Senior Manager, Rewards
Primary Skills
- Compensation Management, Benefits Management
Job requirements
- Job Summary The Compensation & Benefits Leader is responsible for designing, implementing, and managing competitive compensation and benefits programs that attract, retain, and motivate top talent while ensuring internal equity, market competitiveness, and compliance with applicable laws and regulations. This role partners closely with senior leadership, HR business partners, and finance to align total rewards strategy with organizational goals. Key Responsibilities Compensation Strategy & Management Develop and execute the organization’s compensation strategy aligned with business objectives and talent strategy. Design and manage salary structures, incentive plans, bonus programs, and equity-based compensation where applicable. Conduct market pricing and benchmarking using compensation surveys to ensure competitive pay practices. Lead annual compensation cycles, including merit increases, promotions, and incentive payouts. Ensure internal pay equity and support job evaluation and leveling frameworks. Benefits Strategy & Administration Oversee the design, implementation, and administration of employee benefits programs, including health, retirement, wellness, and leave programs. Evaluate and manage relationships with benefits vendors, brokers, and consultants. Lead benefits renewals and cost-management initiatives while maintaining a strong employee value proposition. Monitor employee engagement and utilization of benefits programs and recommend improvements. Compliance & Governance Ensure compliance with local, state, and federal regulations related to compensation and benefits (e.g., FLSA, ERISA, ACA, pay equity laws). Develop policies, controls, and documentation to support audits and regulatory requirements. Stay current on compensation, benefits, and labor market trends and legislative changes.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
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