Manager, Total Rewards

Position Summary

At HSO, how we pay and support our people reflects how much we value them. As Manager, Total Rewards, you will own the strategy behind our compensation, benefits, and payroll programs, ensuring they are competitive, compliant, and aligned with our business goals. This is a hands-on leadership role.

Total Rewards Strategy

• Own the design, competitiveness, and compliance of compensation and benefits programs across the organization.
• Conduct market benchmarking and internal equity analyses; recommend pay structures, incentives, and benefits offerings that support retention and business goals.
• Lead annual compensation review cycles, Variable Compensation Plan (VCP) administration, and compensation modeling for leadership.
• Lead self-funded health plan strategy, vendor and carrier negotiations, and annual renewal and open enrollment strategy.
• Monitor and interpret pay transparency, ERISA, ACA, FMLA, and related regulations, translating requirements into policy and process.
• Lead pay equity analyses and FLSA classification reviews.

Payroll & Benefits Leadership (Near Term)

• Oversee end-to-end payroll processing for 400+ remote employees, ensuring accuracy and compliance across jurisdictions.
• Manage day-to-day benefits administration: enrollments, changes, terminations, and carrier updates.
• Serve as the primary point of contact for employee payroll and benefits questions.
• Prepare ACA reporting and 401(k) audit documentation.
• Process and reconcile expense reimbursements, including audits for policy violations or duplicate submissions.

Building the Function

• Define and hire for the future Payroll & Benefits Coordinator role.
• Transition operational work to the Coordinator once hired, retaining strategic oversight.
• Build a scalable total rewards function positioned for HSO's long-term growth.

What You'll Bring To The Team

• 7-10 years of progressive experience in compensation, benefits, or total rewards, including hands-on payroll experience.
• Proficiency with payroll systems (ADP, Paylocity) and HRIS platforms; BambooHR experience strongly preferred.
• Deep knowledge of ERISA, ACA, FMLA, and pay transparency law.
• Comfort operating at both a strategic and hands-on level — this role requires both, especially early on.
• CPP, CEBS, or SHRM-SCP/SPHR is a plus.