- Business travel accident insurance
- Short term disability
- Long term disability
- Financial wellness coaching
- Educational assistance
- Care.com membership
- ClassPass fitness membership
- DashPass delivery membership
- Voluntary benefits include additional term life insurance
- Long term care insurance
- Critical illness and accidental injury insurance
- Pet insurance
- Legal plan
- Identity theft protection
- Other voluntary benefit options