Total Rewards Manager

Hybrid (3 days onsite ideally - must live in MA, NH or ME) 100-110k salary + bonus Must Haves 5+ years of benefits administration experience MS Office Preferred Has worked at a growing / acquisition minded company (they just acquired a company that added 150 employees to their company) Fidelity 401k Dayforce HRIS 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. This role retains full ownership of benefits administration while expanding accountability for compensation analysis, benchmarking, and annual compensation review processes. The Total Rewards Manager partners closely with leadership to ensure programs are competitive, compliant, cost-effective, and aligned with the organization’s culture and business objectives. The position plays a critical role in supporting a dynamic, multi-entity, multi-state organization, including integration efforts related to mergers and acquisitions. Key Responsibilities 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. Benefits Administration 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. 401(k) Administration 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. Compensation Analysis & Management 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. People & Culture Support 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. #J-18808-Ljbffr