Total Rewards Manager
Direct hire
Location- Hampton, NH 03842
WFH situation- Hybrid (3 days onsite ideally - must live in MA, NH or ME)
Salary: $100-110k base + bonus 

The Total Rewards Manager is responsible in the implementation and ongoing administration of our total rewards strategy, including employee benefits, compensation programs, and compliance initiatives.

• Support the development and execution of a comprehensive total rewards strategy that aligns with organizational goals and enhances the employee experience.
• Evaluate and evolve programs to ensure competitiveness, internal equity, and alignment with market trends.
• Partner with leadership to provide insights and recommendations on total rewards programs.

• Develop, implement, administer, and maintain employee benefit programs, policies, and procedures, ensuring benefit programs meet employee needs, remain competitive, and are cost-effective.
• Serve as the primary resource for employee benefits education, communication, and issue resolution.
• Lead annual Open Enrollment strategy, planning, and execution, including HRIS configuration, meeting timelines, data gathering, and vendor/broker communications to create an easy, informative, best-in-class open enrollment experience for employees.
• Oversee and administer leave of absence program and ADA accommodations, ensuring compliance with FMLA and applicable state and local regulations.

• Partner with M&A/Integration Team to support benefit transitions for employees hired through acquisitions. Work with acquired agencies to ensure benefit transition is smooth and efficient.

• Manage day-to-day administration of the 401(k) plan, serving as the primary point of contact for the recordkeeper, investment advisor, and internal stakeholders.

• Oversee eligibility tracking and enrollment processes, including coordinating timely employee communications and ensuring accurate setup within the HRIS, for all new hires and employees joining through acquisitions.

• Support and lead 401(k) integration activities for acquisitions, including plan transitions, asset and loan transfers, and employee communications.
• Administer employee life cycle changes impacting the plan (e.g., eligibility, terminations, loans, distributions), ensuring all transactions are processed accurately and in compliance with plan provisions.
• Lead the annual plan audit process, coordinating with auditors, payroll, and vendors to gather required documentation, respond to inquiries, and ensure timely completion.
• Manage annual true-up calculations in partnership with payroll and finance to ensure eligible employees receive appropriate employer contributions based on plan design.
• Ensure ongoing compliance with ERISA, IRS, and Department of Labor requirements, including nondiscrimination testing, Form 5500 support, and required participant notices.
• Partner with vendors and internal teams to continuously improve plan administration processes and employee experience.

• Lead the organization's compensation analysis, benchmarking, and market alignment, ensuring pay practices are internally equitable and externally competitive.
• Support and manage the annual compensation review and merit process, including coordinating timelines, compiling data, preparing recommendations, and ensuring accurate processing of salary adjustments.
• Partner with Finance and leadership on compensation planning, budgeting, and forecasting.
• Partner with departmental leaders to develop and refine compensation structures, salary ranges, and job leveling frameworks that support organizational goals, reflect role responsibilities, and ensure fair and competitive pay practices

• Provide support across People & Culture initiatives, including onboarding, systems implementation, participation in the employment engagement group, intranet maintenance, and cross-functional projects.
• Collaborate with internal stakeholders to improve processes, systems, and employee experience.
• Contribute to culture initiatives that reinforce employee engagement and organizational values.

• 5+ years of progressive experience in benefits, compensation, or total rewards. Bachelor's degree, professional certification (e.g., CEBS or CCP), or equivalent combination of education and relevant work experience required
• Experience working in a fast-growing, multi-state, highly acquisitive organization preferred.
• Strong knowledge of employee benefits, 401(k) administration, evolving pay equity, and compensation planning
• Strong technical proficiency with HRIS platforms (e.g., Dayforce), Excel, and SharePoint, using data and systems to enhance reporting and streamline processes.

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