Total Rewards Project Manager - 12-24 Month Project

Sumitomo Mitsui Banking Corporation•New York, NY

3d•$114,000 - $170,000•Hybrid

About The Position

To support SMBC’s HR Globalization strategy (“Project HoRizon”), the SMBC‑Americas Division Total Rewards Team is executing major initiatives to build a unified, globally harmonized HR platform. This role is intentionally structured as a substantial project management and coordination function, responsible for orchestrating complex, cross‑functional efforts across all internal HR and enterprise teams. Working closely with stakeholders across Technology, Risk, Compliance, Legal, and core HR teams, the Total Rewards Project Manager will serve as the central coordination point, ensuring alignment, seamless execution, and clear communication across all workstreams. This role manages the full lifecycle of large‑scale programs, anticipating downstream impacts, mitigating cross‑functional risks, and driving accountability across all contributor groups.

Requirements

7+ years of experience in Project Management/Change Management, Total Rewards/Compensation, Financial Services, or related functions.
Proven ability to manage complex, multi‑stakeholder projects, coordinating across diverse teams and functional areas spanning multiple regions.
Deep knowledge of change management, program governance, operations and planning, risk and controls, technology processes, and data management.
Excellent interpersonal skills with the ability to influence, negotiate, and build effective partnerships across all levels.
Comfortably operates in ambiguous, complex environments with evolving priorities and incomplete information.
Highly organized and able to prioritize across multiple parallel projects with tight deadlines.
Strong communication and presentation capabilities, including development of management‑ready materials.
Proficiency in Microsoft Word, PowerPoint, and Excel.

Responsibilities

Act as Project Manager for key Total Rewards initiatives, driving execution, monitoring progress, and facilitating cross‑functional communication across all stakeholder groups.
Coordinate and integrate activities across all internal functions, ensuring interdependencies are understood, documented, and proactively managed to avoid gaps, delays, or downstream issues.
Maintain end‑to‑end project oversight using established project management artifacts (project plans, charters, business cases, RACIs, status reports) to ensure transparency and control.
Improve governance, operational efficiency, and regulatory compliance by optimizing processes, identifying control deficiencies, and managing remediation programs across HR and related functions.
Develop and recommend solutions that account for downstream impacts on systems, processes, policies, and teams across the organization.
Identify opportunities for automation, increased transparency, and improved process execution.
Prepare executive‑ready updates and presentations that synthesize input from multiple functions into clear, concise communication.
Collaborate with cross‑functional working groups, ensuring clear ownership, timely execution, and alignment of all contributors.
Audit and ensure completion and accuracy of all HRIS updates related to year-end compensation and Analyst-to-VP progression cycles, including promotions, progressions, and related pay changes.
Support end to end processing for new hires, transfers, and one time payments, ensuring data integrity and timely completion.
Review and validate offer letter approvals, confirm approval workflows are completed, and approve transactions within HR Nexus as required.
Ensure all pay component documentation (new hire, transfer, and one time payments) is complete, compliant, and properly retained.
Proactively follow up on missing or delayed documentation and ensure ASK HR tickets are submitted, tracked, and resolved within required timelines.
Communicate deferred compensation elections, forgone bonus buyouts, and related compensation actions to Empower in a timely and accurate manner.
Run, reconcile, and consolidate multiple compensation and HR reports across systems, incorporating special instructions and business specific logic.
Maintain and enhance complex Excel workbooks used for compensation tracking, validation, and audit support.
Ensure alignment between source systems, reports, and downstream outputs through rigorous data validation and reconciliation.
Perform data integrity troubleshooting, including root cause analysis of discrepancies across HR, payroll, and compensation systems.
Investigate compensation related issues, validate data, and coordinate resolution across HR, Payroll, Finance, and Front Office stakeholders.
Submit and manage system and data related tickets, facilitating solutions through to closure and ensuring appropriate documentation.
Prepare and distribute guarantee letters, retention letters, off cycle reward statements, and deferral forfeiture letters, ensuring accuracy and adherence to firm standards.
Support audit, compliance, and internal review requests by providing clear documentation and data explanations.