Senior Manager, Total Rewards

Accountabilities:: Execute and continuously evolve the compensation philosophy, job architecture, and pay equity framework while serving as the subject matter expert for total rewards. Lead the annual merit cycle from planning through execution, including budget modeling, manager guidance, system configuration, and executive reporting. Analyze compensation surveys and benchmark roles against market data to assess competitiveness and support informed pay decisions. Provide compensation guidance for new hires, promotions, and internal transfers in partnership with Talent Acquisition and HR Business Partners. Support Human Capital and Finance leadership with total compensation budgeting, workforce cost modeling, and compensation analysis. Lead benefits strategy, design, and administration across self-funded health and welfare programs, retirement plans, and leave programs. Manage the full employee benefits experience, including open enrollment, communications, system configuration, and carrier and vendor coordination. Manage relationships with benefits brokers, third-party administrators, stop-loss carriers, and 401(k) record keepers, ensuring vendors meet service standards and contractual commitments. Ensure compensation, benefits, and leave programs comply with applicable federal and state regulations, including ACA, ERISA, FMLA, FLSA, and retirement plan requirements. Provide day-to-day leadership for HR Operations and ensure efficient, accurate service delivery throughout the employee lifecycle. Manage, coach, and develop the HR Operations Specialist while establishing clear expectations and supporting professional growth. Oversee HR regulatory reporting requirements, including ACA filings, EEOC reporting, and IRS/DOL testing obligations. Maintain HRIS data integrity and identify opportunities for automation, system integration, process improvement, and operational efficiency. Develop and continuously improve SOPs and process documentation across Total Rewards and HR Operations. Analyze workforce costs, compensation equity, and benefits utilization to generate actionable insights and support strategic workforce decisions. Lead and contribute to Human Capital initiatives, including system implementations, program launches, policy updates, and organizational changes. Use generative AI tools such as Claude and Copilot to streamline workflows, improve productivity, enhance solution quality, and accelerate business outcomes. Requirements: 5+ years of progressive HR experience with demonstrated expertise in compensation program design, job architecture, market benchmarking, and incentive design. Proven experience managing a comprehensive benefits portfolio, including self-funded health plans, 401(k) or retirement programs, vendor and broker relationships, open enrollment, and regulatory compliance. Experience managing or formally mentoring direct reports, with a demonstrated commitment to coaching and developing others. Strong analytical and compensation data modeling skills, including advanced Excel proficiency. Experience with ADP WorkforceNow for HRIS/payroll and Lattice for performance management is strongly preferred; experience with comparable platforms in both categories is required. Solid knowledge of regulations governing compensation and benefits, including FLSA, ACA, ERISA, FMLA, 401(k) and retirement compliance, and IRS/DOL requirements. Excellent communication and stakeholder management skills, with the ability to confidently advise and influence senior leaders. Ability to operate as a player-coach, combining hands-on execution and autonomy with the strategic depth needed to serve as a credible thought partner to senior Human Capital leadership. High degree of discretion, integrity, and independent judgment when handling sensitive and confidential information. Experience using generative AI tools such as Claude and Copilot to improve productivity and deliver high-quality outcomes. Bachelor’s degree in Human Resources, Business, Finance, or a related discipline. CCP or CEBS certification is strongly preferred; HRCI or SHRM certification is a plus. Benefits: Fully remote position within the United States. Preference for candidates located on the East Coast. Occasional travel of less than 5%. Opportunity to lead compensation, benefits, and HR Operations programs with broad organizational impact. Exposure to strategic workforce investment, compensation, benefits, compliance, and human capital initiatives. Collaborative partnership with senior Human Capital leadership. Opportunity to leverage generative AI and modern HR technology to improve operational efficiency and employee experience.