Total Rewards Manager

Purpose of the Job

The Total Rewards Manager provides expert guidance on compensation and benefits to the HR organization and all U.S. employees. This position is charged with designing and developing innovative total rewards programs that are competitive in the market, ultimately supporting the attraction and retention of top talent.
Key Responsibilities

Design and manage the organization’s total rewards strategy, including base pay, incentive plans, benefits, and recognition programs.
Ensure alignment of total rewards programs with business strategy, talent goals, and organizational values.
Evaluate market trends and best practices to maintain competitive and cost‑effective programs.
Lead a team of experienced benefits and compensation professionals, fostering collaboration on major initiatives to enhance the company’s total rewards platform.
Provide HR management with critical information by collecting, analyzing, and summarizing employee data and trends.
Benchmark industry best practices and research trends, while monitoring legislative developments to determine optimal strategies for total rewards.
Develop and maintain total rewards policies, procedures, and documentation.
Act as a trusted advisor to HR leadership, finance, and business leaders on total rewards topics.
Develop clear and effective communications to help employees understand the value of their total rewards.
Benefits Responsibilities

Stay informed about industry best practices by benchmarking, researching trends, monitoring legislative changes, and assessing their impact to determine the most effective employee benefit strategies.
Recommend employee benefit programs by evaluating and optimizing several factors, including employee understanding, acceptance, interests, costs, regulatory compliance, and competitive advantages.
Conduct employee surveys and utilization analyses to inform these recommendations.
Clearly communicate employee benefits through meetings, announcements, explanations, and by responding promptly to requests for information.
Ensure compliance with HIPAA, ADA, Section125, FMLA, and California benefit and leave‑related statutes.
Address inquiries and enforce policy compliance as required.
Participate in vendor relations, including negotiating fees, evaluating areas of risk, and contributing to plan design discussions.
Develop and implement innovative employee service programs that enhance employee experience and recognize tenure and commitment.
Manage the performance of all third‑party vendors involved in administering the company’s compensation, benefits, and wellness programs.
Oversee the administration of health and welfare benefit programs, including the company’s self‑funded health plan, Section125 plan, and various ancillary benefits such as life, disability, dental, EAP, voluntary supplemental products, and discount offerings.
Supervise compliance and management of time‑off and leave‑of‑absence programs.
Compensation Responsibilities

Lead evaluation, market pricing, and salary structure design using internal and external market data.
Oversee annual compensation cycles, including merit increases, bonuses, and equity programs.
Provide guidance to HR business partners and leaders on compensation decisions, pay equity, and policy interpretation.
Participate in vendor relations, including negotiating fees, evaluating risk areas, and engaging in plan design discussions.
Develop and implement innovative employee service programs that improve the overall employee experience and recognize employee tenure and commitment.
Supervisory Responsibilities

Supervise employees within the HR compensation and benefits team in accordance with company policies and applicable laws.
Interview, hire, and train employees; plan, assign, and direct work; conduct performance and salary reviews; reward and discipline employees; address complaints and resolve problems; coach, mentor, and develop team members.
Create and monitor development plans; set performance expectations/goals; forecast staffing needs and plan for peak times and absences; enforce department policies and procedures.
Education and Experience

Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field required.
Minimum 7–10+ years of progressive experience in compensation, benefits, or total rewards management.
Minimum 3+ years of leadership or team management experience preferred.
Demonstrated experience managing health and welfare benefit programs, including self‑funded plans and Section125 plans.
Experience supporting compensation programs such as salary structures, market benchmarking, and pay analysis.
Preferred Certificates

Certified Employee Benefit Specialist (CEBS)
Certified Compensation Professional (CCP)
SHRM Certified Professional (SHRM‑CP) or SHRM Senior Certified Professional (SHRM‑SCP)
Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR)
Knowledge and Skills

Strong knowledge of federal and state benefits regulations, including HIPAA, ADA, FMLA, ERISA, COBRA, and Section125 requirements.
Familiarity with California leave and benefit‑related laws highly preferred.
Experience working with benefits brokers, carriers, and third‑party administrators (TPAs).
Strong understanding of benefits plan design, cost management, and vendor negotiations.
Knowledge of compensation structures, incentive design, and benefits programs.
Ability to interpret and analyze compensation and benefits data to inform strategic priorities.
Strong analytical and problem‑solving skills with the ability to translate data into actionable insights.
Excellent communication and presentation skills, with the ability to clearly explain complex benefits and compensation programs to employees and leadership.
Proven ability to lead cross‑functional initiatives and manage multiple priorities in a dynamic environment.
Strong vendor management and negotiation skills.
High level of attention to detail, confidentiality, and compliance awareness.
Physical Requirements

Office environment – no specific or unusual physical or environmental demands; employees are regularly required to sit, walk, stand, talk, and hear.
Work Environment

This position operates in an office environment and requires the frequent use of a computer, telephone, copier, and other standard office equipment.
We are currently not offering employment sponsorship for this opportunity.
Salary Range

The current range for this position is $119,748.71 – $201,947.98. This range is exclusive of fringe benefits and potential bonuses.
Equal Opportunity Employer

ICW Group will not discriminate against an applicant or employee on the basis of race, color, religion, national origin, ancestry, sex/gender, age, physical or mental disability, military or veteran status, genetic information, sexual orientation, gender identity, gender expression, marital status or any other characteristic protected by applicable federal, state or local law.

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