Senior Manager, Total Rewards

GuideStone•Dallas, TX

About The Position

The Senior Manager, Total Rewards leads GuideStone’s total rewards function, including compensation, benefits, wellness and well-being, recognition, and job architecture. The role sets direction for total rewards programs, owns salary grades, ranges, leveling, and market alignment, and ensures programs are competitive, fair, cost-effective, compliant, and aligned with enterprise goals. It makes decisions based on business objectives and allocated resources, with latitude to achieve defined goals set by upper management, and manages first-level managers and/or supervisors with direct reports across compensation and benefits/well-being. The role partners with senior leadership and HR to develop sustainable, compliant total rewards strategies that support enterprise goals and GuideStone’s high-performance culture. Success is measured by the contribution of programs to enterprise priorities, attraction and retention, pay-for-performance and internal equity, responsible cost and compliance risk management, improved understanding among leaders and team members, and development of a capable, responsive team. The position leads total rewards strategy and governance; compensation program design and administration; job architecture and the annual compensation cycle; benefits and well-being programs; team leadership and cross-functional collaboration; and communication, education, and recognition. It represents GuideStone’s total rewards expertise with ministry partners and clients as requested.

Requirements

8+ years of experience in compensation analysis; experience within a Fortune 500 company or top-tier consulting firm is highly preferred.
Bachelor’s degree or equivalent work experience.
Experience with market pricing, job evaluations, salary structures, and incentive plan administration.
Advanced Excel skills and experience with data analysis and financial modeling.
Ability to leverage and benchmark roles against survey platforms such as Mercer, Willis Towers Watson, and Culpepper.
Strong analytical, problem-solving, and project management skills with a strategic mindset.
Excellent communication skills, including the ability to present complex data clearly and persuasively to senior leaders.
Ability to work independently and collaboratively in a fast-paced, dynamic environment.
Demonstrated ability to manage multiple projects and priorities simultaneously.
Knowledge of federal and state compensation laws and regulations.
Advanced skills in MS Office.
Complete confidentiality regarding GuideStone business matters.
Demonstrates the leader competencies Leads with Purpose, Navigates Complexity, Builds Effective Teams, and Demonstrates Awareness.

Nice To Haves

Master’s degree.
Strong proficiency with compensation tools and platforms such as PayScale, Radford, or CompAnalyst.
Experience with Workday.
Certified Compensation Professional (CCP) or similar certification.
Experience in executive compensation or global compensation programs.
Experience in compensation analysis within a Fortune 500 company or a top-tier consulting firm.

Responsibilities

Set and execute a total rewards strategy aligned with business objectives, compensation philosophy, enterprise priorities, and GuideStone’s high-performance culture.
Own total rewards governance, budgets, and cost modeling, and provide data-informed recommendations to the CHRO and executive leadership.
Oversee the design, administration, and communication of base salary, annual incentive, variable pay, and executive compensation programs, partnering with the CHRO and external advisors.
Direct compensation market analysis and benchmarking using leading compensation surveys to support competitive, internally equitable, legally compliant pay.
Oversee the design, competitiveness, administration, and communication of sales incentive programs in partnership with sales leadership and Finance.
Own salary grades, ranges, job leveling, market alignment, job evaluations, and scheduled market data refreshes.
Maintain the job architecture framework, including job families, levels, titles, and job description standards, in partnership with HR Business Partners and division leadership.
Manage the annual compensation cycle, including merit increases, promotions, and incentive or bonus distribution, ensuring decisions are fair, documented, within budget, and aligned with pay-for-performance principles.
Monitor pay equity, compression, and out-of-range pay.
Oversee employee health, welfare, retirement, and wellness/well-being programs, ensuring they meet team member needs, comply with applicable requirements, and support enterprise financial objectives.
Lead annual benefits renewal and plan review, including plan design, employer contribution strategy, and cost modeling, in partnership with Finance, GuideStone benefit plan areas, and vendors.
Evaluate benefit offerings and recommend enhancements, balancing team member experience with stewardship.
Lead, mentor, and develop the Total Rewards team across compensation and benefits/well-being; set priorities, build capability, strengthen processes, manage performance, and ensure timely, accurate, data-informed guidance.
Partner with HR Business Partners, Finance, Legal, HRIS, Talent Acquisition, Learning & Development, and senior leadership to align and consistently apply total rewards programs.
Lead communications and change management to help team members and leaders understand total rewards, compensation philosophy, benefits, recognition, and the annual compensation cycle.
Establish regular communication that builds transparency, trust, and consistent leader messaging.
Equip managers with training and tools to explain and administer total rewards programs, and oversee recognition programs that reinforce GuideStone’s culture.
Represent GuideStone’s total rewards expertise with ministry partners and clients as requested, including presentations and recommendations.