Senior Manager of Benefits

SUMMARYThe Senior Benefits Manager will provide strategic leadership, governance, and oversight for Mortenson's health, welfare, leave of absence, retirement, wellbeing, and recognition programs. Lead the development, implementation, administration, and continuous improvement of benefit programs that support Mortenson's business objectives, reinforce company culture, and deliver a competitive and engaging team member experience.This person will serve as the primary leader for benefit strategy, vendor management, compliance, financial stewardship, and team member engagement while developing and leading a high-performing benefits team. Partner closely with HR, Finance, Legal, Payroll, Operations, and external vendors to ensure effective administration and continuous evolution of benefit programs. RESPONSIBILITIES Benefits Strategy and LeadershipDevelop and execute Mortenson's benefits strategy, ensuring programs align with organizational objectives, workforce needs, and Total Rewards philosophy.Evaluate market trends, legislative developments, benchmarking data, and emerging benefit practices to inform strategic recommendations.Lead benefit plan design reviews and vendor strategy initiatives that improve program effectiveness, team member experience, and organizational outcomes.Benefits Administration and OperationsProvide leadership and oversight for administration of health, welfare, retirement, leave, wellbeing, and recognition programs.Establish operational controls, service standards, and performance metrics to support efficient plan administration.Lead annual enrollment activities and ongoing benefit program implementation efforts.Vendor ManagementDevelop and maintain strategic partnerships with brokers, consultants, carriers, recordkeepers, wellbeing vendors, and other benefit service providers.Lead vendor selection, contract negotiations, performance evaluations, and renewal strategies.Compliance and Risk ManagementEnsure compliance with applicable federal, state, and local regulations including ERISA, HIPAA, ACA, COBRA, FMLA, paid leave programs, and retirement plan requirements.Team Member Experience and CommunicationsLead development of benefit communication and engagement strategies that improve understanding, appreciation, and utilization of programs.Champion initiatives that enhance employee wellbeing, mental health, financial wellness, and overall Total Rewards engagement.Financial StewardshipManage benefit program budgets, forecasting, financial reporting, and cost management initiativesAnalyze plan utilization, financial trends, and vendor performance to identify improvement opportunities.Develop recommendations that balance financial sustainability with competitive program offerings.Leadership and Talent DevelopmentLead, coach, and develop benefits team members while creating a culture of accountability, continuous improvement, and operational excellence.Establish team goals, priorities, and development plans.Build organizational capability and succession strength within the Benefits function. QUALIFICATIONS Bachelor’s degree in Human Resources, Business, Finance, Mathematics, or related field, or equivalent experience. Minimum of eight years of progressive benefits experience. Minimum of three years of leadership experience managing professional staff and/or large-scale benefit programs. CEBS, SHRM, SPHR, or related professional certification preferred. Strong strategic leadership and business acumen. Comprehensive knowledge of employee benefit plan design, administration, compliance, and governance. Strong financial analysis and budgeting capabilities. Demonstrated ability to influence senior leaders and drive organizational change. Excellent communication, presentation, and relationship-building skills. Ability to lead through complexity and manage multiple priorities. A few benefits offered include: (for Non-Craft & Non-Union Craft working 25+ hours / week)Medical and prescription drug plans that includes no additional cost vision coverage  Dental plan  401k retirement plan with a generous Mortenson match Paid time off, holidays, and other paid leaves  Employer paid Life, AD&D, and disability insurance  No-Cost mental health tool and concierge with extensive work-life resources Tuition reimbursement  Adoption Assistance   Gym Membership Discount Program   The base pay range for this role is $133,200 - $199,800. (Actual range is higher for the following office locations: Denver, CO and Chicago, IL – 5%, Seattle, WA, and Portland, OR – 10%, Washington, D.C. – 12.5%). Base pay is positioned within the range based on several factors including an individual’s knowledge, skills, and experience, with consideration given to internal equity. This position is eligible for Mortenson’s incentive plan. #LI-PM1 #LI-hybridPlease make note: Visa sponsorship is not offered for this position. Our postings are typically open a minimum of 5 days and an average of 44 days.  ABOUT MORTENSONAs a top builder, developer, and EPC (Engineering, Procurement, and Construction), our expertise spans markets like sports, renewable energy, data centers, healthcare, and more. We are builders at heart, working to ensure the built environment has a lasting positive impact.  Let’s Redefine Possible  Equal Employment OpportunityYour uniqueness brings new and creative perspectives to the team. Mortenson is committed to providing equal opportunities of employment (EOE) to all individuals, regardless of your race, religion, gender, national origin, age, veteran status, disability, marital status or any other legally protected category. Other Items to NoteMortenson reserves the right to hire any individual without legal or financial obligation on unwanted solicitations. No agency emails, calls, or solicitations are accepted without a valid agreement. Must be currently legally authorized to work in the U.S. without sponsorship for employment visa status (e.g., H1B status, 0-1, TN, CPT, OPT, etc.). We are unable to sponsor or take over sponsorship of an employment Visa at this time. Full timePosting Date: 2026-08-14