Benefits & Compensation Manager

County Materials Family of Companies•Marathon City, WI

8d•Onsite

About The Position

The Benefits and Compensation Manager is responsible for developing, administering, analyzing, and continuously improving the organization’s employee benefits, compensation, and leave management programs. The role ensures these programs are competitive, cost-effective, internally equitable, consistently administered, and aligned with business and talent strategies. It serves as a subject matter expert and strategic partner to Human Resources and business leaders on benefit plan design, compensation, market competitiveness, job evaluation, salary administration, incentive programs, and leave management. The role also supports compliance, data analysis, reporting, budgeting, and accurate administration of benefit and compensation programs. Work is typically performed in an office environment, with periodic visits to manufacturing or operating locations. Travel is required at 10%. Typical work hours are standard business hours. The position is based in Marathon, Wisconsin.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, Accounting, or a related field.
Five or more years of progressively responsible experience in compensation, employee benefits, total rewards, or related Human Resources functions.
Demonstrated experience analyzing compensation and/or benefit programs and translating data into actionable recommendations.
Experience working with HRIS, benefits administration, and compensation data.
Strong proficiency with Microsoft Excel and data analysis.
Excellent verbal and written communication skills.

Nice To Haves

Professional certification preferred but not required, such as CCP, CEBS, CBP, SHRM-CP/SHRM-SCP, or PHR/SPHR.

Responsibilities

Lead administration and ongoing evaluation of employee benefit programs, including medical, dental, vision, life, disability, retirement, employee assistance, wellness, and voluntary benefits.
Evaluate benefit-plan performance, utilization, employee needs, market competitiveness, and cost trends; work with brokers, consultants, carriers, and vendors to assess plans and improvements.
Recommend benefit program and plan-design changes; lead annual renewal and open enrollment processes.
Establish processes for accurate enrollment, eligibility, deductions, vendor feeds, benefit records, communications, and employee education.
Advise HR team members and employees on benefit provisions and complex benefit issues; monitor benefit expenditures and support budgets and forecasts.
Oversee employee leave programs, including FMLA, disability, personal, military, state-mandated, and company-provided leaves.
Ensure leave programs comply with applicable laws and company policies; advise HR staff and managers on eligibility, leave options, documentation, and return-to-work processes.
Coordinate leave programs with ADA accommodations, disability benefits, workers’ compensation, paid time off, and other applicable programs.
Maintain leave tracking and documentation processes, monitor active cases, coordinate with vendors, and oversee required employee notices and communications.
Partner with Payroll and HRIS on leave status, pay impacts, benefit deductions, and return-to-work information; identify employees approaching or exhausting leave and coordinate next steps.
Analyze leave activity and trends; develop leave procedures, tools, training materials, and resources, and train HR staff and managers.
Develop, administer, and evaluate compensation programs, structures, policies, and practices; maintain salary structures, pay grades, job levels, ranges, and guidelines.
Conduct market pricing and compensation benchmarking; analyze internal and external data for market competitiveness and internal equity.
Partner with HR and business leaders on starting salaries, promotions, transfers, market adjustments, and other compensation decisions.
Lead or support annual compensation planning, including merit increases, salary structure reviews, and recommendations.
Conduct job evaluations and recommend classifications, levels, titles, and compensation ranges using consistent methodologies.
Monitor compensation trends and recommend program adjustments; support incentive, bonus, and variable compensation programs where applicable.
Develop compensation analyses and executive-level reporting; partner with HRIS and Payroll to ensure compensation programs and changes are accurately configured and administered.
Maintain benefit and compensation program compliance; monitor regulatory developments and recommend changes.
Support compliance with ERISA, ACA, COBRA, FMLA, and other applicable regulations; conduct or coordinate audits, testing, reporting, disclosures, and documentation.
Maintain confidentiality and controls over compensation, benefits, and sensitive employee information.
Develop and monitor compensation and benefit metrics; analyze salary, market, utilization, claims, cost, participation, and workforce data.
Prepare analyses, recommendations, and financial models concerning competitiveness, equity, costs, program effectiveness, and proposed changes.
Partner with Finance, Payroll, HRIS, and HR leadership to provide accurate budgeting and workforce-planning data; maintain accurate information in HRIS and related systems.