Manager

Position Overview:

The Total Rewards Manager is responsible for developing, implementing, and managing the organization‘s Total Rewards strategy, including compensation, benefits, payroll, and recognition programs. This role requires a strong understanding of Total Rewards principles, market trends, and the ability to develop and execute comprehensive strategies that attract, retain, and motivate employees. Additionally this role ensures alignment with business objectives, market competitiveness, and compliance with relevant regulations. The Total Rewards Manager will work closely with the leadership team, HR team, and external vendors to optimize rewards programs that drive performance and an engaging employee experience.

Duties and Responsibilities:

Total Rewards

• Monitor and analyze Total Rewards trends; lead benchmarking initiatives and keeps abreast of market conditions and the talent landscape and adapt Total Rewards strategies as needed to ensure the organization remains competitive.
• Evaluate existing programs and processes; make recommendations for enhancements or improvements in support of initiatives or due to regulatory, technology or business needs.
• Develop impactful Total Rewards related HR Analytics, including ongoing reporting of dashboards and ad-hoc reports.
• Serve as a SME to Finance for cost assessments, monitoring performance to budget and forecasting of Total Rewards program costs.
• Use insights from compensation and benefits surveys and analyzes results to inform Total Rewards programs.
• Oversee the design and implementation employee recognition and reward programs that align with organizational values and goals and enhance employee engagement.
• Develop and deliver communications that enable employees, leaders, and candidates to understand and recognize the full value of the organization‘s total rewards package, including compensation, incentives, benefits, time off, etc.
• Foster a culture of continuous improvement by leading process enhancements, system implementations, and data-driven decision-making within the total rewards function.

Compensation Management:

• Lead the design and administration of compensation programs, including job evaluation, job architecture salary benchmarking, budgeting, salary adjustments, incentive plans, and performance-based rewards.
• Manage compensation analytics and reporting, providing insights and recommendations to leadership.
• Oversee pay equity audits and make recommendations for adjustments to maintain equity in compensation practices.
• Provide compensation expertise to leadership and other stakeholders, advising on the organization‘s compensation practices and programs.

Benefits Administration:

• Design, manage and oversee the administration and development of benefits, well-being and perks programs including but not limited to medical, dental, vision, life and disability insurance coverage, COBRA, and wellness benefit
• Partner with benefits vendors to negotiate and manage contracts, ensuring high-quality service delivery and cost-efficiency.
• Manage benefits enrollment, processes, employee communications, and invoices.
• Monitor benefits utilization and effectiveness, making recommendations for improvements or changes as necessary.
• Ensure compliance with regulatory requirements related to benefits programs.

Payroll Management:

• Oversee the payroll function, ensuring accurate and timely processing of employee salaries, bonuses, and other compensation.
• Ensure compliance with federal, state, and local payroll regulations, including tax withholdings, garnishments, legal, and other deductions.
• Coordinate with finance and accounting departments to reconcile payroll data and resolve any discrepancies.
• Implement and manage payroll policies and procedures to improve efficiency and accuracy.

HRIS and Data Analytics:

• Oversee the management and optimization of the HRIS and collaborate with HCM analyst to ensure Total Rewards functions are supported effectively.
• Ensure accurate data entry and integrity within the HRIS related to compensation, benefits, payroll, and employee records.
• Generate and analyze HRIS reports to support decision-making and strategic planning.

Compliance and Governance:

• Ensure all Total Rewards programs comply with federal, state, and local regulations and laws.
• Represents the HR department in Total Rewards related audits, identifies stakeholders to provide all necessary information for accurate and timely responses.
• Maintain up-to-date knowledge of industry trends, legislative changes, and best practices related to Total Rewards.
• Prepare and present reports on Total Rewards programs to senior management and stakeholders.
• Oversee pay equity audits and make recommendations for improvements current policies and procedures that support and ensure internal equity.
• Develop and manage key performance indicators (KPIs) to assess the effectiveness of total rewards programs.
• Prepare reports and presentations for senior leadership on trends, program effectiveness, and recommendations for changes or improvements.

Team Collaboration and Leadership:

• Manage a support team and key processes that are related to total rewards, compensation, benefits administration, and payroll.
• Train, develop, and coach the Total Rewards team to continuously improve their knowledge, productivity, and effectiveness.
• Responsible for driving team performance and engagement by conducting ongoing dialogs with employees and in completing staff reviews.
• Ensure direct reports‘ performance is aligned with goals and objectives and are regularly reviewed.
• Ensure development plans are developed, regularly reviewed and updated to reflect departmental needs and individual career goals.
• Collaborate with the HRBP as well as other stakeholders to align Total Rewards strategies with organizational goals and employee needs.
• Provide guidance and support to managers and employees on Total Rewards-related issues.
• Develop project plans for total reward initiatives. Set deliverable dates for all assigned projects and delegates projects and tasks to the team. Escalates issues that impact timing and budget and identifies additional resources needed during the project lifecycle.

Qualifications and Skills:

• 7+ years of experience in Total Rewards, compensation, and benefits management, with at least 2 years in a managerial role. Experience in payroll and HRIS management is essential.
• Preferred Bachelor‘s degree in Human Resources, Business Administration, Finance, or a related field - or equivalent work experience.
• Professional certifications (e.g., CCP, CEBS) preferred.
• Technical knowledge of Total Rewards principles, tools and techniques; understanding of people management and human resource functions and systems.
• Experience in change management or leading organizational transitions related to compensation and benefits, with the ability to guide teams through evolving compensation structures and benefits programs.
• Excellent analytical and problem-solving skills, with the ability to interpret complex data and make data-driven decisions.
• Proficiency in HRIS and payroll systems, with experience in system implementation and optimization.
• Exceptional communication and interpersonal skills, with the ability to work effectively with all levels of the organization.
• Proactive mindset, with a focus on continuous improvement and driving positive change in Total Rewards practices.
• Strong organizational skills and attention to detail, with the ability to manage multiple projects and priorities simultaneously.
• Ability to maintain confidentiality and handle sensitive Total Rewards information with discretion.
• Proficiency in Microsoft Office (Word, Outlook, Excel)

Workplace Environment:

• Sitting 90-95% and standing 5-10% Working at a computer 98% of the day, utilizing the phone 40-60%
• Bending, twisting, kneeling, stooping, or crouching when appropriate, on occasion
• Repetitive movements, including but not limited to typing, using a mouse, phones, etc.
• Requires onsite presence based on coordination of work with other employees and/or departments. May require travel to attend on-site meetings/events for collaboration, connection, project work, All-Employee Day, etc.

Required Work Schedule:

Standard Monday through Friday business hours with a willingness to work a flexible schedule as needed. Consistent and reliable attendance is a required essential function of this role to meet the needs of the department/team and organization.

This position will be Hybrid with on-site expectations in St. Paul, MN for team meetings at least monthly or as needed.