Compensation & Benefits Manager

Enterprise Electrical; Atlanta (GA); Presencial; USD 110.000 - 150.000; Jornada completa

Descripción de la vacante

Enterprise Electrical is seeking a Total Rewards Manager to lead compensation and benefits programs. The role focuses on building scalable strategies, aligning with growth, and ensuring internal equity across a multi-state, hourly workforce.

Ideal candidates will drive data-driven total rewards decisions, influence executive leadership, and translate market data into practical programs that enhance engagement and retention.

Responsabilidades

• 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 to improve market competitiveness, retention, engagement, and equity.
• Lead enterprise-wide compensation benchmarking and provide recommendations based on market data and organizational priorities.
• Design and maintain scalable salary structures, pay grades, career frameworks, incentive plans, and governance practices.
• Assess pay equity, wage compression, pay inversion, geographic pay differences, and related risks; develop proactive solutions.
• Partner with executive leadership and Finance to forecast workforce costs and balance talent needs with financial performance.
• Develop business cases, executive presentations, compensation analyses, and dashboards to support decision-making and planning.

Descripción del empleo

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…