Manager, Total Rewards

About the role

Job Description Summary: The Total Rewards Manager leads the day-to-day strategy, design, governance, administration, and continuous improvement of the Company’s compensation and benefit programs. This role converts business and workforce needs into practical, competitive, compliant, and financially responsible programs that support attraction, retention, internal equity, employee well-being, and operational consistency. The manager serves as a trusted advisor to Operations leaders and Talent partners, leads a team and external partners, and uses market intelligence, analytics, and disciplined program management to deliver an effective employee experience.

What Success Looks Like: Compensation and benefit programs are aligned with business strategy, workforce needs, market practice, internal equity, and cost objectives. Annual compensation, enrollment, compliance, and communication cycles are executed accurately, consistently, and on schedule. Leaders receive clear analysis, recommendations, and decision support grounded in business logic and reliable data. Employees and Talent partners experience responsive service, understandable programs, and effective issue resolution. Program risks, vendor performance, controls, and opportunities for improvement are identified early and managed proactively.

Responsibilities

• Total Rewards Strategy and Governance: Partner with the National Compensation and Benefits Director to develop and execute the Company’s total rewards strategy and annual operating priorities. Translate business strategy, workforce requirements, employee feedback, regulatory developments, and market intelligence into program recommendations and implementation plans. Develop business cases and executive‑ready recommendations that address competitiveness, cost, risk, consistency, employee impact, and implementation requirements. Establish program governance, documentation, service standards, controls, and measures of effectiveness across the assigned portfolio. Monitor trends and emerging practices in compensation, benefits, leave, well‑being, pay transparency, and total rewards technology.
• Benefits, Leave, and Well‑being: Manage health and welfare, retirement, leave, time off, retiree health, and well‑being programs for the organization. Lead annual planning and open enrollment, including plan review, implementation, testing, communications, employee education, and post‑enrollment reconciliation. Oversee plan administration, eligibility, carrier and third‑party administrator issue resolution, claims escalation, and employee service delivery. Coordinate required testing, filings, notices, audits, and reporting, including Form 5500, Affordable Care Act reporting, and other applicable federal, state, and local requirements. Partner with internal stakeholders to support nonunion craft benefit programs and other workforce‑specific arrangements as assigned. Evaluate plan performance, utilization, employee experience, market position, and cost drivers and recommend changes that improve value and manage risk. Maintain accurate and accessible benefit content, policies, plan materials, and employee resources.
• Compensation: Manage core compensation