Strategic Compensation Leader

Job Summary

The Manager of Total Rewards is a strategic leader responsible for developing and implementing an overall compensation strategy that supports the organization's goals and objectives. As a key member of the leadership team, you will develop and execute a comprehensive total rewards strategy (compensation, benefits, recognition, well-being) aligned with the organization's mission, values, and goals.

Total Rewards Strategy & Design

• Develop and execute a comprehensive total rewards strategy aligned with the organization's mission, values, and goals.
• Establish and refine total rewards frameworks, leveraging market data to support competitive positioning while managing internal equity.
• Drive compensation and benefits programs for both direct and indirect labor, with a focus on scalability and compliance with global standards.

Compensation Management

• Oversee the annual compensation cycle, including salary planning, merit increases, promotions, and adjustments.
• Lead market benchmarking processes by partnering with external vendors (e.g., AON, Mercer, Willis Towers Watson) to assess competitive positioning.
• Conduct pay equity and gap analyses, making recommendations for adjustments to maintain equitable compensation practices.

Benefits Administration & Enhancement

• Drive the design and execution of health, wellness, retirement, and other employee benefit programs to ensure offerings are relevant and competitive.
• Lead benefits renewal processes and vendor negotiations, aiming to enhance the employee experience while managing costs.
• Conduct benefits utilization reviews and annual benefits sessions to educate employees and promote awareness.

Performance & Recognition Programs

• Develop performance and recognition programs that support a high-performance culture.
• Align recognition initiatives with the company's values to foster engagement and drive performance.
• Assess and adjust programs based on employee feedback and industry trends.

Policy Development & Governance

• Create and manage compensation, benefits, and recognition policies to ensure clarity and alignment with company values and regulatory standards.
• Lead compliance efforts with local, state, and federal regulations, along with global standards for international employees.

Data Analysis & Insights

• Leverage data analytics to monitor the effectiveness of total rewards programs, making recommendations based on insights.
• Prepare executive-level reports and presentations on total rewards metrics, ensuring alignment with business goals.

M&A Due Diligence

• Lead the total rewards workstream during M&A due diligence.
• Assess and analyze compensation structures, benefits plans, equity programs, and retirement schemes of target companies.
• Identify risks, liabilities, and cost implications associated with rewards programs.
• Provide total rewards input into purchase agreements, transition service agreements, and offer structures.

Stakeholder Collaboration

• Partner with HR, finance, and business leaders to ensure alignment on total rewards initiatives.
• Provide guidance and support to Talent Acquisition for competitive compensation structures for new hires, including campus recruitment and internships.

Leadership & Team Management

• Lead and develop a team (direct or dotted line) responsible for total rewards initiatives, ensuring their growth and alignment with company values.
• Foster a collaborative environment with a focus on knowledge-sharing, process improvement, and continuous learning.

Requirements include 7-10 years in total rewards, compensation, and benefits, with at least 3+ years in a leadership or CoE role within a medium to large organization. Relevant education includes a Bachelor's degree in Human Resources, Business Administration, or a related field, with a Master's degree or relevant certifications (e.g., CCP, CEBS) preferred. Strong expertise in compensation frameworks, benefits management, and total rewards benchmarking are required, along with proficiency in working with HR systems and data analysis tools. Proven ability to manage vendor relationships and negotiate contracts is also necessary, as is exceptional interpersonal and communication skills to engage with executives and stakeholders effectively.

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