Total Rewards Manager

Locations: Denver, CO (Centennial) | Des Moines, IA | Muscatine, IA
Job Type: Hybrid
Requisition ID: 11228

Job Summary
The Total Rewards Manager leads the strategy, design, governance, and execution of compensation, benefits, and recognition programs. The role partners with HR Centers of Excellence, Finance, and business leadership to support a project‑based delivery model, attract and retain talent, and meet the needs of a geographically and generationally distributed workforce.

Key Responsibilities

Lead the development and ongoing refinement of a comprehensive total rewards approach aligned with business strategy and workforce needs

Establish and maintain governance frameworks, policies, and controls to ensure consistency, internal equity, and regulatory compliance

Oversee the annual compensation planning process, including merit increases, incentives and discretionary pay

Conduct market pricing and benchmarking, with a focus on technical, project-based, and market-facing roles

Manage participation in national, regional, and industry compensation surveys (e.g., Mercer, Pearl Meyer AEC, EFCG)

Partner on job architecture, career paths, and salary structures that support talent progression and organizational growth

Lead the design, administration, and continuous improvement of health and wellness programs

Manage annual open enrollment and ongoing vendor performance to balance cost management, competitiveness, and employee experience

Deliver data‑driven insights, dashboards, and actionable recommendations to support workforce planning, labor cost management, and leadership decision‑making

Translate complex compensation and benefits data into clear, practical guidance for business leaders and HR partners

Co‑design and deliver recognition programs

Ensure compliance of all compensation and benefits programs with federal, state, and local regulations, including pay transparency requirements

Manage relationships with brokers, consultants, and third‑party administrators, including contracts and service delivery

Partner cross‑functionally with HR, Finance, Legal, and business leaders to support organizational change and business growth

Drive continuous improvement by enhancing process, increasing efficiency, and fostering innovation across total rewards programs

Qualifications

Education: Bachelor’s degree in Human Resources, Finance, Business or related field is required; advanced degree preferred

Certifications: CCP, GRP, CEBS or SHRM‑CP/SCP preferred

Experience: Minimum of 8 years of progressive experience in compensation, benefits or total rewards, ideally within professional services, consulting or AEC environments

Skills: Strong analytical skills and experience translating data into executive‑level insights; enterprise‑minded and strategic with solid understanding of professional services economics; trusted advisor with ability to influence leaders through data and sound judgement; detail‑oriented, compliance‑focused and adaptable to evolving workforce needs

Managerial Scope
Collaborative leadership of a department, fostering a culture of continuous learning and professional development. Responsible for training, mentoring, and motivating members while overseeing day‑to‑day operations and resource allocation.

Work Environment
Primarily office‑based with hybrid eligibility and occasional travel requirements.

Benefits

Member‑Owned: Member‑ownership is at the heart of our culture, aligning client satisfaction, company performance, and personal reward

Paid Time Away: Numerous paid holidays, generous PTO, parental leave, and professional development leave

Health Insurance: Comprehensive medical, dental, vision, FSA, HSA, Doctor On Demand, wellness reimbursement, and mental health resources

Financial Health: Life insurance, short- and long-term disability insurance, identity theft protection, and other benefits

Professional Growth: Tuition assistance, professional society membership, and more

Financial Rewards: Company stock ownership, 401(k) match, incentive compensation, profit‑sharing contributions to retirement plans

Equal Opportunity Statement
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities. The contractor will not discharge or otherwise discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant, except when required by law.

Pay Transparency
Stanley Consultants is committed to maintaining transparency in the hiring process, including providing information about compensation. The starting salary for the successful candidate in this position is competitive and will be determined by the selected candidate's qualifications and experience, geographic location, internal equity, company policy, and practices. In compliance with pay transparency laws, pay ranges are disclosed for positions and locations where required.

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