Total Rewards Manager

Standard Process•Wisconsin, WI

2d•Onsite

About The Position

Under the direction of the Director of Human Resources, the Total Rewards Manager leads the design, administration, governance, and continuous improvement of Standard Process’ total rewards programs. These include employee benefits, 401(k) and profit-sharing plans, compensation, wellness, and onsite daycare. The role ensures programs are competitive, cost-effective, compliant, and aligned with the company’s talent strategy, business objectives, and employee experience. The manager leads self-funded health and wellness benefits, compensation programs, Workday Benefits functionality, corporate wellness initiatives, and relationships with benefit brokers, the onsite childcare partner, and wellness contractors. The role collaborates with HR, Finance, Payroll, Legal, IT, external advisors, and business leaders. This position is required to be on-site at the company headquarters in Palmyra, Wisconsin, with 5–10% travel to other Standard Process locations. It operates in a professional office environment and routinely uses standard office equipment. The role is sedentary, though occasional light lifting of supplies and materials may be required.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field.
7–10 years of progressive HR, benefits, compensation, or total rewards experience, including substantial employee benefits program management.
Demonstrated experience with self-funded medical or other health and welfare plans.
Experience administering retirement plans and working with external recordkeepers, advisors, and administrators.
Experience managing compensation structures, market benchmarking, and annual compensation processes.
Experience administering, configuring, and reporting in Workday Benefits, including integrations, or comparable HRIS functionality.
Experience managing external vendors, budgets, contracts, and cross-functional projects.
Strong knowledge of benefits administration, self-funded plan operations, vendor management, and benefits compliance.
Working knowledge of retirement plan administration, fiduciary governance, and compensation practices.
Strong analytical, financial, and problem-solving skills, including the ability to translate complex data into practical leadership recommendations.
Strong project management, communication, negotiation, and relationship management capabilities.
Experience with HR technology, data integrity, reporting, and process improvement.
Sound judgment when handling confidential employee, compensation, claims, and financial information.
Ability to travel 5–10% to other Standard Process locations.

Nice To Haves

SHRM-CP certification.
CEBS certification.
Manufacturing or other multi-workforce environment experience.

Responsibilities

Develop and manage the company’s employee benefits and wellness strategy, balancing employee needs, market competitiveness, cost management, and business objectives.
Oversee self-funded benefit programs, including medical, prescription drug, dental, vision, and other applicable plans.
Manage relationships with benefit brokers, insurance carriers, third-party administrators, and other benefit vendors.
Lead annual benefits renewals, including vendor negotiations, cost analysis, plan recommendations, and implementation.
Oversee open enrollment, employee communications, life events, vendor file feeds, and benefits issue resolution.
Ensure benefit programs comply with applicable laws and regulations, including ERISA, COBRA, HIPAA, and ACA.
Oversee benefit documentation, required notices, compliance reporting, audits, and vendor performance.
Partner with HR and Payroll on benefit deductions, eligibility, enrollment data, and HRIS configuration.
Develop benefits communications so employees understand and value available plans.
Monitor onsite daycare contract compliance, employee satisfaction, service quality, utilization, financial arrangements, and overall value.
Oversee administration and governance of 401(k), profit-sharing, and non-qualified deferred compensation programs.
Manage relationships with retirement plan recordkeepers, investment advisors, third-party administrators, auditors, and other external partners.
Coordinate retirement plan operations, eligibility, enrollment, contributions, distributions, and employee inquiries.
Coordinate annual compliance testing, plan audits, required filings, and plan document updates.
Support retirement plan committee activities, meeting materials, and documentation.
Develop, administer, and improve compensation programs supporting attraction, retention, internal equity, and organizational performance.
Manage salary structures, job evaluations, market pricing, salary grades, and compensation benchmarking.
Support manufacturing compensation programs, including hourly pay structures, shift differentials, skill-based pay, and premiums.
Administer annual merit, salary adjustment, incentive, and bonus processes with Finance and business leaders.
Provide compensation analysis and recommendations for new hires, promotions, and internal transfers.
Monitor internal pay equity, external market competitiveness, and consistency in compensation decisions.
Maintain compensation policies, procedures, and approval practices.
Report compensation costs, workforce pay trends, and program effectiveness to leadership.
Serve as the HR functional owner for Workday Benefits, including processes, configuration requirements, eligibility rules, plan setup, event processing, and benefits reporting.
Partner with HRIS, Payroll, IT, and vendors to maintain integrations, data mapping, file feeds, and data quality.
Oversee testing and validation for system releases, annual enrollment changes, plan updates, and integration modifications.
Work with HRIS to automate processes, reduce manual work, improve data integrity, and enhance employee self-service.
Develop and oversee corporate wellness programs supporting employee wellbeing, engagement, preventive care, and healthy workplace practices.
Establish wellness objectives, participation measures, budgets, and effectiveness metrics.
Promote accessible and inclusive wellness offerings suited to manufacturing and office employees.
Evaluate wellness program effectiveness and recommend improvements based on participation, feedback, cost, and available outcomes data.