Total Rewards Manager

1 month ago

Maple Plain, United States Protolabs Full time
Be yourself at Protolabs

Studies have shown that women and people of color are less likely to apply to jobs unless they meet every single qualification. We are an equal opportunity employer, and we are committed to building a diverse team that feels you are valued in the workplace. Do you not meet every single requirement but still intrigued? We encourage you to still apply You can help make our company even better. We do not discriminate based on race, color, national origin, sexual orientation, gender, age, mental or physical ability, or any way you represent yourself. We strongly believe diversity makes for more successful teams.

Why Protolabs?

We are the leaders in digital manufacturing. We hire doers, makers, and creative thinkers who tackle their roles with an entrepreneurial spirit. Our culture is centered around meaningful work that brings new and innovative products to market at unprecedented speeds. We are a diverse team that comes from all walks of life and take pride in our team who is smart, genuine, humble, and passionate about what they do. It's our people who fuel our creativity and make our culture feel like home.

Join our team as the Total Rewards Manager

This is a hybrid role out of Maple Plain, MN.

The Total Rewards Manager is responsible for managing the compensation and benefit programs for the global organization. The role will plan, design, and implement new and revised compensation programs, policies, and procedures to align with the company's goals and total rewards strategy. This position is also responsible for ensuring that company compensation and benefit programs are consistently administered in compliance with internal policies and government regulations.

You will:

  • Design and lead the implementation and the administration of compensation and benefits programs.
  • Evaluate and monitor the effectiveness of existing compensation practices and recommend changes that are cost-effective and aligned with the organization's objectives.
  • Provide guidance to leaders on pay decisions, policy interpretations, and job evaluations.
  • Design creative solutions to specific compensation-related programs and incentive plans.
  • Recommend budgets, monitor expenses, and provide reports on compensation and benefit plans.
  • Oversee the participation in salary surveys, analyze salary survey data to ensure corporate compensation programs are competitive and cost effective.
  • Ensure compliance with federal, state, and local compensation laws and regulations.
  • Research employee benefits plans and vendors to identify those that present the best value.
  • Design, recommend, and lead the implementation of new benefit programs.
  • Negotiate with vendors for the best plans, options, and rates.
  • Serve as primary contact for plan vendors and third-party administrators.
  • Coordinate transfer of data to external contacts for services, premiums, and plan administration.
  • Evaluate and revise internal processes to reduce costs and increase efficiency.
  • Document and maintain administrative procedures for assigned benefits processes.
  • Ensure compliance with applicable government regulations. Ensure timeliness and accuracy of required reporting and fees.
  • Oversee the processing of monthly billings and payment of administrative fees for all benefit plans.
  • Analyze current benefits, evaluating the use, services, coverage, effectiveness, cost, plan experience and competitive trends in benefits programs.
  • Perform plan audits. Prepare, collect, and organize data for actuarial assessments. Review data in conjunction with actuarial evaluation task forces.
  • Review both short- and long-range cost estimates/projections and relevant statistical analyses regarding modifications in benefits programs and implementation of new programs.
  • Forecast trends and assist with future benefits designs. Develop specific recommendations for review by management.
  • Develop communication tools to enhance understanding of the company's benefits package.
  • Design materials for benefits orientations, open enrollment, and summary plan descriptions. Provide training and support to field staff.


You have:

  • Bachelor degree in Human Resources, Business Administration, or related field, or equivalent experience;
  • 7+ years of experience as a manager in human resources.
  • 7+ years of experience designing compensation strategies; designing benefit strategies a plus.
  • Knowledge of laws and regulations as they apply to compensation and benefit programs.
  • Excellent communication and organization skills
  • Strong analytical skills and the ability to interpret and communicate data.
  • Good time management skills.
  • Excellent attention to detail.
  • Ability to maintain confidential information.
  • Project management skills that include the ability to create and execute plans against established deadlines.
  • Proven track record of successfully managing multiple priorities in a fast paced work environment.
  • Highly motivated, self-directed, and results driven.
  • Detail oriented with strong organizational skills.
  • Able to take direction and follow through multi-step project steps/procedures consistently.
  • Strong organizational skills paired with strong process-orientation (able to develop and implement systems).
  • Strong analytical skills and a thorough knowledge of plan designs.
  • Ability to understand, evaluate and make judgment on proposals (RFPs).
  • Knowledge of benefits contract language.
  • Knowledge of all pertinent federal and state regulations, filing and compliance requirements, both adopted and pending, affecting employee benefits programs, including the ACA, ERISA, COBRA, FMLA, ADA, Section 125, workers' compensation, Medicare, COBRA, and Social Security and DOL requirements.


Bonus points for:

  • SHRM Certified Professional and compensation professional credentials preferred.


What you will get:

  • We offer a competitive total compensation package
  • In addition, we offer competitive benefits including but not limited to:
    • Health Insurance: Traditional OR High Deductible plan
    • Flexible Spending Accounts
    • Health Savings Account (including employer contributions)
    • Dental and Vision
    • Basic and Supplemental Life Insurance
    • Short-Term and Long-Term Disability
    • Paid caregiver leave
  • You will receive PTO + Holiday Pay + Volunteer Hours
  • 401k with company match and immediate vest
  • Employee Stock Purchase Program at a 15% discounted rate
  • Matching grants through Protolabs foundation
  • And More


Proto Labs maintains ITAR-compliant operations in all of our United States based facilities. Due to ITAR regulations, this role is only open to U.S. Citizens, lawful permanent residents (green card holders) or foreign nationals granted refugee or asylee status. Individuals with temporary visas (e.g. E, F-1, H-1, H-2, L, B, J, TN or OPT) are not eligible for hire in this role.

Proto Labs, Inc. is an Affirmative Action / Equal Opportunity Employer

Physical Demands:

While performing the essential duties of this job, the employee is regularly required to sit; use a computer keyboard, monitor and mouse, telephone and printer; reach with hands, and arms, talk, see and hear. The employee is occasionally required to stand, walk, stoop or kneel and must occasionally lift and/or move up to 25 pounds.

Work Environment:

Indoors (A/C); nonsmoking; the majority of this job function is performed in an office setting requiring normal safety precautions. However, there may be job duties that require the employee to spend time in the manufacturing areas exposed to machinery and noise; eye protection occasionally required. Occasionally works in outside weather conditions. Occasionally works near moving mechanical parts and in high, precarious places and is occasionally exposed to wet and/or humid conditions, fumes or airborne particles, toxic or caustic chemicals, risk of electrical shock and vibration. The noise level in the work environment is usually quiet to moderate.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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