Manager Total Rewards

Responsibilities

• Lead administration and continuous improvement of the company’s full benefits portfolio, including health, dental, vision, life, disability, FSA, HSA, 401(k), wellness, and voluntary benefit programs.
• Evaluate market trends, employee feedback, utilization data, and business needs to identify new benefit offerings and enhance existing programs.
• Serve as the primary subject matter expert for employees, people leaders, and HR partners on benefits, retirement, and leave-related matters.
• Lead open enrollment planning and execution, including employee communications, education materials, system readiness, and post-enrollment support.
• Support the Sr. Manager in leading the 401(k) committee; coordinate governance, annual processes, and audit preparation.
• Oversee annual wellness initiatives, health insurance utilization, wellness budgets, and the Financial Wellness program.
• Ensure benefits programs comply with applicable federal and state regulations including ACA, ERISA, HIPAA, COBRA, and FMLA.
• Identify opportunities to improve benefits processes, systems, and employee experience in alignment with Total Rewards strategy.
• Oversee leave of absence administration and serve as escalation point for complex leave cases.
• Lead, coach, and develop a team of benefits and total rewards professionals; set priorities and performance expectations, conduct performance reviews, and build team capability through targeted development plans.
• Execute and administer the compensation strategy set by the Sr. Manager, including maintaining salary structures, career ladders, and pay bands; surface recommended changes based on market data and internal equity analysis.
• Conduct market pricing and salary benchmarking; recommend market-based and merit/equity adjustments to maintain competitive and equitable pay.
• Administer the annual compensation cycle (merit, bonus, and incentive planning), including data preparation, budget modeling support, manager guidance, and communication of personal compensation statements.
• Monitor pay transparency and pay-disclosure law requirements across applicable states (e.g., CA, CO, NY, WA, IL); conduct pay equity analyses and present findings and recommended actions to the Sr. Manager for review and decision.
• Oversee leave of absence administration and serve as escalation point for complex leave cases.
• Lead, coach, and develop a team of benefits and total rewards professionals; set priorities and performance expectations, conduct performance reviews, and build team capability through targeted development plans.
• Execute and administer the compensation strategy set by the Sr. Manager, including maintaining salary structures, career ladders, and pay bands; surface recommended changes based on market data and internal equity analysis.
• Conduct market pricing and salary benchmarking; recommend market-based and merit/equity adjustments to maintain competitive and equitable pay.
• Administer the annual compensation cycle (merit, bonus, and incentive planning), including data preparation, budget modeling support, manager guidance, and communication of personal compensation statements.
• Monitor pay transparency and pay-disclosure law requirements across applicable states (e.g., CA, CO, NY, WA, IL); conduct pay equity analyses and present findings and recommended actions to the Sr. Manager for review and decision.
• Oversee leave of absence administration and serve as escalation point for complex leave cases.
• Lead, coach, and develop a team of benefits and total rewards professionals; set priorities and performance expectations, conduct performance reviews, and build team capability through targeted development plans.
• Execute and administer the compensation strategy set by the Sr. Manager, including maintaining salary structures, career ladders, and pay bands; surface recommended changes based on market data and internal equity analysis.
• Conduct market pricing and salary benchmarking; recommend market-based and merit/equity adjustments to maintain competitive and equitable pay.
• Administer the annual compensation cycle (merit, bonus, and incentive planning), including data preparation, budget modeling support, manager guidance, and communication of personal compensation statements.
• Monitor pay transparency and pay-disclosure law requirements across applicable states (e.g., CA, CO, NY, WA, IL); conduct pay equity analyses and present findings and recommended actions to the Sr. Manager for review and decision.
• Oversee leave of absence administration and serve as escalation point for complex leave cases.
• Lead, coach, and develop a team of benefits and total rewards professionals; set priorities and performance expectations, conduct performance reviews, and build team capability through targeted development plans.
• Execute and administer the compensation strategy set by the Sr. Manager, including maintaining salary structures, career ladders, and pay bands; surface recommended changes based on market data and internal equity analysis.
• Conduct market pricing and salary benchmarking; recommend market-based and merit/equity adjustments to maintain competitive and equitable pay.
• Administer the annual compensation cycle (merit, bonus, and incentive planning), including data preparation, budget modeling support, manager guidance, and communication of personal compensation statements.
• Monitor pay transparency and pay-disclosure law requirements across applicable states (e.g., CA, CO, NY, WA, IL); conduct pay equity analyses and present findings and recommended actions to the Sr. Manager for review and decision.
• Oversee leave of absence administration and serve as escalation point for complex leave cases.
• Lead, coach, and develop a team of benefits and total rewards professionals; set priorities and performance expectations, conduct performance reviews, and build team capability through targeted development plans.
• Execute and administer the compensation strategy set by the Sr. Manager, including maintaining salary structures, career ladders, and pay bands; surface recommended changes based on market data and internal equity analysis.
• Conduct market pricing and salary benchmarking; recommend market-based and merit/equity adjustments to maintain competitive and equitable pay.
• Administer the annual compensation cycle (merit, bonus, and incentive planning), including data preparation, budget modeling support, manager guidance, and communication of personal compensation statements.
