Sr. Manager, Total Rewards

Pella Corporation; Pella (IA); On-site; USD 120,000 - 180,000; Full time

Job summary

Pella Corporation is seeking a Senior Manager Total Rewards to design, implement, and execute compensation and benefits strategies that drive market competitiveness and internal equity. You will partner with HR, Finance, Legal, and business leaders to align total rewards goals with company strategy.

The role requires strong analytical skills, business acumen, and the ability to lead cross-functional initiatives, manage change, and ensure regulatory compliance across state and federal levels.

Qualifications

• Bachelor's degree with 8-10 years of related experience.
• Experience leading cross-functional projects.
• Strong working knowledge of compensation and benefits principles, policies and compliance.

Responsibilities

• Manage projects across multiple functions to improve the employee experience.
• Lead benchmarking to analyze market data and industry trends for competitive rewards.
• Design and enhance compensation programs including base pay, incentives, and recognition.

Job description

The Senior Manager Total Rewards will serve as a subject matter expert supporting the design, implementation, and execution of both compensation and benefits strategies. This role will focus on evaluating current programs, recommending enhancements, and leading high-impact initiatives to ensure market competitiveness, internal equity, and alignment with business goals. The position requires strong analytical skills, business acumen, and the ability to collaborate with HR partners and business leaders across the organization.

ESSENTIAL DUTIES AND RESPONSIBILITIES (Other duties may be assigned.)

• Manage projects across multiple functions and client groups, utilizing subject matter expertise and knowledge of both internal and external business practices to improve the employee experience.
• Work regularly and comfortably with high-level individual contributors and leaders across multiple functions. Track record of influencing at the senior leadership level.
• Lead the team through regular benchmarking cycles to analyze and assess market data, industry trends, and best practices to create a competitive market advantage.
• Design and enhance broad-based compensation programs including base pay structures, incentive programs, and recognition plans, as well as enterprise-wide job architecture.
• Partner with HR, Finance, Legal, and other stakeholders, to align on the company’s total rewards philosophy and goals.
• Evaluate and recommend process improvements for compensation and benefit program administration.
• Ability to manage change effectively always mindful of technology and business process implications.
• Ensure compliance with federal, state, and local compensation and benefits regulations.
• Deliver clear, consistent communication and training related to compensation and benefits initiatives.
• Partner cross-functionally with HRIS, Payroll, Talent, and Finance on system and process alignment.
• Participate in M&A due diligence and post-acquisition integration activities.
• Demonstrate flexibility to changing priorities.
• Conduct business with the highest level of integrity and confidentiality.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Effectively manage third-party vendors who handle relocation, deferred compensation, and/or other benefits plans.
• May manage exempt and/or non-exempt team members.

EDUCATION and/or EXPERIENCE

Bachelor's degree (B. A.) from four-year college or university, 8-10 years related experience and/or training; or equivalent combination of education and experience. Demonstrated experience leading cross-functional projects. Strong working knowledge of compensation and benefits principles, policies, and compliance requirements.

CERTIFICATES, LICENSES, REGISTRATIONS

CCP (Certified Compensation Professional) preferred. SPHR or CEBS a plus.

COMPUTER SKILLS

Requires advanced knowledge of Excel, Word, PowerPoint, and HRIS/compensation software. Strong data analysis, modeling, and visualization skills.