Total Rewards Manager (Hybrid)

Why Singer? Singer Equipment Company is not just a seller of food equipment – we cultivate partnerships and amplify success. Singer isn’t just a place to work; it’s a place to thrive. We empower our employees, fostering an environment where they can grow professionally and contribute to something larger than themselves. Singer Equipment Company is not just a seller of food equipment – we cultivate partnerships and amplify success. Singer isn’t just a place to work; it’s a place to thrive. We empower our employees, fostering an environment where they can grow professionally and contribute to something larger than themselves. We are the proud, 3-time recipient of the Foodservice and Supplies Dealer of the Year Award. Our commitment to our customers has earned us an unbeatable reputation within our industry. This is your opportunity to join a winning team! At Singer Equipment Company, we value each and every one of our dedicated staff and therefore are pleased to offer a competitive starting wage, a comprehensive benefits package including: medical, dental, vision, short term and long-term disability, 401K with company match, group life insurance, flexible spending, paid time off, and paid holidays. Why You\'ll Love Working Here Make a Difference: Work with enthusiasm and integrity while ensuring communication, coordination and collaboration. Collaborative Spirit: Be part of a supportive and dynamic team environment. Growth Opportunities: Develop your skills and advance your career in a dynamic industry. Competitive Compensation & Benefits: Enjoy a rewarding package that reflects your contributions. Singer Equipment Company, one of the nation’s largest and most respected foodservice equipment distributors, is seeking a strategic, data‑driven, and influential Total Rewards Manager to lead the design, governance, and continuous evolution of our compensation infrastructure across a multi‑state footprint. This role serves as the organization’s subject matter expert on job architecture, salary structures, market competitiveness, and multi‑jurisdictional payroll compliance. The Manager will shape Singer’s compensation philosophy, ensure regulatory adherence, and build scalable frameworks that support organizational growth, operational excellence, and a consistent employee experience. This is a high‑visibility role with significant impact, partnering closely with HR, Finance, Operations, and senior leadership to ensure Singer remains competitive, compliant, and aligned with best‑in‑class compensation practices. Essential Functions Compensation Strategy, Job Architecture & Organizational Design Lead the development, governance, and ongoing refinement of Singer’s enterprise‑wide job architecture, including job families, leveling frameworks, and standardized role definitions. Design and maintain salary structures, job grades, and geographic pay differentials that support equitable, competitive, and scalable compensation practices. Oversee market pricing, job evaluations, and compensation benchmarking using industry‑leading tools and survey data. Provide strategic guidance on compensation decisions, including salary offers, internal equity reviews, pay adjustments, and organizational design considerations. Partner with senior leadership to ensure compensation strategy aligns with business priorities, talent needs, and long‑term workforce planning. Compensation Governance, Incentive Oversight & Risk Mitigation Establish and enforce compensation governance frameworks, ensuring consistency, transparency, and compliance across all divisions. Evaluate and standardize commission, bonus, and incentive programs, identifying opportunities to strengthen accuracy, alignment, and risk controls. Develop and maintain compensation policies, documentation standards, and audit‑ready processes. Payroll Compliance & Multi‑State Regulatory Oversight Serve as the strategic partner to the payroll function, ensuring accurate, compliant payroll execution across multiple states. Monitor, interpret, and operationalize federal, state, and local wage and hour laws, including: Minimum wage changes Overtime rules Pay frequency requirements Wage statement requirements Local tax changes Prevailing wage and weekly payroll requirements Ensure compensation structures and pay practices align with payroll capabilities and legal requirements. Strengthen payroll compliance frameworks, internal controls, and audit readiness. Drive process improvements and system optimization to support scalability without increasing payroll headcount. Benefits Strategy & Cost Management Support the delivery of a competitive, compliant benefits portfolio, including medical, dental, vision, 401(k), retirement programs, PTO, and parental leave. Partner with vendors and brokers to optimize plan design and cost efficiency. Contribute to achieving 1–3% annual savings through data analysis and vendor management. Ensure benefits offerings remain competitive and aligned with market trends. Regulatory Compliance, Workforce Analytics & Executive Reporting Maintain audit‑ready compensation documentation and ensure adherence to regulatory standards across all states. Lead labor cost modeling, compensation dashboards, and workforce analytics to support executive decision‑making. Partner with HR, Finance, and Operations to ensure compensation decisions are data‑driven, equitable, and aligned with organizational goals. Provide executive‑level reporting and insights on compensation trends, compliance risks, and workforce cost dynamics. Leave Management & Regulatory Compliance Works closely with the benefits function to ensure that the total compensation and rewards programs are complimentary and meet the requirements needed to offer a strong Employee Value Proposition that is competitive in the marketplace. Provide strategic oversight, guidance, and escalation support for complex leave cases, ensuring consistency, compliance, and risk mitigation. Maintain and strengthen audit‑ready processes, documentation standards, and regulatory adherence across all states. Ensure benefits and leave programs align with Singer’s total rewards strategy and employee value proposition. Compensation Range USD $130k - $160K, with a 10% annual bonus potential Minimum Qualifications Bachelor’s degree in human resources, business administration, finance, or related field; master’s degree/MBA preferred. Compensation and/or benefits certifications desired (CEBS, CCP, CBP) strongly preferred. Minimum 5 years of progressive experience in compensation, job architecture, benefits, or total rewards, with leadership experience required. Deep expertise in compensation design, job evaluation, market pricing, and multi‑state pay governance. Strong understanding of federal, state, and local wage and hour laws and payroll compliance requirements. Experience with multi‑state compliance and benefits administration preferred. Advanced Excel and analytical skills; experience with HRIS systems (Dayforce preferred) and benchmarking tools (ERI or similar). Proven ability to influence senior leaders, drive organizational change, and implement scalable compensation frameworks. Strong communication, executive presence, and the ability to navigate complexity with clarity and confidence. Candidates are encouraged to apply even if they do not meet all listed requirements. We recognize that skills and potential can take many forms, and we value diverse experiences that may not align perfectly with traditional qualifications. Are you ready to take your career to the next level? Apply today and let\'s cook up some success! Singer Equipment Company is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, or any other protected status under applicable law. #J-18808-Ljbffr