Senior Manager, Total Rewards

7+ years of experience in compensation, with at least 3 years in a senior analyst or program manager role. Proven ability to translate data into business insights. Expert proficiency in Microsoft Excel (modeling, pivot tables, advanced formulas). Familiarity with Power BI or other analytics platforms. Exposure to benefits and well-being programs. HRIS experience for administering compensation programs (ADP, Workday, or similar). Familiarity with market data platforms (e.g., Radford, Mercer, Towers). Experience designing and managing short- and long-term incentive plans, including commissions and equity plans. Experience building trust with leaders through data-driven storytelling. Demonstrated ability to build and manage job architecture and associated pay structures. High affinity for innovation and AI, experimenting with new approaches. Strong cross-functional collaboration skills, working with Finance, HRBPs, Talent Acquisition, and business leaders. Ability to manage multiple deliverables and deadlines in parallel.

Develop, maintain, and evolve compensation structures, pay bands, and incentive programs. Conduct competitive benchmarking using tools like Radford/Pave. Partner with HRBPs and business leaders on compensation decisions. Lead compensation program budgeting, accruals, forecasting, and cost modeling. Lead deep-dive analytics on utilization, compa-ratios, pay equity, and program effectiveness. Build dashboards and reporting in Excel, Power BI, or other visualization tools. Translate complex data into actionable insights for executive leadership. Work alongside benefits teams to understand program complementarity. Articulate how compensation interacts with broader Total Rewards elements. Support HRIS integrations for compensation, performance, and rewards processes. Identify opportunities to streamline workflows through automation. Bring forward innovative ideas for Total Rewards design. Stay ahead of trends in AI, analytics, and compensation tech. Administer equity compensation (e.g., stock options, RSUs) and manage plan design. Understand pay transparency regulations and EEO reporting requirements. Manage critical work streams while partnering with multiple stakeholders.