Senior Manager, Benefits and Compensation - Remote

Leadership and Program Management

• Develop and execute benefits and compensation priorities aligned with business needs, workforce strategy, employee experience, and approved budgets.
• Establish clear processes, controls, service standards, and development goals.
• Partner with SMEs/stakeholders and present analyses, recommendations, and program decisions to leadership.
• Oversee program reporting, documentation, audits, system changes, vendor performance, issue escalation, and cross-functional implementation plans.

Benefits Management

• Lead health and welfare plan administration, annual renewals, open enrollment, employee communications, and vendor or carrier changes across medical, dental, vision, life, disability, spending accounts, wellness, and related programs.
• Oversee self-funded medical and stop-loss processes, including claims monitoring, deductible tracking, submission and reimbursement follow-up, reconciliations, and renewal analysis.
• Direct benefit eligibility, enrollment, payroll deduction, carrier file, invoice, and claims-related controls; resolve escalated service and data issues with internal teams and partners.
• Oversee 401(k) administration and coordination with the recordkeeper, Payroll, Finance, and auditors on contributions, eligible compensation, testing, filings, and participant communications.
• Monitor benefit cost, utilization, participation, and employee feedback; evaluate plan design and vendor opportunities and recommend changes with clear financial and operational impact.

Compensation Management

• Lead market pricing, salary benchmarking, pay range design, job architecture, geographic differentials, and consistent job leveling and titling practices.
• Manage annual merit, promotion, market adjustment, retention, and compensation planning cycles, including guidelines, budget modeling, calibration support, approvals, and payment files.
• Oversee short-term incentive plan design and administration, including eligibility, targets, measures, payout calculations, controls, approvals, and post-cycle review; advise on long-term incentives as applicable.
• Review pay recommendations for competitiveness, internal equity, range placement, and policy alignment; provide clear guidance to HR partners and leaders on exceptions and complex cases.
• Maintain accurate salary structures, job records, compensation data, and plan documents; translate survey and internal analyses into actionable recommendations.

Governance and Improvement

• Monitor applicable benefits, retirement, wage-and-hour, pay transparency, equal-pay, and reporting requirements; partner with Legal or other advisors on interpretation and needed changes.
• Maintain audit-ready records and effective approval, reconciliation, privacy, and data security practices across HRIS, payroll, benefits, and compensation systems.
• Lead process improvements and implementations that strengthen accuracy, employee communication, manager guidance, and the timely delivery of Total Rewards programs.