Manager - Total Rewards

Job Description

Job Description

The Ideal Tridon Group comprises a family of brands that support, secure, and connect the movement of air, fluid, and electricity in critical applications. With over 100 years of proven quality and a strong culture of service, we are the worldwide leader in clamps, strut, hose supports, conduit, fittings, and coupling solutions. Our products are engineered to meet the highest standards across a range of industries, and our commitment to innovation, reliability, and customer support ensures we’re ready to meet the demands of today and tomorrow. At the Ideal Tridon Group, connections aren’t just what we make—they’re the heart of everything we do.

We are seeking Manager - Total Rewards for our corporate office in Smyrna, TN. 

Summary:

Manage the development, implementation, administration, governance, and continuous improvement of enterprise rewards programs that attract, retain, motivate, and engage talent. The role integrates compensation, incentive programs, benefits, wellbeing, recognition, job architecture, and the employee value proposition into a coordinated portfolio aligned with Ideal Tridon Group’s business strategy, workforce priorities, and financial objectives.

This role serves as a subject-matter partner to HR leadership, Finance, HR business partners, Talent Acquisition, Payroll, Legal, and operational leaders. The position converts market intelligence and workforce data into practical recommendations, supports disciplined governance, and measures program effectiveness, affordability, competitiveness, and employee value.

Essential Responsibilities:

Total Rewards Strategy and Governance

• Manage the implementation and ongoing administration of the enterprise Total Rewards strategy, philosophy, roadmap, policies, and governance framework in alignment with organizational objectives and workforce needs.
• Provide HR leadership with analysis and recommendations on reward priorities, investment tradeoffs, program risks, market practices, and change implications.
• Establish decision rights and approval standards for pay actions, promotions, market adjustments, retention actions, job leveling, incentives, and exceptions.
• Maintain an integrated annual Total Rewards calendar covering compensation planning, incentives, salary structure review, benefits renewal, open enrollment, budgeting, communications, and program evaluation.
• Support reward-related workstreams for acquisitions, integrations, restructurings, and organizational transformation, as assigned.

Compensation, Incentives, and Pay Programs

• Develop and maintain compensation philosophy, job grades, salary structures, geographic differentials, pay ranges, and market-positioning guidelines.
• Manage annual merit and compensation planning, including budgets, guidelines, systems readiness, manager resources, governance, and post-cycle analysis.
• Conduct and oversee market benchmarking, job pricing, compensation analyses, internal equity reviews, range penetration, compa-ratio, and pay trend analysis.
• Review and provide guidance on new-hire offers, promotions, transfers, adjustments, retention proposals, and other compensation actions.
• Design, administer, and evaluate annual incentive, bonus, sales incentive, and variable-pay programs in partnership with Finance and business leaders.
• Model program costs, payout scenarios, affordability, and expected outcomes; ensure plan documentation and administration are accurate and timely.

Benefits, Wellbeing, and Vendor Management

• Manage the design, administration, and ongoing evaluation of health, welfare, retirement, voluntary benefits, leave-related programs, and employee wellbeing offerings, consistent with the approved benefits strategy.
• Partner with brokers, consultants, carriers, administrators, and internal stakeholders on renewals, plan design, funding, utilization, employee experience, and cost management.
• Evaluate vendor performance, service levels, fees, compliance support, and opportunities for consolidation or improvement.
• Oversee open enrollment strategy, readiness, employee communications, and post-enrollment review.
• Assess benefit competitiveness and value using utilization, participation, employee feedback, and cost-per-employee measures.

Job Architecture, Career Frameworks, and Talent Partnership

• Establish and maintain job families, career levels, grades, titling conventions, job evaluation standards, and career progression frameworks.
• Evaluate new and existing roles using a consistent methodology and maintain alignment among job content, level, market value, and organizational structure.
• Partner with HRBPs and Talent Management to connect job architecture with workforce planning, succession planning, career paths, organizational design, and talent reviews.
• Partner with Talent Acquisition to provide market-based offer guidance and support competitive, equitable hiring decisions.

