Head of Total Rewards - remote

The Total Rewards Manager leads the design, implementation, and ongoing administration of Bedrock’s compensation and benefits programs. This role serves as the functional leader for Total Rewards, ensuring programs are competitive, consistent, and aligned with Bedrock’s pay‑for‑performance philosophy and organizational priorities.

This role partners closely with People Strategy leadership, Operations, Payroll, and external vendors to design and maintain compensation frameworks, benefits programs, and job architecture that support business needs and decision‑making consistency.

The Total Rewards Manager drives both strategic design and operational execution, ensuring accurate, compliant, and disciplined delivery of compensation and benefits programs while supporting a high‑quality and consistent team member experience.

Compensation Design & Administration

Leads the design, implementation, and ongoing management of compensation frameworks, including salary structures, job architecture, and incentive programs, ensuring alignment with pay‑for‑performance principles, market benchmarking, and internal equity.

Provides recommendations for compensation offers for new hires, serving as the first point of review and ensuring alignment with internal equity, compensation frameworks, and established review and approval practices.

Evaluates and provides guidance on promotion and market adjustment recommendations, ensuring alignment with performance outcomes, internal equity, compensation frameworks, and market data.

Conducts and applies market benchmarking and salary survey data to ensure competitive, consistent, and equitable compensation practices.

Supports compensation cycles and pay adjustments, ensuring alignment with performance outcomes, established structures, and organizational guidelines.

Partners with external brokers to guide benefits strategy, compliance, and plan design, with a focus on transitioning toward internal ownership.

Total Rewards Operations & Compliance

Administers retirement programs (including 401(k)) in partnership with Payroll, ensuring coordination with vendors and compliance with plan requirements.

Provides reporting and analysis of compensation and benefits data to identify trends and inform decision‑making.

In partnership with the PS Operations Manager, manages and maintains the compensation guidebook and benchmarks, incorporating market data and salary survey insights.

Vendor & Cross‑Functional Partnership

Manages relationships with external Total Rewards vendors, including benefits brokers and related service providers, ensuring performance, service quality, and alignment with organizational needs.

Partners with People Strategy, Recruiting, Payroll, and business leaders to ensure consistent execution of compensation and benefits processes and clear, effective communication of Total Rewards programs.

Working knowledge of compensation structures, benchmarking, job architecture, and benefits programs.

Experience applying compensation frameworks to hiring, promotion, and market adjustment decisions and coordinating benefit program activities such as renewals and open enrollment.

Bachelor’s degree in Human Resources, Business, Finance, or related field (or equivalent experience).

Clearly articulates vision and expectations, adapts messaging to diverse audiences, fosters open dialogue, and manages conflict constructively.

Planning & Organization: Applies and develops industry knowledge, mentors others, and stays current with trends to drive performance and innovation.

Leadership + Accountability: Demonstrates accountability by setting clear expectations, making sound decisions, and taking ownership of results while building strong relationships, modeling organizational values, and adapting effectively to change.

All team members are expected to work on site Monday through Friday during standard business hours, unless otherwise specified by their role or designated shift.

Some roles may have flexibility to work remotely on Fridays, based on the nature of the work and business needs. This flexibility is granted at the discretion of the Company and may be adjusted at any time.

Prolonged periods of sitting and computer use; It is not intended to limit or in any way modify the right of any supervisor or manager to assign, direct and control the work of employees under his/her supervision. This job description does not constitute a contract of employment;