Compensation and Benefits Manager

Why Work for Park Lawn Corporation? Service At every level, our dedicated team members display a strong work ethic and commitment to our core values, respect for the family, the profession, and the individual. Work with leading experts in the funeral and cemetery profession. Benefits Financial assistance programs encouraging employees through education and development in industry related subjects. Robust Health and Welfare Plans, and savings account options, designed to support your personal needs, enhance well-being and help navigate life’s challenges. Rich 401k and Roth Retirement Plan options available for both Full Time and Part Time employees along with a Company Match. Variety of Vacation, Personal Days and Sick Days based on your role emphasizing the importance of physical and emotional replenishment for our team. Employee Discounts on services, merchandise, and property to help our team members in their time of need. Culture We value honesty, courage, integrity, ethical behavior and the development of personal growth. We are rooted in the communities to provide a personal touch to every family we serve. We believe in the value of funeral and cemetery service, drawing on decades of experience to create the best experience for our families. Summary / Objective This role is responsible for the design, implementation, administration, and continuous improvement of the organization's compensation and benefits programs across its funeral home, cemetery, crematory, and corporate locations in the United States and Canada. Additionally, this role ensures that total rewards programs support the company's business objectives, attract and retain top talent, promote employee engagement, and maintain compliance with all applicable federal, state, provincial, and local regulations. Key Accountabilities Compensation Develops, administers, and maintains competitive compensation programs for corporate, operational, sales, cemetery, funeral home, and field leadership positions. Conducts market pricing and benchmarking using industry compensation surveys and labor market data. Evaluates and maintains salary structures, pay grades, and compensation philosophy. Analyzes internal pay equity and recommends adjustments to ensure competitiveness and fairness. Partners with leadership on annual compensation planning, merit increases, promotions, and incentive awards. Designs and administers commission, bonus, and incentive plans. Provides compensation modeling and workforce cost analyses to support budgeting and strategic planning. Ensures job postings and compensation practices comply with applicable state, provincial, and local pay transparency and pay equity laws. Oversees FLSA and equivalent Canadian employment standards classification of positions to ensure accurate wage-and-hour compliance. Benefits Leads annual benefits renewal and open enrollment processes. Manages vendor selection, competitive bidding (RFP), and contract negotiation with brokers, carriers, consultants, and third-party administrators. Evaluates benefit plan effectiveness and recommends enhancements based on workforce needs and market trends. Monitors benefits costs and identifies opportunities for plan optimization. Oversees leave of absence and disability program administration, including compliance with FMLA and applicable state and provincial leave laws. Administers retirement plans (401(k)/RRSP), including fiduciary support, plan committee coordination, and required filings (e.g., Form 5500). Ensures compliance with the Affordable Care Act, including applicable large employer reporting and Form 1095-C administration. Ensures compliance with state and provincial benefit and retirement plan regulations across the United States and Canada. Coordinates annual audits, filings, and regulatory reporting requirements. Maintains plan documentation and employee communications in accordance with legal requirements. Total Rewards Strategy & Communication Develops employee communications and educational materials, including Total Rewards statements, to improve understanding and participation. Recommends innovative total rewards strategies that enhance employee engagement and retention. Develops and tracks key compensation and benefits metrics. Provides training and guidance to HR Business Partners and operational leaders regarding compensation and benefits programs. Mergers & Acquisitions Supports due diligence and compensation and benefits integration activities related to acquisitions, including harmonization of plans and pay structures post-close. Analyzes workforce trends, turnover, retention, benefit utilization, and compensation effectiveness to support organizational growth and integration initiatives. Stakeholder Relationships HR Operations Teams: Partners closely with HR Business Partners, Payroll, and Talent Acquisition to align compensation and benefits programs with broader HR service delivery. Legal: Partners with legal counsel on plan document review, regulatory changes, and risk matters affecting compensation and benefits programs. Key Vendors: Manages day-to-day relationships and performance of brokers, carriers, consultants, and third-party administrators. Regulators: Serves as a primary point of contact for compensation- and benefits-related regulatory inquiries, audits, and filings across U.S. and Canadian jurisdictions. Leadership Expectations Business Acumen: Understands how compensation and benefits programs connect to broader financial and operational goals, and makes recommendations grounded in cost, risk, and workforce impact. Consultative Partnership: Builds credibility with HR and operational leaders as a trusted advisor on total rewards matters. Collaboration & Influence: Works effectively across HR, Legal, Finance, and operations to drive alignment on program design and execution. Ethical Practice & Compliance Mindset: Exercises sound judgment and discretion in handling sensitive compensation and benefits data, and ensures programs meet legal and regulatory standards. Attention to Detail: Maintains accuracy and rigor in plan administration, compliance filings, and data reporting. Cultural Awareness: Designs and communicates programs that are sensitive to the needs of a diverse, multi-jurisdictional workforce. Relationship Management: Cultivates strong, productive relationships with vendors, regulators, and internal stakeholders. Time Management & Prioritization: Manages multiple concurrent projects and deadlines with sound judgment. Required Education, Experience, Certifications and Licensure Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, or a related field required. Minimum of 8-10 years of progressive experience in compensation, benefits, or total rewards administration. Experience supporting multi-site or geographically dispersed organizations required. Experience supporting both U.S. and Canadian businesses, including familiarity with the distinct compensation, benefits, and employment law frameworks in each country, required. Valid state-issued driver's license in good standing and an acceptable driving record. Preferred Education, Experience, Certifications and Licensure Experience in healthcare, consumer services, hospitality, retail, funeral services, cemetery operations, or similar service-based industries preferred. Experience supporting mergers, acquisitions, and workforce integrations strongly preferred. Additional Eligibility Qualifications Able to read, write, and speak English fluently; bilingual is a plus. Proficient in Microsoft Office Suite (Outlook, Word, Excel, Access, and PowerPoint) required. Advanced proficiency with HRIS and payroll systems. Strong knowledge of compensation design and market pricing methodologies. Deep understanding of employee benefits administration and compliance. Working knowledge of Canadian benefit program requirements. Extensive knowledge of applicable state, provincial, and federal employment and labor laws and governmental compliance requirements. Experience with HR data reporting, dashboards, and compensation modeling. CCP, CEBS, or CBP preferred. Comfortable presenting to both management and employees across the organization. Ability to simultaneously manage multiple projects, prioritize competing demands, and exercise sound judgment. Maintains a positive, professional demeanor and strong interpersonal communication, including with internal and external stakeholders and grieving client families. Supervisory Responsibility This position has direct management responsibilities, including hiring, performance management, and termination decisions as needed. This position has direct supervisory responsibility over functional staff members. Physical Demands and Work Environment The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. The duties associated with this position are generally performed in an indoor office setting. Equipment used to perform the essential functions of this position includes, but is not limited to, computer, phone, and standard office equipment. This position requires the ability to sit for extended periods, use a computer keyboard, and communicate effectively both verbally and in writing. Occasional light lifting (up to 15 pounds) of files or supplies may be required. Travel This position may require up to 10 percent travel, including occasional overnight travel, primarily to support open enrollment, vendor meetings, and acquisition integration activities. Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, and responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. #J-18808-Ljbffr