Position DescriptionWe are seeking a Total Rewards Manager to join our Human Resources team. Reporting to the Vice President of Human Resources, this role is pivotal in enhancing the employee experience through strategic initiatives. This is an Individual Contributor role, working with a great group of HR professionals! You can be based in Phoenix and work a hybrid schedule, or you can work remotely. Location is not a priority-hiring the candidate who likes to think strategically and execute is what matters!
Compensation- Conduct market analyses and benchmarking that result in informed compensation decisions. Leverage compensation data (i.e., Culpepper and Radford).
- Measure compensation program effectiveness and equity.
- Design and manage grade structures. Oversee job evaluation, and utilize and maintain compensation-related tools to ensure the accuracy of job pricing data.
- Collaborate with management on requests for compensation-related data (e.g., internal equity analysis, retention, market, and bonus recommendations).
- Develop various pay policies and programs.
- Design, implement, communicate, and measure effectiveness of incentive pay and bonus plans, including commission plans.
- Review compensation practices for compliance (e.g., FLSA).
- Participate in the headcount budget planning process by partnering with leaders on compensation requests.
- Own the salary budget planning process, including promotion requests, merit increase, equity.
Benefits- Design, implement, and administer all Health and Wellness programs, including medical, dental, vision, life, disability, retirement, and other ancillary programs, to ensure plans are competitive, fair, and affordable.
- Research plans and providers to develop benefits programs that optimize costs and meet organizational goals (i.e., position as employer of choice, competitive).
- Facilitate benefit plan design, selection, renewal, and communications, along with policy and procedure development, implementation, and interpretation.
- Maintain knowledge of benefit trends and regulations to ensure new trends/regulations are incorporated into current and future benefit programs, and to differentiate the company as an employer of choice.
- Lead annual open enrollment processes, including communication strategies and vendor management.
- Manage the regulated aspects of benefits, including 5500 processing and non-discrimination testing, 401(k), HSA, and FSA management, and workers' compensation (e.g., ERISA, COBRA, HIPAA, FMLA, ACA, 5500s, non-discrimination testing, interaction with plan auditors), minimum wage, EEO categorization, required notices, and FLSA audits.
- Ensure the accuracy of benefits data, including employee, payroll, and provider premium reconciliation and billing.
- Drive employee-focused education initiatives, material distribution, and tools, while ensuring the accuracy of benefit program data.
- Stay informed on industry regulations, trends, and standards, and guide necessary organizational changes.
Total Rewards Strategy, Recognition & Wellness- Own, evolve and elevate the company's holistic Total Rewards philosophy, ensuring compensation, benefits, recognition, and wellness programs work together to attract, retain, and engage top talent.
- Design and administer employee recognition programs (peer-to-peer, service milestones, performance-based) that reinforce company values and culture.
- Develop and manage wellness initiatives spanning physical, mental, and financial well-being, including the lifestyle account, EAP utilization, and partnerships with wellness vendors.
- Measure the impact and ROI of recognition and wellness programs through participation data, engagement surveys, and retention metrics; adjust programs based on findings.
- Benchmark recognition and wellness offerings against industry standards and competitors to keep the company's offerings differentiated and cost-effective.
- Partner with Business leaders, Culture Team and internal communications to promote awareness and utilization of Total Rewards, recognition, and wellness programs across the organization.
- Create scalable frameworks and toolkits that empower managers to recognize and reward employees in real time.
- Develop, implement, and measure the effectiveness of the overall Total Rewards Strategy, including analyzing existing programs and presenting alternative best-practice options (e.g., performance management, internship program, other ancillary benefits).
- Present Total Rewards, recognition, and wellness strategy and outcomes to HR leadership and executive stakeholders.
- Oversee the new hire and rewards SWAG program.
RequirementsRequirements- Bachelor's degree in Human Resource Management, Business, or a related field of study, or an equivalent combination of education and experience.
- 7+ years of benefits and compensation program management.
- Proven ability to develop and execute compensation and benefits strategies that enhance the employee experience.
- Experience designing or managing employee recognition and/or wellness programs, with a track record of measuring program effectiveness.
- Strong analytical skills with proficiency in data analysis and reporting.
- Excellent communication and interpersonal skills, with the ability to interact effectively with all levels of the organization.
Preferred- Professional certifications such as Certified Compensation Professional (CCP) or Certified Employee Benefits Specialist (CEBS).
- Experience with recognition platforms or wellness program vendors.
- Experience with sales/commission plans
BenefitsHow We Will Take Care of You- Robust benefit package that includes medical, dental, and vision that start on date of hire.
- Paid Time Off, to include vacation, sick, holidays, and floating holidays.
- 401(k) plan with employer match.
- Company-funded "lifestyle account" upon date of hire for you to apply toward your physical and mental well-being (i.e., ski passes, retreats, gym memberships).
- Tuition Reimbursement Program.
- Voluntary benefits, to include but not limited to Legal and Pet Discounts.
- Employee Assistance Program (available at no cost to you).
- Company-sponsored and funded "Culture Team" that focuses on the Physical, Mental, and Professional well-being of employees.
- Community Give-Back initiatives.
- Culture that focuses on employee development initiatives.
