Total Rewards Manager

Ultimate Staffing Services is actively seeking a skilled Total Rewards Manager to join their client's team in Raleigh, North Carolina. The Employee Experience & Total Rewards Manager is tasked with the analytics, strategy, administration, and continuous improvement of employee experience and total rewards programs. This role requires using workforce data, program utilization, cost analysis, and employee insights to evaluate the effectiveness and value of HR programs, informing business and investment decisions. Responsibilities Position Overview Ultimate Staffing Services is actively seeking a skilled Total Rewards Manager to join their client's team in Raleigh, North Carolina. The Employee Experience & Total Rewards Manager is tasked with the analytics, strategy, administration, and continuous improvement of employee experience and total rewards programs. This role requires using workforce data, program utilization, cost analysis, and employee insights to evaluate the effectiveness and value of HR programs, informing business and investment decisions. Total Rewards & Benefits Analytics Administer and analyze benefits and total rewards daily. Evaluate benefits utilization, participation, cost trends, and employee demographics. Manage benefits vendors and assess vendor performance, service levels, and cost-effectiveness. Lead annual open enrollment and benefits communications. Collaborate with Payroll & HRIS for accurate benefits eligibility, deductions, interfaces, and system data. Support compensation and merit processes through data analysis, reporting, timelines, and employee-facing materials. Monitor total rewards trends and recommend changes based on cost, competitiveness, utilization, and employee value. Work with Finance and HR leadership on total rewards budgeting, forecasting, and investment decisions. Employee Experience & Analytics Own the enterprise employee experience strategy and key programs. Develop and maintain employee experience metrics, dashboards, and recurring reporting. Analyze employee listening data and survey results to identify opportunities and risks. Measure onboarding effectiveness and new-hire experience. Analyze employee program participation and outcomes to inform investment decisions. Develop and manage recognition and engagement initiatives. Coordinate employee events and enterprise HR programming. Partner with HR Business Partners to translate enterprise programs and insights into business-specific actions. Compliance & Risk Support required employee communications and compliance activities related to benefits and employee programs. Assist with audits, documentation, and data requests. Monitor program and vendor compliance and elevate identified risks. Maintain appropriate documentation, controls, and program records. Workforce Analytics & Reporting Develop recurring workforce dashboards and reporting for HR leadership and business leaders. Analyze headcount, turnover, retention, tenure, demographics, and other workforce trends. Identify trends by business, function, and employee population and translate findings into actionable insights. Support workforce planning through data analysis and trend identification. Partner with Payroll & HRIS to ensure data integrity and consistent definitions across HR reporting. Establish metrics that measure the effectiveness and value of employee programs. Payroll Backup & HR Controls Serve as the designated backup to the Manager, Payroll, & HRIS. Maintain sufficient knowledge of payroll processes and controls. Support periodic payroll audits, reconciliation, and variance analysis. Review benefits/payroll interfaces for accuracy and resolve data discrepancies. Maintain documented controls and procedures supporting payroll and benefits continuity. Partner closely with Payroll & HRIS to reduce operational risk and ensure continuity. Program Effectiveness & ROI Establish measures for major employee experience and total rewards programs. Evaluate program participation, cost, utilization, and outcomes. Track vendor performance against agreed service levels and business expectations. Identify opportunities to automate, simplify, or improve employee-facing processes. Develop business cases for new or expanded employee programs. Conduct post-implementation reviews and recommend continuation, modification, or elimination based on data. Success Measures Benefits cost per employee. Benefits spend versus budget. Benefits participation and utilization trends. Employee program participation and effectiveness. Employee listening and onboarding insights. Turnover, retention, and workforce trend reporting. Payroll backup readiness and control effectiveness. Benefits/payroll data accuracy. Audit results and compliance. Vendor performance and service levels. Program ROI and cost-saving opportunities identified. Quality, timeliness, and actionability of HR analytics. Qualifications Bachelor's degree required. SHRM or HRCI certification preferred. 5+ years of progressive HR experience. Experience with benefits, total rewards, HR analytics, employee experience, or HR operations. Experience in a variety of HRIS tools, ADP preferred. Strong analytical, financial, and problem-solving capability. Experience developing dashboards, metrics, reports, or business cases preferred. Strong project management and organizational skills. Excellent communication and relationship-building skills. Ability to manage confidential information and sensitive employee data. Demonstrated ability to work across multiple businesses and competing priorities. Work Hours Monday to Friday, 8:00 AM to 5:00 PM. Benefits PTO, 401k, medical, dental, and vision. Additional Details Salary range: $85,000 - $125,000 per year. All qualified applicants will receive consideration for employment without regard to race, color, national origin, age, ancestry, religion, sex, sexual orientation, gender identity, gender expression, marital status, disability, medical condition, genetic information, pregnancy, or military or veteran status. We consider all qualified applicants, including those with criminal histories, in a manner consistent with state and local laws, including the California Fair Chance Act, City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, Los Angeles County Fair Chance Ordinance, and San Francisco Fair Chance Ordinance. #J-18808-Ljbffr Ultimate Staffing