The Sr Manager, Total Rewards is responsible for developing, implementing, and managing comprehensive compensation, benefits, and Employee Stock Ownership Plan (ESOP) programs that align with the company's strategic objectives. This role collaborates closely with senior leadership to ensure that the total rewards strategy attracts, retains, and motivates top talent, maintains internal equity and external competitiveness, and supports the organization's goal of being an employer of choice. This role also ensures compliance with regulatory requirements and maximizes the value of the company's ESOP.
Essential Duties and Responsibilities:
Total Rewards Strategy & Compensation: • Design, implement, and manage competitive compensation programs that support the company's strategic goals. • Lead the annual compensation review process, including salary benchmarking, market analysis, and salary planning. • Oversee the administration of direct compensation (executive, exempt, and nonexempt cash compensation programs) for corporate staff. Manage the processing, recording, and reporting of compensation-related actions for salaried employees. • Collaborate on Payroll processes, ensuring accurate and timely pay, overtime, incentives, and deductions for U.S. payrolls. • Develop and administer incentive programs, including short-term and long-term incentives, sales compensation, and executive compensation.
Benefits Administration: • Oversee employee-owner benefit plans, including medical, dental, vision, FSA, life insurance, LTD, 401(k), and ESOP, ensuring compliance with regulatory requirements. • Lead the design and evaluation of benefits programs, recommending cost-effective enhancements or new plans to maintain the company's competitive position while protecting the ESOP. • Analyze and track industry trends to ensure the company's benefits offerings remain competitive and relevant.
Payroll Leadership: • With support from key team members, ensure the timely and accurate processing of payroll for all employees, in compliance with relevant regulations. • Oversee payroll audits and reporting, ensuring systems are configured to meet business needs and compliance requirements. • Resolve payroll-related inquiries and discrepancies to maintain operational efficiency and employee satisfaction.
ESOP Administration: • Oversee the management and administration of the ESOP, ensuring that the plan is effectively communicated to employees, remains compliant with legal requirements, and is aligned with the company's broader compensation strategy. • Work with legal, financial, and consulting partners to monitor the ESOP's performance and ensure appropriate valuation and management.
Compliance & Best Practices: • Ensure total rewards programs comply with all applicable federal, state, and local compensation and benefits laws and regulations. • Monitor industry trends and best practices to keep the company's total rewards offerings current and competitive. • Continuously assess the effectiveness of existing compensation and benefits policies, recommending revisions or new programs as needed.
Leadership and Strategy: • Serve as a strategic partner to the Head of Human Resources and senior leadership team, providing insights and recommendations on total rewards strategies. • Lead and develop a team of HR professionals in the total reward area, fostering a culture of continuous improvement and professional growth. • Develop and manage the total rewards budget. • Collaborate and partner with HR Technology lead to ensure robust, efficient and optimized HR systems as it pertains to Total Rewards. • Collaborate with other HR leaders to ensure alignment and integration of total rewards and HR technology initiatives with overall HR strategy.
Qualifications/Experience: • Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred. • Minimum of 10 years of experience in HR, with at least 5 years in a senior-level total rewards role. • Proven experience in designing and managing compensation and benefits programs, including ESOP administration. • Strong knowledge of compensation regulations and benefits compliance. • Excellent analytical, problem-solving, and decision-making skills. • Strong leadership and team management skills. • Excellent communication and interpersonal skills. • Ability to work strategically and collaboratively across departments. • Professional certification (e.g., CCP, CBP, PHR, SPHR) preferred.
Competencies and Skills Required: • Champions Change - Embraces a work environment that encourages creative thinking and innovation. Seeks new responsibilities and opportunities for growth. Initiates when necessary, taking action quickly to correct and seek immediate resolution. Is open to and enthusiastic about new ideas, programs and procedures. Shows personal flexibility and responsiveness to change. Demonstrates willingness to learn from others. Helps others get on board with needed change by inspiring and engaging them with consistent open communication. • Customer Focused - Anticipates and delivers on customer requirements, expectations and needs. Deliver on customer commitments. Ensures exceptional customer experiences. Learns from including mistakes and helps others to do the same. • Critical Decision Making - Uses critical reasoning using relevant facts; evaluates alternatives. Makes decisions with positive intentions consistent with company direction, goals, and values. Seeks input from others when needed, reaching clear consensus and timely closure. Employs high ethical standards in all business activities with customers, suppliers and team members; does not compromise honesty, integrity, or reputation; complies with all applicable laws and company policies. Makes timely decisions with clear accountabilities. Escalates decisions to higher levels when necessary. • Effective Communication - Listens well; succinctly and directly. Considers the audience and effectively conveys messages for desired impact. Shares information openly; keeps others informed and engaged. Open, credible and consistent messaging. • Leadership - Is principled, strategic leader, who sets clear expectations and performance standards. Provides as well as seeks consistent feedback and coaching. Develops, involves, empowers and engages team members. Creates a positive environment where team members are able to contribute their best, learn and achieve. • Results Driven - Accomplishes objectives and tasks on time; performs expected follow-up. Strives for continuous improvements; creates efficiencies and improves productivity; optimizes resources and minimizes waste; comes up with new ideas to achieve desired results; consistently looks for better ways of doing things. Plans and prioritizes work to ensure results and deadlines are met. Seeks clarification from manager or team members when priorities are unclear or appear to be conflicting. Holds self and others accountable. • Team Orientation - Develops and maintains effective working relationships at all levels internal and external to Barr; displays personal concern for others; works with all employees in an environment of trust, candor, information sharing and mutual respect; Collaborates with others, within own function and across functions. Maintains open communications, candid, shares information, shows respects and leverages diverse ways of thinking. Builds effective long-term relationships with peers and management. • Functional Expertise - understands and effectively applies HR, Benefits and Compensations, Retirement Planning principals and strategies. Understands related federal and state legislation regarding benefits, retirement planning and payroll administration.
ADA Compliance:
Americans with Disabilities Act (ADA) Compliance:
Barr Brands is committed to providing equal employment opportunities to qualified individuals with disabilities. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily with or without reasonable accommodation. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the role.
Physical Requirements: • Ability to sit at a desk and work on a computer for prolonged periods. • Manual dexterity to operate a computer and other office equipment. • Visual acuity to read printed and electronic documents. • Ability to communicate verbally and in writing, including the use of a telephone. • Mobility to move within the office and other company locations as required.
Mental Requirements: • Ability to work under pressure and meet deadlines. • Strong cognitive abilities to handle complex problem-solving and decision-making. • Capacity to prioritize tasks and manage multiple projects simultaneously. • High level of concentration and attention to detail.
Accommodations:
Barr Brands will engage in an interactive process with employees and job applicants to identify and provide reasonable accommodations for individuals with known physical or mental disabilities, unless such accommodation would impose an undue hardship on the company's operations. Employees and applicants are encouraged to discuss potential accommodations with the HR department.
Commitment to Diversity and Inclusion:
Barr Brands values diversity and inclusion in the workplace. We are committed to building a team that represents a variety of backgrounds, perspectives, and skills. We believe that diverse teams drive innovation and success, and we are dedicated to creating an environment where all employees feel valued and empowered.
This job description reflects management's assignment of essential functions; it was not meant to be all-inclusive of the tasks that may be assigned.