Compensation & Benefits Manager
About The Position
The Total Rewards Manager leads the design, development, administration, and continuous improvement of Enterprise Electrical’s compensation and benefits programs. Reporting to the Vice President of Human Resources, the role develops scalable total rewards strategies that support workforce growth, market competitiveness, internal equity, employee engagement, and retention across a predominantly skilled-trades, hourly, and multi-state workforce. The position evaluates and improves compensation programs; oversees benchmarking, pay structures, incentives, and compensation governance; and advises senior leaders on compensation trends, benefits strategy, workforce costs, and labor markets. It also leads the strategy and administration of health, welfare, and retirement benefits, including renewals, vendor relationships, negotiations, utilization analysis, and employee communications. The manager assesses current programs and develops a multiyear roadmap to support growth beyond 2,000 employees, identifying risks, infrastructure needs, scalable processes, and technology improvements. The role establishes policies and controls, ensures compliance with applicable compensation and benefits requirements, and uses dashboards and workforce analytics to guide decisions and continuous improvement. This is a full-time, exempt role designed for a predominantly in-office, highly collaborative work environment, with occasional travel to company offices, operational locations, or vendor meetings.
Requirements
- Eight or more years of progressive experience in compensation, benefits, or Total Rewards.
- Experience supporting organizations undergoing significant growth, organizational transformation, or workforce scaling.
- Demonstrated success building, redesigning, or substantially improving compensation and benefits programs.
- Expert knowledge of compensation strategy, salary structures, market benchmarking, pay equity, incentive design, and compensation governance.
- Strong knowledge of employee benefits strategy, plan administration, annual renewals, vendor management, utilization analysis, and employee communications.
- Ability to build, redesign, and scale compensation and benefits programs rather than solely maintain established programs.
- Strong analytical skills and ability to interpret market data, workforce trends, financial impacts, employee feedback, and operational needs.
- Business acumen and executive presence, including the ability to respectfully challenge existing practices and influence leadership decisions.
- Ability to develop business cases, dashboards, executive presentations, policies, governance structures, and scalable program frameworks.
- Strong project management, change management, communication, presentation, and cross-functional collaboration skills.
- Ability to communicate complex compensation and benefits concepts clearly to employees, operational leaders, and executives.
- Ability to operate effectively in a high-growth, evolving environment with competing priorities and developing processes.
- Working knowledge of federal, state, and local compensation and benefits laws and regulations.
- Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field preferred; equivalent professional experience may be considered in place of a degree.
Nice To Haves
- Experience supporting construction, industrial, manufacturing, energy, skilled-trades, logistics, or another large hourly workforce environment.
- Experience supporting multi-state operations.
- Experience implementing or optimizing HRIS, compensation, benefits administration, analytics, or reporting technologies.
- One or more of the following certifications: Certified Compensation Professional (CCP), Certified Employee Benefit Specialist (CEBS), SHRM Senior Certified Professional (SHRM-SCP), Senior Professional in Human Resources (SPHR), or a related compensation, benefits, or human resources certification.
Responsibilities
- Develop and execute a comprehensive Total Rewards strategy aligned with company growth objectives and workforce plans.
- Evaluate compensation programs and recommend enhancements to improve competitiveness, retention, engagement, and internal equity.
- Lead enterprise-wide compensation benchmarking and make recommendations using market data, labor conditions, and organizational priorities.
- Design and maintain salary structures, pay grades, career frameworks, incentive and bonus plans, recognition programs, and compensation governance practices.
- Assess pay equity, wage compression, pay inversion, geographic pay differences, and other compensation risks, and develop proactive solutions.
- Partner with executive leadership and Finance to evaluate compensation investments, forecast workforce costs, and balance talent needs with financial performance.
- Prepare business cases, executive presentations, compensation analyses, and dashboards to support decision-making and workforce planning.
- Advise senior leaders on compensation trends, benefits strategy, workforce costs, labor market dynamics, and total rewards practices.
- Translate complex compensation and benefits information into practical recommendations for executive and operational leaders.
- Lead the strategy, design, administration, and continuous improvement of health, welfare, and retirement benefit programs.
- Evaluate opportunities to enhance benefits, employee experience, program utilization, and overall value.
- Manage annual benefits renewals, broker and vendor relationships, contract negotiations, utilization analysis, and employee feedback.
- Partner with internal and external stakeholders to keep benefits competitive, compliant, financially responsible, and aligned with workforce needs.
- Develop benefits communication and education strategies that improve employee understanding and engagement.
- Assess current Total Rewards programs and develop a multiyear roadmap to support workforce growth beyond 2,000 employees.
- Identify risks, gaps, infrastructure needs, and process improvements related to rapid expansion and multi-state operations.
- Evaluate compensation and benefits processes for scalability and recommend technology, reporting, automation, and workflow enhancements.
- Support expansion by evaluating geographic pay practices, labor market conditions, prevailing wage requirements, and benefits competitiveness in new markets.
- Establish scalable processes, policies, and governance structures to support organizational growth.
- Establish policies, frameworks, controls, and governance practices for a larger and more complex workforce.
- Ensure compliance with applicable federal, state, and local compensation and benefits requirements, including ACA, COBRA, ERISA, HIPAA, FMLA, prevailing wage, and Davis-Bacon regulations.
- Develop and maintain Total Rewards dashboards and key performance indicators.
- Use workforce analytics to identify opportunities involving retention, engagement, cost management, pay equity, and business performance.
- Monitor changes in compensation, benefits, employment, and wage-related laws and recommend organizational responses.
- Drive continuous improvement through data, technology, process enhancements, clear communication, and cross-functional partnership.
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What This Job Offers
Job Type
Full-time
Career Level
Manager
