Total Rewards Manager

Cadence Solutions

17h•Remote

About The Position

Cadence is the clinical AI company automating the treatment of chronic disease. Its Clinical Intelligence takes on the routine, high-volume work of chronic care – monitoring patients, surfacing risks, and coordinating action – so clinicians can focus on the decisions that require them. Grounded in partnerships with more than 20 leading health systems, deep EMR integrations, dedicated medical group, and experience serving a population of more than 100,000 patients, the system learns from real-world care delivery, improving as it scales. Cadence has been recognized by TIME as one of the Top 100 HealthTech Companies and by LinkedIn as a Top Startup (#4, 2025). The Total Rewards Manager will lead the day-to-day execution and evolution of compensation and benefits programs across Cadence. You will combine analytical depth with hands-on operational ownership to deliver competitive, equitable, financially sustainable rewards and a clear, responsive employee experience. You will build scalable processes for a distributed workforce spanning clinical, non-exempt, and corporate roles, partnering closely with People, Finance, Payroll, Talent Acquisition, Legal, and stock administration. A near-term priority is establishing reliable benefits operations as the company transitions from a professional employer organization to direct administration.

Requirements

5+ years of progressive experience in total rewards, compensation, or benefits, with meaningful hands-on ownership across both compensation and benefits.
Experience leading compensation cycles, market benchmarking, salary structures, and offer support.
Experience managing benefits brokers and carriers, open enrollment, employee escalations, and benefits administration workflows.
Strong analytical and financial modeling skills, with the ability to validate complex data and communicate clear recommendations.
Experience implementing or improving rewards processes and systems in a growing, multi-state organization.
Working knowledge of compensation and benefits compliance requirements and sound judgment about when to involve Legal, brokers, or specialized advisors.
Ability to manage overlapping deadlines, influence cross-functional partners, and communicate sensitive rewards information with accuracy and discretion.

Nice To Haves

Healthcare technology or technology company experience, including clinical, non-exempt, and corporate employee populations.
Experience transitioning benefits from a professional employer organization to direct administration.
Experience with Alliant, Aetna, Lincoln, Rippling, TriNet, or comparable brokers, carriers, and platforms.
Experience supporting equity programs, stock administration partnerships, and executive compensation analysis.
CCP, CEBS, or a comparable compensation or benefits credential.

Responsibilities

Own the benefits broker relationship, setting priorities, reviewing service delivery, coordinating renewals, and evaluating recommendations on plan design, cost, and employee needs.
Coordinate the broker, medical and disability carriers, benefits administration platform, and other providers across plans covered by the company’s wrap arrangements; clarify responsibilities and resolve cross-vendor issues.
Evaluate benefit costs, utilization, employee feedback, and vendor performance; develop recommendations and budgets in partnership with Finance and People leadership.
Coordinate plan documentation, required notices, reporting, and compliance activities with the broker, administrators, Legal, and Finance, maintaining clear owners and deadlines.
Own the benefits service model, including employee inquiries, escalations, knowledge resources, service standards, and vendor handoffs.
Serve as the designated reviewer for system workflows and benefit requests, including qualifying life events, dependent changes, enrollment corrections, and COBRA handoffs; validate supporting documentation, eligibility, effective dates, and downstream updates under established procedures.
Partner with Payroll and Finance to reconcile elections, deductions, carrier eligibility, and invoices; investigate discrepancies and coordinate timely corrections.
Lead annual open enrollment from renewal planning through system testing, employee communications, enrollment reconciliation, and post-enrollment issue resolution.
Partner with Talent Acquisition and onboarding teams to explain benefits accurately and ensure new hires receive timely enrollment guidance.
Partner with leave administration on benefits continuation and disability-related handoffs, maintaining clear ownership across functions.
Lead benefits workstreams for the transition from a professional employer organization, documenting which services must move to internal teams or new vendors and establishing coverage for inherited employee-support volume.
Partner with People systems owners and vendors on plan configuration, eligibility rules, approval workflows, carrier connections, and payroll deductions.
Own benefits acceptance testing, data reconciliation, employee communications, and readiness checks before launch; track defects and post-launch stabilization.
Maintain documented procedures, access controls, reviewer coverage, and escalation paths so critical benefits processes remain reliable during absences and peak periods.
Lead two compensation cycles each year, coordinating timelines, budgets, eligibility, planning data, manager guidance, approvals, payroll handoffs, and employee communications.
Maintain ongoing market intelligence and refresh salary ranges and market pricing as roles, hiring markets, and workforce needs evolve.
Build and maintain scalable job levels, salary structures, compensation guidelines, and exception processes with People leadership and Finance.
Analyze internal equity, pay positioning, range placement, and compression; recommend appropriate adjustments and document decisions.
Partner with Talent Acquisition on offer pricing, leveling, cash and equity recommendations, and approval of exceptions within established authority.
Support the design and administration of incentive programs where applicable, aligning measures, costs, and operating processes with business objectives.
Coordinate with stock administration on compensation-cycle equity inputs, new-hire grants, refresh recommendations, approved award data, and employee communications; reconcile handoffs while preserving stock administration’s ownership of grant processing and records.
Support executive compensation benchmarking, cash and equity analysis, and recommendations in partnership with People leadership, Finance, Legal, and external advisors.
Prepare analysis and materials for executive and Board or compensation committee review as needed; track required approvals and coordinate implementation of approved decisions.