Senior Manager, Compensation and Benefits (Total Rewards)

Lawrence Berkeley National Laboratory•Berkeley, CA

14h•$225,000 - $260,000•Hybrid

About The Position

Lawrence Berkeley National Laboratory has an exciting opportunity for a Senior Manager, Compensation and Benefits (Total Rewards) at one of the world’s leading research institutions. Reporting to the Chief HR Officer, the Senior Manager of Total Rewards provides strategic leadership and oversight of Berkeley Lab’s Total Rewards programs, including compensation strategy, well-being initiatives, and employee benefits administered through the University of California. This role leads the development and implementation of a comprehensive compensation strategy that supports the Lab’s mission and strengthens employee attraction, retention, and engagement. This position designs, implements, and communicates compensation strategies that support the Lab’s strategic objectives and strengthen Berkeley Lab’s employee value proposition. The Senior Manager applies market insights and compensation best practices to ensure programs remain competitive and aligned with evolving workforce trends. This role combines strategic leadership with hands-on program design and execution. The Senior Manager will lead a lean Total Rewards team, providing clear direction and priorities while personally driving key initiatives and program implementation. About Berkeley Lab: Berkeley Lab is a U.S. Department of Energy national laboratory managed by the University of California and designated a Federally Funded Research and Development Center (FFRDC). The Laboratory conducts groundbreaking research focused on discovery science and solutions for abundant and reliable energy supplies. The lab’s expertise spans materials, chemistry, physics, biology, earth and environmental science, mathematics, and computing. Researchers from around the world rely on the lab’s world-class scientific facilities for their own pioneering research. Founded in 1931 on the belief that the biggest problems are best addressed by teams, Berkeley Lab and its scientists have been recognized with 17 Nobel Prizes. “Team Science” remains an integral part of Berkeley Lab’s DNA, where research is carried out across multiple scientific disciplines. Berkeley Lab has a dynamic workforce of 4,000 employees and an annual operating budget of approximately $1.3 billion. The University of California (UC) manages Berkeley Lab for DOE’s Office of Science. About 95%25 of the Laboratory’s funding comes from federal and state taxpayers, which highlights the importance of stewardship and trust with the public.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field or equivalent training and experience.
12+ years of experience in designing, implementing, leading and/or administering effective Compensation programs, with 5 or more years in a management role leading professional employees.
Experience in a large and organizationally complex and/or proven track record developing and implementing total rewards strategies in complex, multi-location organizations.
Demonstrated ability to lead at a strategic level, navigate high-visibility environments, and engage effectively with stakeholders and oversight bodies.
Experience conducting comprehensive needs and/or effectiveness assessment for compensation programs, developing proposals, and implementing notable program enhancements with tangible results.
Demonstrated experience managing multiple projects and managing activities to meet multiple competing deadlines, and experience with vendor management.
Deep knowledge of compensation and benefits regulations and best practices.
Excellent communication and interpersonal skills, with the ability to influence and engage stakeholders at all levels
Strong leadership skills in managing a cross-functional team of professionals including experience managing or mentoring a team, with a demonstrated commitment to fair and collaborative leadership, people stewardship, and building a work environment where all team members feel valued, heard, and empowered to contribute.
Extensive experience communicating successfully with and presenting new programs, program changes, and updating senior management and key stakeholders.
Strong analytical skills with demonstrated ability to interpret complex data, identify trends, and communicate insights effectively.
Knowledge of federal and state laws and regulations related to HR industry practices and pertaining to compensation and benefits (e.g. ACA, FLSA, OFCCP, EEOC, DFEH, etc.).
Demonstrates the ability to manage challenging situations calmly and manage confidential information and situations diplomatically.
Proficiency with HR systems and tools including HRMS, Word, Excel, PowerPoint, and email.

Nice To Haves

Experience leading or administering Benefits programs is highly preferred.
Certification in Compensation and/or Benefits typically attained through the professional programs in professional organizations such as WorldatWork.

Responsibilities

Develop and execute a comprehensive compensation strategy that aligns with organizational goals and requirements, and supports talent attraction and retention.
Collaborate with leadership to align Total Rewards strategies with organizational objectives and provide data-driven recommendations.
Provide strategic counsel to the CHRO and senior leadership on compensation trends, best practices, challenges, and opportunities. Collaborate with HR leadership and Talent Strategies team as well as UC Compensation and Benefits to lead methods for assessing, quantifying, and conveying a holistic view of Berkeley Lab’s total rewards (compensation, benefits, retirement plans, etc) as part of the employee value proposition (EVP) strategy.
Lead job evaluation, market pricing, and benchmarking activities to ensure compensation programs remain competitive and aligned with industry best practices.
Design and implement compensation services and strategies, conduct assessments and benchmarking reviews, make recommendations, and prepare proposals for new and improved programs based on institutional need and/or mission alignment.
Ensure compensation and benefits programs comply with DOE contract requirements, University of California policies, and applicable federal and state regulations.
Provide strategic recommendations, advice, and programs to Laboratory senior management and other key stakeholders based on market analyses and industry trends while understanding the nuances of the Laboratory and ensuring compliance with UC and DOE regulations.
Represent Berkeley Lab in DOE and University of California systemwide initiatives related to compensation and benefits strategy.
Partner with the Employee and Labor Relations team to support compensation components of collective bargaining agreements.
Responsible for all aspects of salary management. Liaison to and partner with other leaders who have shared responsibilities in the process (e.g., Laboratory senior leaders, Chief HR Officer, UCOP, IT, HRIS, HR Field teams, Division process owners).
Direct Berkeley Lab’s salary administration activities including policy design, salary offers, promotions, salary adjustments, and the Lab’s annual salary review program.
Serve as a strategic advisor to HR and Lab leadership on compensation practices that support performance management and workforce planning.
Lead the development and submission of Berkeley Lab’s Compensation Increase Plan (CIP) to the University of California Office of the President (UCOP) and DOE, including market analysis, allocation recommendations, and implementation oversight.
Oversee internal compensation audits and ensure alignment with institutional policies and regulatory requirements.
Provide leadership and strategic direction to the Benefits team to ensure effective communication and delivery of University of California-administered benefits programs.
Lead and develop Compensation and Benefits staff, fostering a culture of collaboration, accountability, and continuous improvement.
Utilize metrics and data analysis to evaluate Total Rewards programs, measure effectiveness, and guide strategic decision-making.
Partner with HR leadership and HR Business Partners to address workforce challenges related to talent attraction, retention, and engagement.
Ensure the Total Rewards team provides high-quality service and thoughtful problem solving for complex compensation and benefits matters.
Lead and develop a high-performing team by providing clear direction, mentorship, and growth opportunities, while fostering a culture of innovation, collaboration, and excellence.