Manager – Compensation & Benefits
1-800 CONTACTS
full-time
Posted on:
Location Type: Hybrid
Location: Draper • Utah • United States
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Job Level
About the role
- Lead the design, governance, and ongoing management of compensation programs, including job architecture, base pay, incentives, and equity.
- Proactively assess business needs, workforce trends, and market data to anticipate change and develop compensation strategies, plans, and recommendations aligned with company objectives.
- Guide leaders and People Business Partners through annual and off‑cycle compensation processes with clear planning, timelines, and communication.
- Conduct market benchmarking and internal equity analyses, bringing forward clear, well‑reasoned recommendations to inform leadership decisions.
- Develop compensation models, forecasts, scenarios, and implementation plans to support workforce planning and financial discussions.
- Partner with leaders and People Business Partners to evaluate and adapt compensation structures across the organization.
- Ensure compliance with wage, pay equity, and applicable regulatory requirements.
- Own compensation initiatives end‑to‑end, including planning, execution milestones, stakeholder updates, and post‑implementation review.
- Partner closely with internal teams to ensure compensation processes are scalable, well‑governed, and accurately reflected in systems and reporting.
- Lead the strategy, design, and administration of health & welfare benefits, retirement programs, wellbeing initiatives, and LOA programs.
- Develop forward‑looking benefits and LOA plans that adapt to evolving workforce needs and regulatory environments while balancing cost, competitiveness, and employee experience.
- Oversee program governance, vendor relationships, and operational execution.
- Lead annual benefits renewals, including plan design evaluation, vendor negotiations, budgeting, and cost management.
- Partner with brokers and internal stakeholders to analyze medical, pharmacy, and wellness claims, identifying trends, cost drivers, and improvement opportunities.
- Serve as the primary escalation point for brokers and vendors, ensuring accountability and high‑quality service delivery.
- Ensure compliance with ERISA, ACA, HIPAA, COBRA, FMLA, and applicable state and local leave laws.
- Lead open enrollment planning and employee communications in partnership with Communications and People teams.
- Drive benefits and LOA initiatives end‑to‑end, from recommendation through execution, ensuring clear timelines, stakeholder alignment, and regular progress updates.
- Collaborate closely with internal teams to support benefits and LOA system functionality, data accuracy, reporting, and ongoing process improvements.
Requirements
- 5–8 years of progressive experience in compensation, benefits, or total rewards.
- Demonstrated experience leading compensation programs, market analysis, and job architecture.
- Strong knowledge of benefits plan design, renewals, vendor management, and regulatory compliance.
- Advanced analytical skills; strong Excel required.
- Proven ability to influence, partner cross‑functionally, and communicate effectively at multiple levels.
- Strong planning, prioritization, and execution skills.
- Experience leading and developing teams in a compensation, benefits, or total rewards environment preferred.
- HRIS exposure and experience partnering closely with systems teams preferred.
- Professional certifications (CCP, CBP) preferred but not required.
Applicant Tracking System Keywords
Tip: use these terms in your resume and cover letter to boost ATS matches.
Hard Skills & Tools
compensation programsjob architecturemarket analysisbenefits plan designvendor managementregulatory complianceanalytical skillsExcelcompensation modelsfinancial discussions
Soft Skills
influencecross-functional partnershipcommunicationplanningprioritizationexecutionleadershipstakeholder alignmentproblem-solvingadaptability
Certifications
CCPCBP