Compensation & Benefits Manager

InPwr•Lawrence, IN

3d•Hybrid

About The Position

InPwr, Inc. is looking for a Compensation & Benefits Manager to join our dynamic team! We are an award-winning electrical design-build firm headquartered in Indianapolis, IN, with offices in Denver, CO, Los Angeles, CA, and Naples, FL. Named a 2019, 2022, 2023 and 2024 Top Places to Work, we believe in building it better, focus on complex opportunities, and taking the electrical design to the next level, with licenses in over forty states and projects across the nation. We InPwr people through personal commitment, relentless dedication, and driving results together. Come Join our Team! The Compensation & Benefits Manager is responsible for the design, development, implementation, administration, and continuous improvement of InPwr’s Total Rewards strategy. This position serves as the subject matter expert for compensation, benefits, job architecture, incentive compensation, sales commissions, executive and long-term incentive plans, and all company-sponsored health and welfare benefit programs. This role partners closely with executive leadership, Finance, Payroll, Talent Acquisition, and people leaders to ensure compensation and benefit programs attract, retain, and motivate top talent while supporting the Company's growth strategy and maintaining market competitiveness and regulatory compliance.

Requirements

Bachelor's degree required
5+ years progressive compensation and benefits experience.
Experience with compensation design, benefits administration, job architecture, incentive programs, and preferably sales compensation and executive compensation.
Financial modeling, advanced Excel, HRIS, analytics, project management, communication, confidentiality, and executive influence.

Nice To Haves

Master's preferred.
CCP, CEBS, SHRM-SCP, and/or SPHR.
Construction, engineering, manufacturing, or project-based industry experience preferred.
ERP optimization or implementation experience; familiarity with Spectrum or comparable construction platforms is a plus.
Experience evaluating acquisitions, leading diligence, or integrating acquired businesses is preferred but not required.

Responsibilities

Design, administer, and continuously improve the Company's overall compensation philosophy and programs.
Develop and maintain market-competitive salary structures, pay grades, and compensation ranges.
Conduct market pricing using multiple salary survey sources.
Lead annual compensation planning, including merit increases, promotional increases, market adjustments, and compensation budgeting.
Partner with Finance on annual labor cost forecasting and compensation modeling.
Analyze internal pay equity and external market competitiveness.
Ensure compliance with applicable pay regulations.
Prepare executive compensation recommendations and analyses.
Maintain enterprise-wide job architecture – including job families, functions, career levels, career ladders, job profiles, position descriptions, and standardized job titles.
Establish compensation bands tied to organizational levels.
Evaluate new positions and organizational changes.
Maintain governance over position creation and classification.
Partner with Talent Acquisition and HR leadership to ensure consistent application.
Design and administer annual incentive, management incentive, short-term incentive (STI), long-term incentive (LTI), executive incentive, project bonus, recognition, spot bonus, and retention bonus programs.
Establish program rules, financial models, performance calculations, award administration, executive reporting, and program effectiveness analysis.
Own sales commission plan design, administration, audits, documentation, and annual updates in partnership with leadership.
Oversee all company-sponsored employee benefit programs including medical, dental, vision, prescription, life, disability, FSA, HSA, EAP, wellness, voluntary benefits, retirement, and PTO or leave programs.
Manage open enrollment, vendor relationships, employee communications, eligibility, compliance, and issue resolution.
Partner with the CHRO to manage annual benefit and compensation budgets, vendor negotiations, renewal analysis, forecasting, financial reporting, utilization analysis, and cost containment initiatives.
Ensure compliance with ERISA, ACA, COBRA, HIPAA, FMLA, IRS, DOL, Equal Pay Act, FLSA, state wage laws, and pay transparency requirements.
Assist in internal and external audits as needed.
Partner with HR, Payroll, and Finance to outline the technology roadmap including HRIS and payroll system(s). Participate in implementation and maintenance of systems.
Ensure accurate administration and reporting.
Partner with the Automation Team to develop dashboards covering compensation, benefits, labor costs, pay equity, and executive reporting.
Partner with executive leadership, HR Ops, Finance, Payroll, Talent Acquisition, managers, and external vendors as the Company's Total Rewards expert.
Other job duties as assigned as based on the changing needs of the business.