Sr. Manager, Total Rewards

Position Summary

The Sr. Manager, Total Rewards leads the strategy, design, implementation, administration, and continuous improvement of the organization's total rewards programs. This role is responsible for developing and executing compensation, benefits, recognition, wellness, retirement, and incentive programs that align with organizational objectives, support talent attraction and retention, and drive employee engagement. The position serves as a key advisor to senior leadership on compensation philosophy, market competitiveness, pay equity, workforce trends, and total rewards strategy. This leader oversees compensation structures, annual compensation planning, executive and incentive programs, benefits governance, and vendor relationships while ensuring compliance with applicable federal, state, and local regulations. Reports to the Vice President, People & Culture and partners closely with Finance, Talent Acquisition, Talent Management, HRIS, and business leaders across the organization.

Essential Duties & Responsibilities

Total Rewards Strategy & Leadership

• Develop and execute a comprehensive total rewards strategy that supports business objectives, organizational culture, and talent priorities.
• Lead the design, implementation, and ongoing evaluation of compensation, incentive, recognition, benefits, wellness, retirement, and leave programs.
• Establish and maintain a total rewards philosophy that ensures market competitiveness, internal equity, and fiscal responsibility.
• Serve as the organization's subject matter expert and strategic advisor on compensation and total rewards matters.
• Monitor industry trends, labor market conditions, regulatory developments, and emerging total rewards practices to inform program design and recommendations.

Compensation Management

• Lead compensation program design, including salary structures, pay grades, geographic pay practices, incentive plans, and compensation frameworks.
• Oversee annual compensation planning processes, including merit increases, incentive payments, market adjustments, and promotion salary recommendations.
• Partner with external consultants to conduct compensation studies, market analyses, and salary benchmarking.
• Evaluate jobs and organizational structures to ensure consistent job architecture, leveling, and market alignment.
• Provide compensation guidance and recommendations to executives and people leaders regarding hiring, retention, internal equity, and promotional decisions.
• Conduct advanced compensation analytics, including pay equity studies, workforce compensation trends, and cost modeling.
• Develop compensation policies, procedures, and governance frameworks to ensure consistency and compliance.

Benefits & Well-Being Programs

• Lead the evaluation, design, administration, and continuous improvement of health, welfare, retirement, leave, and voluntary benefit programs.
• Oversee annual benefits strategy, renewal negotiations, plan design reviews, and cost management initiatives.
• Partner with brokers, consultants, carriers, auditors, and vendors to optimize plan performance and employee experience.
• Evaluate benefit utilization trends and recommend enhancements that support employee well-being and organizational competitiveness.
• Direct open enrollment strategies, employee communications, education programs, and change management activities.
• Partner with Finance and benefits providers to manage retirement plan governance, fiduciary responsibilities, and compliance requirements.

Analytics, Compliance & Governance

• Develop dashboards, reports, and analytics to evaluate the effectiveness and return on investment of total rewards programs.
• Ensure compliance with applicable compensation and benefits regulations, including wage and hour laws, retirement plan requirements, healthcare regulations, and pay transparency requirements.
• Lead compensation audits, pay equity reviews, and risk assessments.
• Establish and maintain program governance, controls, and documentation to support regulatory and organizational requirements.
• Present findings, recommendations, and program performance metrics to senior leadership.

HR Systems & Cross-Functional Partnership

• Optimize compensation and benefits processes, reporting, automation, and system functionality.
• Collaborate with Talent Acquisition to develop competitive offers and address market talent challenges.
• Partner with Talent Management and business leaders to ensure compensation programs align with performance management and career development practices.
• Support organizational growth initiatives, restructuring activities, acquisitions, and strategic workforce planning efforts.
• Lead or participate in enterprise-wide projects related to organizational effectiveness, workforce transformation, and employee experience.

Leadership

• Adopting the behaviors outlined in BioTissue's Leadership Commitments, provide effective people leadership, coaching, and guidance to P&C team members and other stakeholders involved in compensation and benefits administration.
• Exemplify BioTissue's Core Values and foster a culture of continuous improvement, solid teamwork, operational excellence, and data-driven decision making.
• Manage external vendor relationships and ensure achievement of service, performance, and financial objectives.

Skills & Abilities

• Deep expertise in compensation strategy, salary structures, incentive design, market pricing, pay equity, and total rewards program management.
• Strong business acumen with the ability to align total rewards strategies to organizational objectives and workforce needs.
• Advanced analytical and financial modeling capabilities with strong attention to detail.
• Ability to interpret and communicate complex compensation and benefits concepts to diverse audiences.
• Demonstrated leadership skills with experience influencing decision-making at senior levels of the organization.
• Strong knowledge of federal, state, and local employment laws and regulations related to compensation, benefits, retirement plans, and leave programs.
• Experience utilizing HRIS, compensation, and data visualization tools to support decision-making.
• Excellent project management skills with the ability to manage multiple priorities and stakeholders.
• Proven ability to lead change, drive continuous improvement, and implement scalable processes.
• Strong negotiation and vendor management capabilities.
• Exceptional written, verbal, presentation, and interpersonal communication skills.
• Ability to exercise sound judgment and maintain confidentiality when handling sensitive employee and organizational information.
• Collaborative leadership style with the ability to build trusted partnerships across all levels of the organization.