Manager - Total Rewards

• Manage the implementation and ongoing administration of the enterprise Total Rewards strategy, philosophy, roadmap, policies, and governance framework in alignment with organizational objectives and workforce needs.
• Provide HR leadership with analysis and recommendations on reward priorities, investment tradeoffs, program risks, market practices, and change implications.
• Establish decision rights and approval standards for pay actions, promotions, market adjustments, retention actions, job leveling, incentives, and exceptions.
• Maintain an integrated annual Total Rewards calendar covering compensation planning, incentives, salary structure review, benefits renewal, open enrollment, budgeting, communications, and program evaluation.
• Support reward-related workstreams for acquisitions, integrations, restructurings, and organizational transformation, as assigned.

• Develop and maintain compensation philosophy, job grades, salary structures, geographic differentials, pay ranges, and market-positioning guidelines.
• Manage annual merit and compensation planning, including budgets, guidelines, systems readiness, manager resources, governance, and post-cycle analysis.
• Conduct and oversee market benchmarking, job pricing, compensation analyses, internal equity reviews, range penetration, compa-ratio, and pay trend analysis.
• Review and provide guidance on new-hire offers, promotions, transfers, adjustments, retention proposals, and other compensation actions.
• Design, administer, and evaluate annual incentive, bonus, sales incentive, and variable-pay programs in partnership with Finance and business leaders.
• Model program costs, payout scenarios, affordability, and expected outcomes; ensure plan documentation and administration are accurate and timely.

• Manage the design, administration, and ongoing evaluation of health, welfare, retirement, voluntary benefits, leave-related programs, and employee wellbeing offerings, consistent with the approved benefits strategy.
• Partner with brokers, consultants, carriers, administrators, and internal stakeholders on renewals, plan design, funding, utilization, employee experience, and cost management.
• Evaluate vendor performance, service levels, fees, compliance support, and opportunities for consolidation or improvement.
• Oversee open enrollment strategy, readiness, employee communications, and post-enrollment review.
• Assess benefit competitiveness and value using utilization, participation, employee feedback, and cost-per-employee measures.

• Establish and maintain job families, career levels, grades, titling conventions, job evaluation standards, and career progression frameworks.
• Evaluate new and existing roles using a consistent methodology and maintain alignment among job content, level, market value, and organizational structure.
• Partner with HRBPs and Talent Management to connect job architecture with workforce planning, succession planning, career paths, organizational design, and talent reviews.
• Partner with Talent Acquisition to provide market-based offer guidance and support competitive, equitable hiring decisions.

• Develop dashboards and executive reporting for labor cost, market position, pay equity, range penetration, incentive outcomes, benefit utilization, turnover, retention, and reward-program effectiveness.
• Translate complex data into clear insights, options, and recommendations for senior leaders and decision-makers.
• Manage or support HRIS compensation and benefit modules, planning tools, market survey platforms, vendor systems, data governance, and process automation.
• Maintain strong data controls and partner with HRIS and Payroll to improve accuracy, efficiency, documentation, and audit readiness.
• Measure the return and organizational impact of Total Rewards investments and recommend program changes based on evidence.

• Support the development and ongoing articulation of the company’s employee value proposition.
• Design or enhance recognition and non-cash reward programs that reinforce company values, performance, retention, and employee engagement.
• Develop leader and employee communications that explain pay, benefits, incentives, and the overall value of Total Rewards programs.
• Equip HR and people leaders with tools, training, and talking points to communicate reward decisions consistently and effectively.

• Ensure programs are administered in accordance with applicable laws, plan requirements, company policies, and internal controls, in partnership with Legal and external advisors.
• Monitor developments affecting compensation, benefits, pay transparency, reporting, privacy, and related employment practices across relevant jurisdictions.
• Maintain plan documents, program guidelines, audit support, and records needed for effective governance and compliance.
• Identify program risks and recommend practical mitigation actions while maintaining business flexibility.

• May supervise, coach, and develop Total Rewards team members; coordinate vendor and consultant resources and build scalable capability across the function.
• Build strong partnerships with Finance, Legal, Payroll, HRIS, HRBPs, Talent Acquisition, Talent Management, Operations, and executive leadership.
• Manage major reward initiatives using disciplined project management, change management, stakeholder engagement, and clear accountability.
• Perform other duties and strategic projects as assigned.

• Competitive market positioning and appropriate internal alignment of pay programs.
• Accurate, timely, and well-governed compensation and incentive cycles.
• Sustainable benefit cost trends, effective vendor performance, and positive employee experience.
• Clear job architecture and consistent job-leveling decisions across the enterprise.
• Improved leader and employee understanding of Total Rewards programs.
• High-quality executive insights and measurable program outcomes.
• Strong compliance, data integrity, audit readiness, and process efficiency.

Qualifications:

Education and Experience

Knowledge and Technical Capabilities

Work Environment & Culture:

Foster and embody the Ideal Tridon Group values:

• Devoted to Customers – Builds trusted relationships through service and reliability.
• We Care – Acts with integrity, accountability, and respect for others.
• Passionate About Growth – Committed to personal and team development.
• Positive Energy – Creates a collaborative, energizing work environment.
• We Find a Way – Resourceful, determined, and solutions-focused.

An Equal Opportunity Employer

We do not discriminate based on race, color, religion, national origin, sex, age, disability, genetic information, or any other status protected by law or regulation. It is our intention that all qualified applicants are given equal opportunity and that selection decisions be based on job-related factors.