Total Rewards Manager

Enterprise Electrical•Houston, TX

2d•Onsite

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 rapid workforce growth, market competitiveness, internal equity, employee engagement, and retention across a predominantly skilled-trades, hourly, and multi-state workforce. The position provides strategic compensation leadership, including benchmarking, salary structures, career frameworks, incentive and bonus plans, recognition programs, pay equity assessment, and compensation governance. It partners with executive leadership and Finance on workforce costs, compensation investments, business cases, analysis, dashboards, and workforce planning, and serves as a trusted advisor on compensation trends, benefits strategy, and labor market dynamics. The role leads the strategy, design, administration, and ongoing improvement of health, welfare, and retirement benefits. It manages renewals, broker and vendor relationships, negotiations, utilization analysis, employee feedback, and benefits communications. It also assesses current programs and builds a multiyear roadmap and scalable processes to support workforce growth beyond 2,000 employees and expansion across multiple states. The manager establishes policies, controls, and governance; ensures compliance with applicable compensation and benefits requirements; develops Total Rewards dashboards and key performance indicators; and uses analytics, technology, process improvements, and cross-functional partnerships to strengthen retention, engagement, cost management, pay equity, and business performance. The position is designed for a highly collaborative, predominantly in-office 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.
Strong analytical skills, including the ability to interpret market data, workforce trends, financial impacts, employee feedback, and operational needs.
Demonstrated 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 and 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 preferred 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 changes to improve market competitiveness, retention, employee 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 plans, bonus programs, recognition programs, and compensation governance practices.
Assess pay equity, wage compression, pay inversion, geographic pay differences, and other compensation risks; develop 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 compensation and benefits information into clear recommendations for executive and operational leaders, and respectfully challenge existing practices using data and business reasoning.
Lead the strategy, design, administration, and continuous improvement of health, welfare, and retirement benefit programs.
Evaluate benefit offerings, employee experience, program utilization, and overall value; manage renewals, brokers, vendors, contract negotiations, utilization analysis, and employee feedback.
Partner with stakeholders to ensure benefits are competitive, compliant, financially responsible, and aligned with workforce needs.
Develop benefits communication and education strategies to 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 associated with workforce 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 for continued 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 related to retention, engagement, cost management, pay equity, and business performance.
Monitor relevant compensation, benefits, employment, and wage-related laws and recommend organizational responses.
Drive continuous improvement through data, technology, process enhancements, communication, and cross-functional partnership.