• Monitor pay transparency and pay-disclosure law requirements across applicable states (e.g., CA, CO, NY, WA, IL); conduct pay equity analyses and present findings and recommended actions to the Sr. Manager for review and decision.
• Oversee leave of absence administration and serve as escalation point for complex leave cases.
• Lead, coach, and develop a team of benefits and total rewards professionals; set priorities and performance expectations, conduct performance reviews, and build team capability through targeted development plans.
• Execute and administer the compensation strategy set by the Sr. Manager, including maintaining salary structures, career ladders, and pay bands; surface recommended changes based on market data and internal equity analysis.
• Conduct market pricing and salary benchmarking; recommend market-based and merit/equity adjustments to maintain competitive and equitable pay.
• Administer the annual compensation cycle (merit, bonus, and incentive planning), including data preparation, budget modeling support, manager guidance, and communication of personal compensation statements.
• Monitor pay transparency and pay-disclosure law requirements across applicable states (e.g., CA, CO, NY, WA, IL); conduct pay equity analyses and present findings and recommended actions to the Sr. Manager for review and decision.
• Oversee leave of absence administration and serve as escalation point for complex leave cases.
• Lead, coach, and develop a team of benefits and total rewards professionals; set priorities and performance expectations, conduct performance reviews, and build team capability through targeted development plans.
• Execute and administer the compensation strategy set by the Sr. Manager, including maintaining salary structures, career ladders, and pay bands; surface recommended changes based on market data and internal equity analysis.
• Conduct market pricing and salary benchmarking; recommend market-based and merit/equity adjustments to maintain competitive and equitable pay.
• Administer the annual compensation cycle (merit, bonus, and incentive planning), including data preparation, budget modeling support, manager guidance, and communication of personal compensation statements.
• Monitor pay transparency and pay-disclosure law requirements across applicable states (e.g., CA, CO, NY, WA, IL); conduct pay equity analyses and present findings and recommended actions to the Sr. Manager for review and decision.
• Oversee leave of absence administration and serve as escalation point for complex leave cases.
• Lead, coach, and develop a team of benefits and total rewards professionals; set priorities and performance expectations, conduct performance reviews, and build team capability through targeted development plans.
• Execute and administer the compensation strategy set by the Sr. Manager, including maintaining salary structures, career ladders, and pay bands; surface recommended changes based on market data and internal equity analysis.
• Conduct market pricing and salary benchmarking; recommend market-based and merit/equity adjustments to maintain competitive and equitable pay.
• Administer the annual compensation cycle (merit, bonus, and incentive planning), including data preparation, budget modeling support, manager guidance, and communication of personal compensation statements.
• Monitor pay transparency and pay-disclosure law requirements across applicable states (e.g., CA, CO, NY, WA, IL); conduct pay equity analyses and present findings and recommended actions to the Sr. Manager for review and decision.
• Oversee leave of absence administration and serve as escalation point for complex leave cases.
• Lead, coach, and develop a team of benefits and total rewards professionals; set priorities and performance expectations, conduct performance reviews, and build team capability through targeted development plans.
• Execute and administer the compensation strategy set by the Sr. Manager, including maintaining salary structures, career ladders, and pay bands; surface recommended changes based on market data and internal equity analysis.
• Conduct market pricing and salary benchmarking; recommend market-based and merit/equity adjustments to maintain competitive and equitable pay.
• Administer the annual compensation cycle (merit, bonus, and incentive planning), including data preparation, budget modeling support, manager guidance, and communication of personal compensation statements.
• Monitor pay transparency and pay-disclosure law requirements across applicable states (e.g., CA, CO, NY, WA, IL); conduct pay equity analyses and present findings and recommended actions to the Sr. Manager for review and decision.
• Oversee leave of absence administration and serve as escalation point for complex leave cases.
• Lead, coach, and develop a team of benefits and total rewards professionals; set priorities and performance expectations, conduct performance reviews, and build team capability through targeted development plans.
• Execute and administer the compensation strategy set by the Sr. Manager, including maintaining salary structures, career ladders, and pay bands; surface recommended changes based on market data and internal equity analysis.
• Conduct market pricing and salary benchmarking; recommend market-based and merit/equity adjustments to maintain competitive and equitable pay.
• Administer the annual compensation cycle (merit, bonus, and incentive planning), including data preparation, budget modeling support, manager guidance, and communication of personal compensation statements.
• Monitor pay transparency and pay-disclosure law requirements across applicable states (e.g., CA, CO, NY, WA, IL); conduct pay equity analyses and present findings and recommended actions to the Sr. Manager for review and decision.
• Oversee leave of absence administration and serve as escalation point for complex leave cases.
• Lead, coach, and develop a team of benefits and total rewards professionals; set priorities and performance expectations, conduct performance reviews, and build team capability through targeted development plans.
• Execute and administer the compensation strategy set by the Sr. Manager, including maintaining salary structures, career ladders, and pay bands; surface recommended changes based on market data and internal equity analysis.
• Conduct market pricing and salary benchmarking; recommend market-based and merit/equity adjustments to maintain competitive and equitable pay.
• Administer the annual compensation cycle (merit, bonus, and incentive planning), including data preparation, budget modeling support, manager guidance, and communication of personal compensation statements.
• Monitor pay transparency and pay-disclosure law requirements across applicable