Compensation Benefits Manager

InPwr, Inc. is an award-winning electrical design-build firm headquartered in Indianapolis, IN, with offices in Denver, CO, Los Angeles, CA, and Naples, FL. Named a 2019, 2022, 2023, and 2024 Top Places to Work, we focus on complex opportunities and advanced electrical design, holding licenses in over forty states with projects nationwide.

About the Role

The Compensation & Benefits Manager is responsible for the design, development, implementation, administration, and continuous improvement of InPwr’s Total Rewards strategy. This role serves as the subject matter expert for compensation, benefits, job architecture, incentive compensation, sales commissions, executive and long-term incentive plans, and all company-sponsored health and welfare benefit programs. The position partners closely with executive leadership, Finance, Payroll, Talent Acquisition, and people leaders to ensure programs attract, retain, and motivate top talent while supporting the Company's growth strategy, market competitiveness, and regulatory compliance.

Responsibilities

• Compensation Strategy & Administration
  • Design, administer, and continuously improve the Company's overall compensation philosophy and programs.
  • Develop and maintain market-competitive salary structures, pay grades, and compensation ranges.
  • Conduct market pricing using multiple salary survey sources.
  • Lead annual compensation planning, including merit increases, promotional increases, market adjustments, and compensation budgeting.
  • Partner with Finance on annual labor cost forecasting and compensation modeling.
  • Analyze internal pay equity and external market competitiveness.
  • Ensure compliance with applicable pay regulations.
  • Prepare executive compensation recommendations and analyses.
• Job Architecture
  • Maintain enterprise-wide job architecture, including job families, functions, career levels, career ladders, job profiles, position descriptions, and standardized job titles.
  • Establish compensation bands tied to organizational levels.
  • Evaluate new positions and organizational changes.
  • Maintain governance over position creation and classification.
  • Partner with Talent Acquisition and HR leadership to ensure consistent application.
• Variable Pay & Incentive Programs
  • Design and administer annual incentive, management incentive, short-term incentive (STI), long-term incentive (LTI), executive incentive, project bonus, recognition, spot bonus, and retention bonus programs.
  • Establish program rules, financial models, performance calculations, award administration, executive reporting, and program effectiveness analysis.
• Sales Compensation
  • Own sales commission plan design, administration, audits, documentation, and annual updates in partnership with leadership.
• Benefits Administration
  • Oversee all company-sponsored employee benefit programs, including medical, dental, vision, prescription, life, disability, FSA, HSA, EAP, wellness, voluntary benefits, retirement, and PTO or leave programs.
  • Manage open enrollment, vendor relationships, employee communications, eligibility, compliance, and issue resolution.
• Financial Management
  • Partner with the CHRO to manage annual benefit and compensation budgets, vendor negotiations, renewal analysis, forecasting, financial reporting, utilization analysis, and cost containment initiatives.
• Compliance & Governance
  • Ensure compliance with ERISA, ACA, COBRA, HIPAA, FMLA, IRS, DOL, Equal Pay Act, FLSA, state wage laws, and pay transparency requirements.
  • Assist in internal and external audits as needed.
• HR Systems & Analytics
  • Partner with HR, Payroll, and Finance to outline the technology roadmap, including HRIS and payroll system(s). Participate in implementation and maintenance of systems.
  • Ensure accurate administration and reporting.
  • Partner with the Automation Team to develop dashboards covering compensation, benefits, labor costs, pay equity, and executive reporting.
• Leadership & Collaboration
  • Partner with executive leadership, HR Ops, Finance, Payroll, Talent Acquisition, managers, and external vendors as the Company's Total Rewards expert.
• Other job duties as assigned based on the changing needs of the business.

Requirements

• Bachelor’s degree required; Master’s preferred.
• Certifications such as CCP, CEBS, SHRM-SCP, and/or SPHR.
• 5+ years of progressive compensation and benefits experience.
• Experience with compensation design, benefits administration, job architecture, incentive programs, and preferably sales compensation and executive compensation.
• Proficiency in financial modeling, advanced Excel, HRIS, analytics, project management, communication, confidentiality, and executive influence.
• Construction, engineering, manufacturing, or project-based industry experience preferred.
• ERP optimization or implementation experience; familiarity with Spectrum or comparable construction platforms is a plus.
• Experience evaluating acquisitions, leading diligence, or integrating acquired businesses is preferred but not required.

Technology & Tools

• Microsoft Office
• SharePoint
• Spectrum & Viewpoint
• ERP optimization, business intelligence, dashboard reporting, automation, AI-enabled processes, and scalable systems supporting continued growth.

Physical Requirements

• Regular use of computers and handheld devices.
• In-office and hybrid work availability.
• Occasional travel as required.
• This is a stationary position requiring frequent sitting or standing, repetitive wrist motions, grasping, speaking, listening, close vision, color vision, and the ability to adjust focus.
• Must occasionally lift and/or move up to 25 pounds.