Senior Manager, Benefits and Compensation - Remote

PharmaLogic; United States; Remote; USD 140,000 - 155,000; Full time

Job summary

PharmaLogic Holdings Corp. in a remote role is seeking a Senior Manager, Benefits and Compensation to lead the design, administration and communication of employee benefits and compensation programs across the organization.

You will set program priorities, manage annual cycles, oversee compensation surveys and job evaluation, and drive accurate, compliant base and incentive pay analyses while partnering with HR, Payroll and Finance to develop the team.

Qualifications

• Bachelor’s degree in HR, Business Administration, Finance, or equivalent experience.
• 5+ years of progressive Total Rewards experience in benefits and compensation.
• Advanced Excel and analytical skills; ability to interpret data for senior leaders.

Responsibilities

• Lead design, administration, communication and continuous improvement of benefits and compensation programs.
• Set program priorities, manage annual cycles, oversee surveys and job evaluation.
• Oversee base pay, incentive pay analyses, and 401(k) administration with internal partners.
• Develop and mentor team members delivering Total Rewards programs across functions.

Skills

Total Rewards

Benefits administration

Compensation management

Data analysis

Excel

Vendor management

Communication

Education

Bachelor's degree in HR/Business/Finance

Tools

HRIS

Payroll systems

Job description

Division │ Department: PharmaLogic Holdings Corp. │ Human Resources / Total Rewards

Location: (Remote)

Position Title: Senior Manager, Benefits and Compensation

FLSA Status: Exempt

Position Type: Full-time, Regular

Pay Rate: $140,000–$155,000 annually

Reports To: Total Rewards Leader

Role Summary

The Senior Manager, Benefits and Compensation leads the design, administration, communication and continuous improvement of the Company’s employee benefits and compensation programs. The role sets program priorities, manages annual cycles, oversees compensation survey, job evaluation, base pay administration and incentive pay analysis. This position leads benefits and compensation work across HR, Payroll, Finance, and external partners and develops the team members who administer these programs.

Leadership and Program Management

• Develop and execute benefits and compensation priorities aligned with business needs, workforce strategy, employee experience, and approved budgets.
• Establish clear processes, controls, service standards, and development goals.
• Partner with SMEs/stakeholders and present analyses, recommendations, and program decisions to leadership.
• Oversee program reporting, documentation, audits, system changes, vendor performance, issue escalation, and cross-functional implementation plans.

Benefits Management

• Lead health and welfare plan administration, annual renewals, open enrollment, employee communications, and vendor or carrier changes across medical, dental, vision, life, disability, spending accounts, wellness, and related programs.
• Oversee self-funded medical and stop-loss processes, including claims monitoring, deductible tracking, submission and reimbursement follow-up, reconciliations, and renewal analysis.
• Direct benefit eligibility, enrollment, payroll deduction, carrier file, invoice, and claims-related controls; resolve escalated service and data issues with internal teams and partners.
• Oversee 401(k) administration and coordination with the recordkeeper, Payroll, Finance, and auditors on contributions, eligible compensation, testing, filings, and participant communications.
• Monitor benefit cost, utilization, participation, and employee feedback; evaluate plan design and vendor opportunities and recommend changes with clear financial and operational impact.

Compensation Management

• Lead market pricing, salary benchmarking, pay range design, job architecture, geographic differentials, and consistent job leveling and titling practices.
• Manage annual merit, promotion, market adjustment, retention, and compensation planning cycles, including guidelines, budget modeling, calibration support, approvals, and payment files.
• Oversee short-term incentive plan design and administration, including eligibility, targets, measures, payout calculations, controls, approvals, and post-cycle review; advise on long-term incentives as applicable.
• Review pay recommendations for competitiveness, internal equity, range placement, and policy alignment; provide clear guidance to HR partners and leaders on exceptions and complex cases.
• Maintain accurate salary structures, job records, compensation data, and plan documents; translate survey and internal analyses into actionable recommendations.

Governance and Improvement

• Monitor applicable benefits, retirement, wage-and-hour, pay transparency, equal-pay, and reporting requirements; partner with Legal or other advisors on interpretation and needed changes.
• Maintain audit-ready records and effective approval, reconciliation, privacy, and data security practices across HRIS, payroll, benefits, and compensation systems.
• Lead process improvements and implementations that strengthen accuracy, employee communication, manager guidance, and the timely delivery of Total Rewards programs.

Job Requirements / Skills / Education

• Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field, or equivalent relevant experience.
• 5+ years of progressive Total Rewards experience, including hands‑on work in both benefits and compensation; experience leading people, projects, or programs.
• Strong knowledge of health and welfare plans, self‑funded medical and stop‑loss, open enrollment, vendor management, and 401(k) administration.
• Strong knowledge of market pricing, salary structures, pay equity analysis, annual compensation cycles, and short-term incentive plans.
• Experience with benefits and compensation compliance, audits, budgets, reporting, HRIS, payroll, and planning systems; multi-state experience preferred.
• Advanced Excel and analytical skills, with the ability to evaluate complex data and communicate practical recommendations to senior leaders.
• Sound judgment, discretion, confidentiality, clear communication, project leadership, and the ability to develop staff and work across functions.