Analytics, Technology, and Process Optimization

• Develop dashboards and executive reporting for labor cost, market position, pay equity, range penetration, incentive outcomes, benefit utilization, turnover, retention, and reward-program effectiveness.
• Translate complex data into clear insights, options, and recommendations for senior leaders and decision-makers.
• Manage or support HRIS compensation and benefit modules, planning tools, market survey platforms, vendor systems, data governance, and process automation.
• Maintain strong data controls and partner with HRIS and Payroll to improve accuracy, efficiency, documentation, and audit readiness.
• Measure the return and organizational impact of Total Rewards investments and recommend program changes based on evidence.

Employee Value Proposition, Recognition, and Communication

• Support the development and ongoing articulation of the company’s employee value proposition.
• Design or enhance recognition and non-cash reward programs that reinforce company values, performance, retention, and employee engagement.
• Develop leader and employee communications that explain pay, benefits, incentives, and the overall value of Total Rewards programs.
• Equip HR and people leaders with tools, training, and talking points to communicate reward decisions consistently and effectively.

Compliance and Risk Management

• Ensure programs are administered in accordance with applicable laws, plan requirements, company policies, and internal controls, in partnership with Legal and external advisors.
• Monitor developments affecting compensation, benefits, pay transparency, reporting, privacy, and related employment practices across relevant jurisdictions.
• Maintain plan documents, program guidelines, audit support, and records needed for effective governance and compliance.
• Identify program risks and recommend practical mitigation actions while maintaining business flexibility.

Leadership and Cross-Functional Collaboration

• May supervise, coach, and develop Total Rewards team members; coordinate vendor and consultant resources and build scalable capability across the function.
• Build strong partnerships with Finance, Legal, Payroll, HRIS, HRBPs, Talent Acquisition, Talent Management, Operations, and executive leadership.
• Manage major reward initiatives using disciplined project management, change management, stakeholder engagement, and clear accountability.
• Perform other duties and strategic projects as assigned.

Measures of Success

• Competitive market positioning and appropriate internal alignment of pay programs.
• Accurate, timely, and well-governed compensation and incentive cycles.
• Sustainable benefit cost trends, effective vendor performance, and positive employee experience.
• Clear job architecture and consistent job-leveling decisions across the enterprise.
• Improved leader and employee understanding of Total Rewards programs.
• High-quality executive insights and measurable program outcomes.
• Strong compliance, data integrity, audit readiness, and process efficiency.

Qualifications:

Education and Experience

• Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related field required; advanced degree preferred.
• Six to ten or more years of progressive Human Resources or Total Rewards experience, including substantial compensation and benefits responsibility.
• Demonstrated experience designing and improving reward programs, not solely administering established programs.
• Experience supporting multiple locations, business units, or a complex organizational environment; global or multinational experience strongly preferred.
• Experience preparing and presenting recommendations to HR and business leaders and partnering with Finance on program costs, budgets, and modeling.
• Experience managing vendors, consultants, cross-functional projects, and, where applicable, team members.

Knowledge and Technical Capabilities

• Advanced knowledge of compensation benchmarking, salary structures, job evaluation, incentives, benefits strategy, and program governance.
• Strong financial acumen, quantitative analysis, scenario modeling, and executive-level data storytelling.
• Advanced Microsoft Excel capability and experience with HRIS, compensation planning, benefits administration, survey, and reporting platforms.
• Working knowledge of applicable compensation and benefit compliance requirements; ability to partner effectively with Legal and external advisors.
• Professional certification such as CCP, CBP, CEBS, SHRM-SCP, or SPHR preferred.

Work Environment & Culture:

Foster and embody the Ideal Tridon Group values:

• Devoted to Customers – Builds trusted relationships through service and reliability.
• We Care – Acts with integrity, accountability, and respect for others.
• Passionate About Growth – Committed to personal and team development.
• Positive Energy – Creates a collaborative, energizing work environment.
• We Find a Way – Resourceful, determined, and solutions-focused.

An Equal Opportunity Employer

We do not discriminate based on race, color, religion, national origin, sex, age, disability, genetic information, or any other status protected by law or regulation. It is our intention that all qualified applicants are given equal opportunity and that selection decisions be based on job-related factors.