Job Summary
The Compensation & Benefits Manager is responsible for designing, administering, and continuously improving the Company's compensation and benefits programs to attract, retain, and engage talent. The role manages total rewards strategy, ensures regulatory compliance, and serves as the subject matter expert for compensation structures, benefits administration, leave programs, and HRIS data integrity. Partnering closely with the Director of Human Resources and cross-functional leaders, this role ensures that pay practices and benefit offerings are competitive, equitable, and aligned with the Company's financial and cultural objectives.
Essential Job Functions
The Compensation & Benefits Manager is expected to perform all the essential duties in accordance with all applicable company policies, procedures, processes and practices, and compliant with all federal, state, and local laws and regulations. The essential duties below are not intended to be all-inclusive, but rather indicative to the characteristics normally associated with the job. While it is intended to be an accurate reflection of the current job, the Company reserves the right to revise the job, due to reasonable accommodation or other reasons, and assign or reassign duties and responsibilities at any time.
• Follow, promote, and enforce all labor laws, safety policies, practices, and procedures to ensure safe
working conditions and behaviors are maintained. Assist with safety investigations and corrective actions
related to safety hazards and/or incidents.
• Support efforts in recruiting, hiring, and onboarding new employees. Foster a culture of continuous
learning by providing training and development opportunities to enhance team skills and performance.
• Effectively manage employee performance by clearly communicating expectations, providing regular and constructive feedback, and addressing both positive contributions and areas for improvement.
Foster a culture of accountability and continuous growth.
• Promote a positive and inclusive work environment by actively recognizing achievements, addressing employee concerns promptly, and using approaches to maintain high levels of employee satisfaction and retention.
• Design, implement, and administer the Company's compensation programs, including base pay
structures, salary bands, job leveling, and incentive and variable pay plan design. Conduct regular
market analyses, salary survey submissions, and pay equity reviews to ensure pay practices remain
competitive, equitable, and defensible.
• Manage the full benefits administration lifecycle, including plan selection and renewal, carrier
relationships, open enrollment, employee communications, and day-to-day issue resolution for health, dental, vision, life, disability, and voluntary benefit programs.
• Administer leave programs, including FMLA, state leave laws, ADA accommodations, and company sponsored leave policies. Serve as the primary point of contact for leave-related inquiries and ensure consistent, compliant administration across the organization.
• Oversee the payroll function through direct supervision of the payroll team, ensuring payroll is processed accurately, on time, and in full compliance with federal, state, and local requirements. Conduct regular payroll audits to verify the accuracy of pay calculations, deductions, tax withholdings, and payroll data integrity. Serve as the escalation point for payroll discrepancies, audits, and regulatory inquiries, and maintain ultimate accountability for the accuracy, compliance, and integrity of all payroll operations.
• Ensure the integrity and accuracy of compensation, benefits, and payroll data within the HRIS, partnering with the People Systems & Analytics Manager on system configuration, reporting needs, and process improvements that affect the total rewards function.
• Ensure compensation and benefits programs remain in full compliance with applicable federal, state, and local regulations, including ERISA, HIPAA, ACA, FLSA, and equal pay requirements. Monitor regulatory changes and proactively update programs and policies accordingly.
• Develop and deliver employee education and communications related to compensation, benefits, and leave programs, ensuring employees understand the value of their total rewards package and know how to access and utilize available resources.
• Build and maintain compensation analytics capabilities, including salary survey participation, pay equity analysis, and total rewards modeling. Translate data into clear, actionable insights that inform leadership decisions on compensation investments, program design, and workforce planning.
• Develop and present annual compensation and benefits budget recommendations and long-range workforce planning inputs to senior leadership, partnering with Finance to model cost scenarios and ensure total rewards strategies align with the Company's financial objectives.
• Manage relationships with benefits brokers, carriers, and third-party administrators, ensuring service level expectations are met and the Company receives maximum value from vendor partnerships.
• Continuously evaluate and improve total rewards processes, workflows, and systems to reduce
administrative burden, increase accuracy, and enhance the overall employee experience. Identify
opportunities for automation or technology-enabled efficiencies and drive implementation in partnership with relevant stakeholders.
Non-Essential Functions
• Perform other related duties as assigned.
Qualifications
• Bachelor's degree in Human Resources, Business Administration, Finance, or a related field preferred.
• Minimum of 5 years of progressive experience in compensation, benefits, and payroll administration, with demonstrated experience managing full-cycle benefits programs, compensation analysis, and payroll oversight.
• Working knowledge of HRIS platforms (experience with Paycom preferred); ability to navigate system reporting and maintain data integrity.
• Experience administering leave programs in compliance with FMLA, ADA, and applicable state leave laws.
• Experience overseeing or supervising payroll operations, including knowledge of payroll compliance requirements, pay calculation auditing, tax withholding regulations, and multi-state payroll administration.
• Certified Compensation Professional (CCP), Certified Benefits Professional (CBP), Certified Payroll
Professional (CPP), SHRM-CP, SHRM-SCP, or PHR/SPHR certification preferred.
• Strong analytical skills with the ability to interpret data, model scenarios, and translate findings into actionable recommendations.
• Strong verbal and written communication skills, with the ability to effectively share information across teams and stakeholders.
• Proficient in computer and technology skills including working knowledge of Microsoft Office Suite.
Core Competencies
• A Sense of Urgency
• A Constant Communicator
• Mission over Ego
• We Do What We Say
• Relentless
• Grow & Adapt
Position Specific Competencies
• Servant Leadership
• Detail Oriented
• Technical Expertise
• Financial Acumen
• Execution
• Organization
Working Conditions Environment
• Work may be performed remotely as business needs dictate. Remote working spaces must comply with the Company's Remote Work Policy.
Physical Demands
The physical demands described below are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• Generally sedentary in nature, but will require standing and walking, and the ability to intermittently climb, kneel, stoop, bend at the waist, twist at the waist and reach, or sit for long periods of time.
• Must be able to read, write, and communicate clearly.
• Ability to safely lift, carry, pull or push up to 20 lbs. on occasion (boxes, paper, office supplies, etc.).
• Ability to operate standard office equipment (copier, fax, printers, multi-line phone systems).
• Must have good vision to read print and a computer screen.
• Ability to hear and speak to communicate in person, before groups, and over the telephone.
• Manual dexterity of hands and fingers to include repetitive keyboarding, grasping, and reaching to operate a computer keyboard, mouse and/or standard office equipment.
• Ability to maintain physical and mental composure during stressful periods and situations.
Reports To
• Chief Human Resources Officer (CHRO)
Direct Reports
• Payroll Specialists
Success Factors
• Foster and maintain positive, collaborative relationships with both internal teams and external customers.
• Successfully complete all required training, including the Company's training program and any additional assignments.
• Consistently advocate for and exemplify the Company's core values in all interactions.
• Compensation, benefits, leave, and incentive programs are current, market-competitive, and compliant, evidenced by completed annual benchmarking and timely regulatory updates.
• Payroll is processed accurately and on time each cycle, with audit results consistently reflecting correct pay calculations, deductions, and tax withholdings and zero unresolved discrepancies.
• Deliver reliable, timely total rewards data and analysis that directly informs compensation decisions, benefits renewals, and workforce planning.
• All compensation, benefits, and payroll programs operate in full compliance with applicable federal, state, and local requirements, with no audit findings, penalties, or unresolved regulatory issues
