Total Rewards Manager

Description: Duties and ResponsibilitiesCompensation & Job ArchitectureOwn day-to-day administration and governance of Whelens compensation programs job architecture Career Pathways and salary structures.Maintain job families levels titles and salary bands evaluate new or changing roles and ensure consistent job mapping and market positioning.Conduct market pricing and benchmarking maintain compensation survey sources and recommend periodic updates to salary structures and pay practices.Maintain practical compensation guidelines and decision tools for offers promotions internal moves retention adjustments and other pay actions.Use the job architecture and salary bands as the foundation for consistent pay and career decisions across the organization.Compensation Planning & AdministrationLead the annual merit and salary planning cycle in partnership with Finance HR Business Partners and HRIS & HR Operations including budgeting manager guidance execution and reporting.Provide HR Business Partners with market data pay guidance and recommendations for individual compensation decisions while preserving the HRBP as the primary business-facing advisor.Administer and improve variable pay and other compensation programs supporting design changes as business needs evolve.Monitor internal equity range positioning pay compression market competitiveness and other compensation trends and recommend appropriate actions.Benefits & Vendor ManagementOversee benefits program management in partnership with Whelens broker vendors and internal stakeholders.Oversee renewals plan changes vendor performance employee communications and resolution of significant service issues.Monitor cost utilization service and employee experience metrics and identify practical opportunities to improve program value and delivery.Recognition & Total Rewards CommunicationSupport the administration and continuous improvement of Whelens employee recognition programs.Partner with Employee Engagement and Communications Lead to create clear tools and communications that help employees and managers understand compensation philosophy salary bands Career Pathways benefits and the broader value of Total Rewards.Equip HR Business Partners with resources and guidance for effective manager and employee conversations about pay and rewards.Systems Analytics & GovernancePartner with the Manager HRIS & HR Operations to maintain job compensation merit and related Total Rewards processes in Workday including data quality configuration requirements testing and reporting.Maintain policies process documentation controls and governance needed for consistent compliant and defensible Total Rewards decisions.Produce clear compensation and benefits analyses for HR leadership Finance HR Business Partners and other stakeholders.Partnership & LeadershipBuild a strong operating partnership with HR Business Partners who remain the primary relationship owners for business leaders and a critical delivery channel for Total Rewards programs.Partner with Talent Management to ensure job architecture Career Pathways and compensation programs support career development internal mobility succession and talent priorities.Partner with Finance HRIS & HR Operations and external advisors on workforce cost modeling program administration compliance and process improvement.Serve as a core member of the HR Leadership Team and contribute Total Rewards expertise to broader HR priorities.All Employees ShallComply with the EH&S Policy and applicable regulatory and company EH&S rules and requirementsReport to supervision conditions or practices that are either unsafe or that may adversely impact the environment to ensure prompt resolution of potential hazardsAttend scheduled EH&S training programActively support the organizations efforts to meet or exceed EH&S goals and plansRecommend improved EH&S practicesMust be able to communicate effectively with co-workers supervisors and third parties. This ability to communicate requires the employee to be conversant in English as the majority of our workforce and the third parties that we encounter only speak English.The incumbent is responsible for complying with the policies in Whelens Employee Handbook."Whelen Engineering is an equal opportunity employer and does not discriminate against any employee or applicant for employment based on race color religion national origin age gender sex ancestry citizenship status mental or physical disability genetic information sexual orientation veteran status or military status.This Job Description is to serve as a guide. It is intended to be flexible and will continue to evolve over time with business needs and demands and may be updated periodically and at the Companys discretion.Nothing in this position description changes or is intended to change the employment at-will relationship with the Company. Employment at-will means that an employee or the Company may terminate the employment relationship at any time for any reason or no reason at all with or without notice.Education and Experience Required6 years of progressive HR experience including at least three years focused on compensation or Total Rewards.Demonstrated experience administering and improving compensation programs salary structures annual merit processes and related pay practices.Experience operating and governing job architecture job levels salary bands and market-pricing processes.Strong analytical skills including experience with compensation surveys market data Excel modeling and data-driven recommendations.Experience partnering with HR Business Partners and Finance on compensation decisions planning cycles and business needs.Working knowledge of benefits programs and experience partnering with brokers vendors or external advisors.Strong communication and judgment with the ability to explain compensation and benefits decisions clearly to HR managers and employees.PreferredExperience in a manufacturing engineering industrial or multi-site environment.Familiarity with Workday Compensation Advanced Compensation or a comparable HCM platform.Experience managing compensation survey subscriptions benefits vendors or external Total Rewards consultants.CCP GRP SHRM-CP SHRM-SCP PHR SPHR or related credential.