Total Rewards Specialist

Position Summary

The Total Rewards Specialist leads the strategy, design, administration, and continuous improvement of Steffes' total

rewards programs, including compensation, benefits, leave administration, job architecture, sales incentives, workforce

analytics, and employee experience initiatives. This role partners across the organization to deliver competitive, data-driven

programs that attract, retain, engage, and reward employees while supporting business strategy.

Steffes Benefit Plan Includes: 

• Competitive Low Deductible/Low Out-of-Pocket Medical Insurance Plan 
• Dental and Vision Insurance
• Generous 401K matching
• Flexible Spending Account (FSA)
• Paid Time Off (PTO)
• Paid Holidays + Paid Personal Days
• Employer-paid Short-Term and Long-Term Disability Insurance
• Mental Health & Wellbeing Resources
• Paid Military Leave
• Education Assistance Program
• Paid Paternity Leave
• Paid Bereavement Leave
• Paid Jury Duty Leave
• Employer-paid Virtual Physical Therapy Program

Steffes Core Values

• Trust: We promote growth and long-term success by making wise decisions with trust as an essential component.
• Respect: We unleash creative talents of our diverse workforce by treating each other the way we would like to be treated.
• Teamwork: We believe people achieve much more by working together.
• Integrity: We follow through and keep our word while being open, honest, ethical, and fair.
• Safety: We view our co-workers as family members of our business and strive to ensure safety for all.
• Humility: We recognize and appreciate strengths and contributions beyond oneself. We are modest, genuine, and authentic.

Key Responsibilities

Benefits Strategy & Vendor Management

• Support the development and execution of the organization's benefits strategy.
• Manage relationships with benefit brokers, consultants, carriers, and third-party vendors.
• Lead annual benefit renewals, benchmarking, and plan evaluations.
•  Analyze benefits utilization, participation, and cost trends to identify opportunities for improvement.
• Partner with vendors to enhance employee education, communication, and enrollment experiences.
• Ensure compliance with applicable benefit regulations and reporting requirements.
• Compensation Strategy & Administration
• Develop, administer, and continuously improve the organization's compensation philosophy, strategy, and programs.
• Conduct market pricing and benchmarking to ensure competitive and equitable pay practices.
• Manage salary structures, pay grades, pay ranges, and compensation guidelines.
• Lead annual compensation review processes, including merit increases, promotional increases, market adjustments, and incentive programs.
• Analyze internal pay equity and provide recommendations to address compensation-related concerns.
• Partner with leaders and HR Business Partners to support compensation decisions and workforce planning initiatives.
• Ensure compliance with applicable federal, state, and local compensation regulations.

Incentive Compensation Programs

• Design, administer, and evaluate sales incentive and commission plans.

• Partner Sales leadership to ensure incentive programs align with business objectives.
• Monitor incentive plan effectiveness and recommend improvements based on business outcomes and market trends.
• Calculate, validate, and communicate incentive payments as required.

Leave Administration

• Serve as the subject matter expert for all company leave programs, including Family and Medical Leave (FMLA), state and local leave laws, Paid Parental Leave, personal leaves of absence, military leave, jury duty, bereavement leave, and other company-sponsored leave programs.
•  Administer leave programs in compliance with federal, state, and local regulations while ensuring a positive employee experience.
• Partner with internal stakeholders to coordinate leave administration and case management.
• Review leave requests, determine eligibility, and ensure required documentation is obtained and maintained.
• Coordinate leave and disability benefits, including Short-Term Disability (STD), Long-Term Disability (LTD), and applicable wage replacement programs.
• Partner with HR Generalists and leaders to facilitate return-to-work planning, reasonable accommodations, and interactive process discussions in collaboration with ADA requirements.
• Develop and maintain leave policies, procedures, forms, and employee communications.
• Analyze leave utilization, trends, compliance metrics, and program effectiveness, providing recommendations for continuous improvement.
• Ensure accurate leave tracking and HRIS configuration while partnering with Payroll to ensure proper pay administration during leave events.
• Monitor legislative changes impacting leave administration and recommend policy or process updates as needed.
• Provide guidance and training to leaders and employees regarding leave programs, eligibility, and responsibilities.

Employee Experience Programs

• Administer employee engagement survey processes and support action planning efforts.
• Lead recognition and appreciation programs designed to reinforce organizational culture and values.
• Coordinate employee wellbeing initiatives that support physical, emotional, financial, and social wellbeing.
• Serve as the primary HR owner of CARE Team programs and initiatives.
• Develop and administer employee discount programs.
• Analyze employee feedback and engagement data to identify opportunities to improve the employee experience.
• Partner with HR, Communications, and leaders to implement employee experience initiatives that support organizational goals.

Job Architecture

• Serve as the owner of the organization's job architecture framework.
• In collaboration with HR Generalists, develop and maintain job descriptions, job families, and job levels.
• Evaluate jobs and assign appropriate salary grades and classification levels.
• Establish governance processes for job creation, modification, and organizational design changes.

Workforce & Total Rewards Analytics

• Develop and maintain workforce, compensation, benefits, and total rewards reporting and dashboards.
• Analyze workforce trends related to turnover, retention, engagement, absenteeism, demographics, compensation, and benefits utilization.
• Provide actionable insights and recommendations to leaders through data analysis and reporting.
• Support budgeting, forecasting, and strategic workforce planning efforts.
• Measure and communicate the effectiveness of total rewards programs through meaningful metrics and KPIs.

Core Expectations

• Customer Service - Demonstrate excellent customer service and display a positive attitude and behavior consistent with the Steffes Code of Conduct and Core Values.
• Environmental, Health, Safety (EHS) – Perform work in compliance with EHS training and identified procedures/standard work. Report any EHS incident or concern to your supervisor immediately. Cooperate and contribute to the overall success of the EHS program.
• Quality – Participate in job-specific training. Complete work as indicated by standard work, processes, and/or procedures. If your work can’t be completed as required, notify your supervisor immediately for guidance.
• Conduct - Demonstrate and support the Steffes Code of Conduct.
• Policies and Procedures - Demonstrate and support Steffes Policies and Procedures by:
  • Using tact, sound judgement, and maintaining a professional attitude in communication and relationships with others.
  • Striving to deliver the best quality in daily work.
  • Promoting a positive image of Steffes and its products.
  • Being timely and punctual in attendance and following all policies and procedures.

Job Requirements/Qualifications

• Bachelor's degree in Human Resources, Business Administration, Finance, Analytics, or related field.
• Minimum of three years of progressive experience in compensation, benefits, and total rewards; 5 or more years preferred.
• Experience conducting compensation analysis and market benchmarking.
• Strong analytical, reporting, and data interpretation skills.
• Advanced proficiency in Microsoft Excel and HRIS reporting tools.

OR:

• An acceptable combination of education and experience

Functional & Cognitive Requirements of Position

• This position requires walking, sitting, or standing to a significant degree
• Must have the ability to lift 50 pounds from floor to waist, carry 50 pounds, and push and/or pull up to 20 pounds
• Must have the ability to climb ladders and/or stairs
• Stooping, crouching, kneeling, and bending
• Handling, feeling, and gripping would be required for some activities
• This role may be subject to internal and external environmental conditions.
• Learn new tasks, remember processes, maintain focus, complete tasks independently, make timely decisions in the context of a workflow.