Total Rewards Manager

The Total Rewards Manager will lead the design, development, administration, and continuous improvement of Enterprise Electrical's compensation and benefits programs.

Reporting to the Vice President of Human Resources, this position will develop scalable total rewards strategies that support rapid workforce growth, market competitiveness, internal equity, employee engagement, and retention across a predominantly skilled-trades, hourly, and multi-state workforce.

The ideal candidate brings progressive compensation, benefits, and total rewards experience, strong analytical and business acumen, and a demonstrated ability to challenge existing practices, influence executive decisions, and translate market data into practical and sustainable programs.

Essential Functions, Duties, And Responsibilities
Strategic Compensation Leadership

Develop and execute a comprehensive Total Rewards strategy aligned with the company's growth objectives and workforce plans

Evaluate existing compensation programs and recommend enhancements that improve market competitiveness, retention, employee engagement, and internal equity

Lead enterprise-wide compensation benchmarking and provide recommendations based on market data, labor conditions, and organizational priorities

Design and maintain scalable salary structures, pay grades, career frameworks, incentive plans, bonus programs, recognition programs, and compensation governance practices

Assess pay equity, wage compression, pay inversion, geographic pay differences, and other compensation-related risks, and develop proactive solutions

Partner with executive leadership and Finance to evaluate compensation investments, forecast workforce costs, and balance talent needs with financial performance

Develop compelling business cases, executive presentations, compensation analyses, and dashboards that support informed decision-making and workforce planning

Executive Partnership and Influence

Serve as a trusted advisor to senior leadership regarding compensation trends, benefits strategy, workforce costs, labor market dynamics, and total rewards practices

Develop data-driven business cases and recommendations that influence leadership decisions regarding compensation investments and benefits enhancements

Demonstrate the confidence and executive presence to respectfully challenge existing practices using market intelligence, analytics, financial insights, and well-supported business recommendations

Translate complex compensation and benefits information into clear, practical recommendations for executive and operational leaders

Benefits Strategy and Administration

Lead the strategy, design, administration, and continuous improvement of health, welfare, and retirement benefit programs

Evaluate opportunities to enhance benefit offerings, employee experience, program utilization, and overall value

Manage annual benefits renewals, broker and vendor relationships, contract negotiations, utilization analysis, and employee feedback

Partner with internal and external stakeholders to ensure benefits programs remain competitive, compliant, financially responsible, and aligned with workforce needs

Develop effective benefits communication and education strategies that improve employee understanding and engagement

Growth, Scalability, and Organizational Readiness

Conduct a comprehensive assessment of current Total Rewards programs and develop a multiyear roadmap capable of supporting workforce growth beyond 2,000 employees

Identify risks, gaps, infrastructure needs, and process improvements associated with rapid workforce expansion and multi-state operations

Evaluate compensation and benefits processes for scalability and recommend technology, reporting, automation, and workflow enhancements

Support business expansion by evaluating geographic pay practices, labor market conditions, prevailing wage requirements, and benefits competitiveness across new markets

Establish scalable processes, policies, and governance structures that support continued organizational growth

Compliance and Analytics

Establish policies, frameworks, controls, and governance practices necessary to support a larger and more complex workforce

Ensure compliance with applicable federal, state, and local compensation and benefits requirements, including ACA, COBRA, ERISA, HIPAA, FMLA, prevailing wage, and Davis-Bacon regulations

Develop and maintain Total Rewards dashboards and key performance indicators

Use workforce analytics to identify opportunities related to retention, engagement, cost management, pay equity, and business performance

Monitor changes in compensation, benefits, employment, and wage-related laws and recommend appropriate organizational responses

Drive continuous improvement through data, technology, process enhancements, clear communication, and cross-functional partnership

Knowledge, Skills, and Abilities
Required Knowledge, Skills, And Abilities

Expert knowledge of compensation strategy, salary structures, market benchmarking, pay equity, incentive design, and compensation governance

Strong knowledge of employee benefits strategy, plan administration, annual renewals, vendor management, utilization analysis, and employee communications

Demonstrated ability to build, redesign, and scale compensation and benefits programs rather than solely maintain established programs

Strong analytical skills with the ability to interpret market data, workforce trends, financial impacts, employee feedback, and operational needs

Demonstrated business acumen and executive presence, with the confidence to respectfully challenge existing practices and influence leadership decisions

Ability to develop business cases, dashboards, executive presentations, policies, governance structures, and scalable program frameworks

Strong project management, change management, communication, presentation, and cross-functional collaboration skills

Ability to communicate complex compensation and benefits concepts clearly to employees, operational leaders, and executives

Ability to operate effectively in a high-growth and evolving environment with competing priorities and developing processes

Working knowledge of federal, state, and local compensation and benefits laws and regulations

Experience supporting large hourly, field-based, skilled-trades, or multi-state workforces preferred

Required Education and Experience
Education

Bachelor's degree in Human Resources, Business Administration, Finance, or a related field preferred

Equivalent professional experience may be considered in place of a degree

Certifications and Licenses
One or more of the following certifications are preferred:

Certified Compensation Professional (CCP)

Certified Employee Benefit Specialist (CEBS)

SHRM Senior Certified Professional (SHRM-SCP)

Senior Professional in Human Resources (SPHR)

Related compensation, benefits, or human resources certification

Experience Requirements

Eight or more years of progressive experience in compensation, benefits, or Total Rewards

Experience supporting organizations undergoing significant growth, organizational transformation, and workforce scaling

Demonstrated success building, redesigning, or substantially improving compensation and benefits programs

Experience supporting construction, industrial, manufacturing, energy, skilled trades, logistics, or another large hourly workforce environment strongly preferred

Experience supporting multi-state operations preferred

Experience implementing or optimizing HRIS, compensation, benefits administration, analytics, or reporting technologies preferred

Work Environment and Position Details
Work Environment

Professional office environment with regular collaboration across Human Resources, Finance, Operations, branch leadership, and executive leadership

The position may occasionally require travel to company offices, operational locations, or vendor meetings

Position Type

Full-time, exempt

Office Schedule

This role is designed for an individual who thrives in a highly collaborative, in-person environment

The position is expected to work predominantly from the office, with reasonable flexibility accommodated when appropriate

Equipment and Technology Routinely Used

HRIS, payroll, compensation, benefits administration, and applicant tracking platforms

Market-pricing, salary-survey, analytics, dashboard, and reporting tools

Microsoft 365, including Excel, PowerPoint, Teams, and Power BI or equivalent reporting solutions

Vendor, broker, insurance carrier, retirement, wellness, and employee communication platforms

Enterprise Electrical's Core Values and Purpose
To perform this position successfully, an individual should demonstrate Enterprise Electrical's core values:

Safety First, Safety Always: Safety

Committed to Excellence: Greatness

Plan It, Do It, Own It: Accountability

Learn It, Know It, Teach It: Mentorship

One Team, One Goal: Teamwork

Positive Attitude Required: Positivity

Our Core Purpose
Building Relationships to Enrich Lives

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