Total Rewards Supervisor

Coca-Cola Bottling Company High Country•Rapid City, SD

1d•$75,000•Onsite

About The Position

The Total Rewards Supervisor leads day-to-day HR operations across benefits administration, compensation, HR policy/compliance, and Department of Transportation (DOT) compliance. This role partners with leaders and employees to deliver accurate, timely, and compliant HR services, ensuring a great employee experience and adherence to company standards and regulatory requirements. Additionally, the Total Rewards Supervisor is expected to live and demonstrate the Company’s Culture while being a servant leader within the company and the communities we serve.

Requirements

Strong interpersonal, verbal and written communication skills.
Ability to research and analyze various types of data, especially compliance and regulatory standards.
Detail-oriented with ability to plan and carry out job tasks independently.
Must be able to exercise discretion and solid judgment.
Ability to set priorities, manage multiple tasks simultaneously and adapt efficiently to change.
Effectively interface with all levels of employees and management.
Maintain a professional appearance and provide a positive company image.
Adaptability – Ability to adapt to change in the workplace.
Communication – Ability to effectively, clearly and concisely communicate verbally and in writing.
Enthusiasm – Ability to bring energy to the day-to-day as well as long-term tasks and plans.
Reliability – Demonstrate reliability & dependability through regular attendance, availability to staff and management, and prompt and consistent follow-through.
Safety & Security – Promote and personally observe safety and security procedures and use equipment and materials properly.
Organization – Must be detail oriented and able to multi-task.
Confidentiality – Must maintain the highest level of confidentiality.
Bachelor’s Degree in Human Resources or a related field or equivalent combination of education and Human Resources experience.
Minimum of five years’ experience in a related Human Resources position with at least 2 of those years in a leadership role preferred.
Microsoft Office proficiency including Microsoft Word, Excel, PowerPoint, and Outlook.

Nice To Haves

SHRM-CP or SHRM-SCP Certification preferred.

Responsibilities

Own the end-to-end benefits lifecycle (medical, dental, vision, life/AD&D, disability, HSA, EAP), including eligibility, enrollments/changes, COBRA, and qualified life events.
Work with the Director of HR to coordinate annual Open Enrollment: timelines, communications, vendor files, and system updates; track completion and resolve exceptions.
Audit carrier invoices and payroll deductions; reconcile discrepancies and process corrections promptly.
Support employees with plan questions and escalated claims; liaise with brokers and carriers to resolve complex issues.
Maintain benefits documents (SBCs, SPDs, plan summaries) and ensure required notices are distributed on time.
Administer pay structures and maintain consistent application of pay practices.
Work with the HR Generalist Supervisor to conduct annual market wage analysis.
Partner with leaders on annual merit cycles (budgets, guidelines, worksheets), ensuring data accuracy and timely processing.
Maintain compliant HR policies and employee handbook; draft updates and manage communication/training.
Coordinate required federal/state postings and notices.
Work with Director of HR to complete state and federal compliance requirements.
Maintain DOT/ELDT driver qualification files (DQFs): employment history, MVRs, medical examiner’s certificates, road tests, and annual reviews.
Administer DOT/ELDT drug & alcohol testing program: pre-employment, randoms, post-accident, reasonable suspicion, and follow-up; manage consortium/vendor, roster accuracy, and result tracking.
Monitor CDL medical card expirations; schedule re-certifications and track compliance.
Coordinate driver onboarding/offboarding steps (DQF completeness, policy acknowledgments, training assignments).
Partner with Operations/Safety on hours-of-service (HOS) policies, ELD data integrity, and corrective actions; support DOT audits with complete, organized documentation.
Train supervisors on reasonable suspicion and DOT/ELDT policy requirements; maintain training records.
Foster a culture of inclusion, engagement, and continuous improvement.