Total Rewards Manager

Global Total Rewards / Benefits Manager

Trew is seeking a Global Total Rewards / Benefits Manager to design, implement, and manage a competitive, equitable, and compliant total rewards strategy across the company's growing multinational footprint — spanning countries including the U.S., Canada, and Mexico. This role will own the full spectrum of compensation, benefits, and rewards programs — harmonizing a compelling employee value proposition across diverse markets while respecting local practices, statutory requirements, and cultural norms. The ideal candidate is a strategic total rewards leader with global experience who thrives in a build-and-scale environment and can balance analytical rigor with an employee-centric mindset.

Responsibilities:

• Global Total Rewards Strategy: Develop and execute a global total rewards philosophy and strategy that supports Trew's talent acquisition and retention goals, aligns with PE ownership expectations on cost management, and is competitive in the material handling, automation, and industrial technology sectors. Ensure the strategy is adaptable across diverse labor markets.
• Compensation — U.S.: Own the U.S. compensation program, including salary structures, job architecture, market benchmarking, annual merit and promotion cycles, and pay equity analysis. Manage variable compensation plans, including annual incentive plans, project-based bonuses, sales incentives, and overtime/shift premium structures for manufacturing and field service populations. Ensure compliance with FLSA, state pay transparency laws, and equal pay regulations.
• Compensation — International: Design and manage competitive, locally compliant compensation programs in Canada, Mexico, India, and European countries. Conduct market benchmarking using local and global surveys (Radford, Mercer, WTW, Culpepper). Address region-specific requirements, including Mexico's mandatory profit sharing (PTU) and Aguinaldo (Christmas bonus), India's statutory bonus and gratuity obligations, Canadian pay equity legislation, and European collective bargaining agreements and works council consultation requirements. Ensure pay practices are competitive in local talent markets while maintaining internal equity across the global organization.
• Benefits — U.S.: Manage the full suite of U.S. benefits programs, including medical, dental, vision, life/AD&D, disability (STD/LTD), 401(k), HSA/FSA, EAP, wellness programs, and voluntary benefits. Lead annual benefits strategy, plan design, carrier negotiations, and open enrollment. Ensure ACA compliance, ERISA fiduciary responsibilities, COBRA administration, and all federal/state reporting requirements (5500s, 1095s, etc.). Manage broker and vendor relationships.
• Benefits — Canada: Oversee Canadian benefits programs, including supplemental health, dental, group life, disability, RRSP matching, and provincial health plan coordination. Ensure compliance with provincial employment standards and benefits regulations.
• Benefits — Mexico: Design and manage competitive benefits packages that supplement Mexico's mandatory IMSS social security coverage, including major medical insurance (Gastos Médicos Mayores), life insurance, savings fund (Fondo de Ahorro), food vouchers (vales de despensa), and other customary benefits. Ensure compliance with Mexican Federal Labor Law requirements, including legally mandated benefits (Aguinaldo, vacation premium, PTU).
• Benefits — India: Oversee statutory benefits compliance (Provident Fund, ESI, Gratuity) and design competitive supplemental benefits, including group health insurance (GMC), personal accident coverage, flexible benefits/meal allowances, and NPS employer contributions. Navigate India's rapidly evolving benefits landscape, including the new Labour Codes and their implications for benefits design. Ensure programs are competitive in India's dynamic technology and engineering talent market.
• Benefits — Europe: Manage or oversee benefits programs across European operating countries, working with local brokers and advisors to ensure compliance with statutory social insurance systems while providing competitive supplemental benefits. Address country-specific requirements such as pension auto-enrollment (UK), occupational pension obligations (Germany/Netherlands), and mandatory supplemental insurance. Navigate works council consultation requirements where applicable.
• Executive Compensation: Support the CFO and VP of HR with executive compensation benchmarking, offer structuring, and total compensation analysis for senior hires. Prepare compensation-related materials for board and compensation committee review.
• Compliance & Governance: Maintain a global benefits compliance calendar and ensure all programs meet local statutory, tax, and regulatory requirements. Stay current on legislative changes across all operating jurisdictions. Manage global benefits-related risk, including fiduciary responsibilities, data privacy (GDPR, India's DPDP Act, Mexican data protection), and local employment law.
• Pay Equity & DEI: Conduct regular global pay equity analyses and develop action plans to address identified gaps. Ensure total rewards programs comply with emerging pay transparency regulations across jurisdictions (U.S. state laws, EU Pay Transparency Directive).
• Vendor & Broker Management: Manage global relationships with benefits brokers, insurance carriers, wellness providers, compensation survey firms, and retirement plan administrators. Negotiate renewals and evaluate plan performance, cost, and employee satisfaction.
• Systems & Analytics: Own the total rewards data and technology stack, including compensation management tools, benefits administration platforms, and survey/benchmarking tools. Deliver total rewards analytics, including total cost of rewards by region, benefits utilization, compensation competitiveness dashboards, and turnover/retention correlation analysis. Support Finance with labor cost forecasting and benefits accrual data.
• Communication & Employee Experience: Develop compelling total rewards communications and education programs that help employees across all countries understand and appreciate the full value of their rewards package. Create total rewards statements and localized benefits guides. Foster a rewards experience that reinforces Trew's culture of winning together.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, Finance, or related field. CCP (Certified Compensation Professional), CEBS (Certified Employee Benefits Specialist), GRP (Global Remuneration Professional), or similar designation strongly preferred.
• 10–14 years of progressive total rewards experience, with at least 3–5 years managing compensation and benefits across multiple countries.
• Deep expertise in U.S. compensation and benefits, including plan design, benchmarking, ERISA, ACA, 401(k) administration, and FLSA. Experience managing programs for both professional/salaried and hourly/manufacturing populations is essential.
• Hands-on experience designing or managing total rewards programs in at least two of the following: Canada, Mexico, India, European countries. Strong understanding of statutory benefits, social security systems, and local market practices in these regions.
• Prior experience in a manufacturing, industrial, engineering, or technology environment strongly preferred. Familiarity with compensation challenges related to skilled trades, field service, and engineering talent is a significant plus.
• Strong analytical skills, including experience with compensation modeling, benefits financial analysis, and pay equity analytics.
• Proficiency with HRIS platforms (Workday, UKG, ADP, or similar), benefits administration tools, and compensation survey platforms (Radford, Mercer, WTW).
• Excellent communication and stakeholder management skills, with the ability to present total rewards strategy to C-suite, board, and PE sponsors and to translate complex programs for a diverse global workforce.
• Knowledge of global data privacy regulations as they relate to employee data and benefits administration (GDPR, DPDP Act, etc.).

Trew EEO Statement Trew and its companies are an equal opportunity employer. Applicants will be considered for employment without regard to age, race, creed, color, national origin, ancestry, marital status, affectional or sexual orientation, gender identity or expression, disability, nationality, sex, or veteran status.