Manager / Sr. Manager, Compensation & Benefits

1-800 Contacts•Draper, UT

10h•Hybrid

About The Position

The Manager / Sr. Manager, Compensation & Benefits is a key leader within the Total Rewards team, responsible for the strategy and execution of compensation, benefits, and leave‑of‑absence (LOA) programs. This role partners closely with business leaders, Finance, Legal, and People teams to deliver competitive, equitable, compliant, and data‑driven rewards programs that support business objectives and a strong employee experience. This role balances hands‑on execution with forward‑looking planning and influence, owning initiatives end‑to‑end—from design through delivery—while keeping stakeholders informed and aligned throughout. The role also leads and develops a team of compensation, benefits, and leave professionals to ensure consistent, high‑quality execution across programs.

Requirements

5–8 years of progressive experience in compensation, benefits, or total rewards.
Demonstrated experience leading compensation programs, market analysis, and job architecture.
Strong knowledge of benefits plan design, renewals, vendor management, and regulatory compliance.
Advanced analytical skills; strong Excel required.
Proven ability to influence, partner cross‑functionally, and communicate effectively at multiple levels.
Strong planning, prioritization, and execution skills.

Nice To Haves

Experience leading and developing teams in a compensation, benefits, or total rewards environment preferred.
HRIS exposure and experience partnering closely with systems teams preferred.
Professional certifications (CCP, CBP) preferred but not required.

Responsibilities

Lead the design, governance, and ongoing management of compensation programs, including job architecture, base pay, incentives, and equity.
Proactively assess business needs, workforce trends, and market data to anticipate change and develop compensation strategies, plans, and recommendations aligned with company objectives.
Guide leaders and People Business Partners through annual and off‑cycle compensation processes with clear planning, timelines, and communication.
Conduct market benchmarking and internal equity analyses, bringing forward clear, well‑reasoned recommendations to inform leadership decisions.
Develop compensation models, forecasts, scenarios, and implementation plans to support workforce planning and financial discussions.
Partner with leaders and People Business Partners to evaluate and adapt compensation structures across the organization.
Ensure compliance with wage, pay equity, and applicable regulatory requirements.
Own compensation initiatives end‑to‑end, including planning, execution milestones, stakeholder updates, and post‑implementation review.
Partner closely with internal teams to ensure compensation processes are scalable, well‑governed, and accurately reflected in systems and reporting.
Lead the strategy, design, and administration of health & welfare benefits, retirement programs, wellbeing initiatives, and LOA programs.
Develop forward‑looking benefits and LOA plans that adapt to evolving workforce needs and regulatory environments while balancing cost, competitiveness, and employee experience.
Oversee program governance, vendor relationships, and operational execution.
Lead annual benefits renewals, including plan design evaluation, vendor negotiations, budgeting, and cost management.
Partner with brokers and internal stakeholders to analyze medical, pharmacy, and wellness claims, identifying trends, cost drivers, and improvement opportunities.
Serve as the primary escalation point for brokers and vendors, ensuring accountability and high‑quality service delivery.
Ensure compliance with ERISA, ACA, HIPAA, COBRA, FMLA, and applicable state and local leave laws.
Lead open enrollment planning and employee communications in partnership with Communications and People teams.
Drive benefits and LOA initiatives end‑to-end, from recommendation through execution, ensuring clear timelines, stakeholder alignment, and regular progress updates.
Collaborate closely with internal teams to support benefits and LOA system functionality, data accuracy, reporting, and ongoing process improvements.