Senior Manager, Total Rewards (31978)

CEC COMPANIES•Irving, TX

1d•Onsite

About The Position

The Senior Manager, Total Rewards designs and manages compensation architecture, performance systems, and benefits that support CEC's continued growth. This role requires analytical rigor applied to complex workforce challenges: building pay structures that compete across diverse markets, designing incentive programs that drive measurable retention, and creating frameworks that differentiate high performers. You'll partner with leadership on strategic workforce decisions, lead total rewards analytics that inform business planning, and build scalable systems for a multi-site construction organization. This is a strategic and hands-on role for someone who brings quantitative capability, business thinking, and the ability to translate compensation decisions into operational impact.

Requirements

8+ years of progressive experience in total rewards with deep compensation expertise.
Proven experience designing compensation structures, market pricing, and incentive programs.
Experience building performance management systems that connect to pay decisions and drive accountability.
Construction, manufacturing, or field-based industry experience required.
HRIS implementation experience (Paycom preferred).
Working knowledge of FLSA, Davis-Bacon, certified payroll, and prevailing wage compliance.
Experience in high-growth, high-turnover environments where retention drives business results.
Project management experience including leading cross-functional initiatives.
Demonstrated ability to influence senior operations leaders and build credibility with skeptical stakeholders.
Ability to manage competing priorities across multiple business units.
Skilled at simplifying complex topics for field leaders and employees.

Nice To Haves

Certified Compensation Professional (CCP) or CEBS strongly preferred.

Responsibilities

Design and govern pay structures for field and professional roles, including market-based ranges, promotion levels, and specialty premiums.
Conduct market analysis to maintain competitive positioning across regions and trades.
Design project-based and company-wide incentive programs that drive retention and performance.
Model labor cost impact of compensation changes and present recommendations to finance and operations.
Develop job architecture with clear progression frameworks showing advancement paths across all roles.
Define competencies, promotion criteria, and readiness standards for each level.
Build performance management frameworks including review processes, rating scales, and calibration methodology.
Run calibration sessions and connect performance outcomes to compensation decisions.
Partner with HR Business Partners to design systems that work for both craft and professional populations.
Oversee administration of benefits programs including health, welfare, and retirement plans.
Design and manage recognition programs that reinforce company values and performance.
Develop wellness initiatives that support employee health and reduce healthcare costs.
Manage annual enrollment process and employee communications.
Serve as plan administrator and ensure compliance with regulatory requirements.
Evaluate and recommend improvements to benefits offerings based on workforce needs and market trends.
Create total rewards statements annually that show employees full value of compensation and benefits.
Design communication strategies for compensation and benefits changes including manager toolkits.
Own Paycom compensation module implementation and ongoing management.
Build executive dashboards tracking pay equity, retention by role, and compensation effectiveness.
Present business cases and ROI analyses to senior leadership and finance.
Maintain compensation data integrity and conduct audits.
Integrate market survey data into HRIS and ensure accurate job matching.
Provide compensation and retention data to support workforce planning decisions.
Manage relationships with compensation survey providers, benefits brokers, and HRIS vendors.
Own the total rewards budget and forecast annual program costs.
Negotiate vendor contracts and ensure cost-effective service delivery.
Evaluate vendor performance and make recommendations for changes.
Support compensation and benefits due diligence for acquisitions.
Design integration plans that harmonize pay structures across organizations.
Manage employee communications during transitions and address retention risks.
Partner with finance and legal on transaction-related compensation matters.
Performs other duties as needed to support projects, operations, and the department.