Benefits and Compensation Manager

POSITION SUMMARY
The Total Rewards Manager is responsible for developing, implementing, and managing a comprehensive total rewards strategy that supports the organization's ability to attract, retain, motivate, and reward a high-performing workforce. This role oversees compensation, benefits, wellness, recognition, and other reward programs, ensuring they are market-competitive, internally equitable, fiscally responsible, and aligned with the organization's strategic objectives, culture, and values. Partnering closely with business leaders, Finance, Legal, and Human Resources, the Total Rewards Manager leverages data, market insights, and industry best practices to drive informed decision-making and enhance the employee value proposition. The role serves as a trusted advisor on compensation and benefits matters, balancing employee experience with organizational priorities while ensuring compliance with applicable laws and regulations.

ESSENTIAL FUNCTIONS

Compensation Strategy & Administration
•    Design, implement, and administer base pay, incentive, and equity compensation programs.
•    Conduct market analysis and benchmarking to ensure competitiveness and internal equity.
•    Lead annual compensation processes, including merit reviews, bonuses, and salary adjustments.
•    Develop salary structures, job grading frameworks, and pay policies.
•    Provide guidance to HR and business leaders on pay decisions, promotions, and offers.
•    Ensure compliance with federal, state, and local pay regulations (e.g., pay transparency, FLSA).

Benefits & Wellness Programs
•    Oversee design, implementation, and administration of employee benefits programs (health, retirement, wellness, and leave programs).
•    Evaluate vendor performance and manage relationships with brokers and providers.
•    Analyze utilization and trends to optimize cost and employee experience.
•    Lead open enrollment processes and develop employee communication strategies.

Total Rewards Strategy
•    Develop and execute a holistic total rewards philosophy aligned with organizational goals.
•    Partner with leadership to ensure rewards programs support talent acquisition, retention, and engagement strategies.
•    Monitor industry trends and recommend enhancements to rewards offerings.

Data, Analytics & Reporting
•    Analyze compensation and benefits data to provide insights and recommendations.
•    Ensure data integrity in HRIS systems related to rewards programs.
•    Develop dashboards and reports to track effectiveness and ROI of programs.
•    Support pay equity analyses and audits.

Compliance & Governance
•    Ensure compliance with all relevant laws and regulations (e.g., ERISA, ACA, FLSA, pay transparency laws).
•    Maintain up-to-date policies and procedures.
•    Partner with Legal and Finance to mitigate risk and maintain governance standards.

Employee Communication & Education
•    Create clear, engaging communication materials to educate employees on total rewards offerings.
•    Partner with HR Business Partners to promote understanding and utilization of programs.
•    Enhance the employee value proposition through effective rewards messaging.

Leadership & Collaboration
•    Collaborate with Finance, Payroll, HRIS, and Talent teams on budgeting, forecasting, and program execution.
•    Manage and develop team members (if applicable).
•    Serve as a subject matter expert for all total rewards-related matters.

•    Performs other duties as assigned

Performs all functions according to established policies, procedures, regulatory and accreditation requirements, as well as applicable professional standards. Provides all customers with an excellent service experience by consistently demonstrating our core and leader behaviors each and every day. 

NOTE: The essential functions are intended to describe the general content of and requirements of this position and are not intended to be an exhaustive statement of duties. Specific tasks or responsibilities will be documented as outlined by the incumbent's immediate manager.

MINIMUM QUALIFICATIONS
•    Bachelor’s degree in Human Resources, Business Administration, Finance, or related field 
•    5–8+ years of progressive experience in compensation, benefits, or total rewards 
•    Strong knowledge of compensation structures, benchmarking, and benefits administration 
•    Experience with HRIS systems and compensation tools 
•    Strong analytical and problem-solving skills

PREFERRED QUALIFICATIONS
•    Certified Compensation Professional (CCP), Certified Benefits Professional (CBP), or similar certification 
•    Experience in pay equity analysis and compliance 
•    Experience managing vendors and benefits brokers

PHYSICAL DEMANDS/ENVIRONMENT FACTORS 
OE - Typical Office Environment: 
•    Requires extensive sitting with periodic standing and walking. 
•    May be required to lift up to 20 pounds. 
•    Requires significant use of computer, phone and general office equipment. 
•    Needs adequate visual acuity, ability to grasp and handle objects. 
•    Needs ability to communicate effectively through reading, writing, and speaking in person or on telephone. 
•    Requires off-site travel. 

SUPERVISORY RESPONSIBILITIES
May include department support staff

DIRECTLY REPORTING
Reports to AVP of Human Resources

TYPE OF SUPERVISORY RESPONSIBILITIES
This position has full managerial scope and authority for employment actions, including coaching, candidate selection, training and development, performance appraisals, work assignments, and disciplinary action. 

Leadership will strive to uphold the mission, vision, and values of the organization. They will serve as role models for staff and act in a people-centered, service excellence-focused, and results-oriented manner.

SCOPE AND COMPLEXITY
The Total Rewards Manager is responsible for the strategic design, administration, and continuous improvement of compensation, benefits, wellness, and recognition programs that support organizational objectives and workforce needs. This role manages complex compensation and benefits structures, conducts market benchmarking and pay equity analyses, and ensures compliance with evolving federal, state, and local regulations. The position requires partnership with senior and executive leaders, Finance, Legal, and HR stakeholders to balance employee experience, market competitiveness, and financial sustainability. Success in this role requires strong analytical capabilities, sound business judgment, and the ability to influence decisions across multiple levels of the organization while managing sensitive and confidential information.