Senior Manager, Total Rewards

The Senior Manager, Total Rewards oversees the strategy and direction of the development of Total Rewards programs regarding compensation and benefits; this includes pay philosophies, systems, and programs (e.g. base pay, variable pay, special compensation allowance programs, such as relocation and reimbursement programs), paid time off benefit programs (PTO), and health and welfare benefits (e.g., short-term disability, long-term disability, health insurance, 401(k), etc.). This position is also responsible for implementing job structure and organizational structure strategies (e.g., org/management structures, job/title naming conventions, levels of jobs within business areas, etc.). The impact this position has on BRP is significant because of the strategic impact to the BRP employment brand and our ability to attract and retain talent, as well as a significant cultural impact in terms of our ability to become recognized as a top employer and great place to work. Additionally, this position is entrusted with significant fiscal responsibility as colleague pay/benefits is the single largest operating/controllable expense for our company.
Principal Responsibilities:
List primary supporting tasks

• Annually reviews and makes recommendations to CHRO and executive leadership team as to compensation and benefits program direction

• Designs new comp/benefits programs, or implements enhancements or revisions to existing comp and benefits programs based on trend analysis, policy direction, and/or marketplace needs

• Conducts benchmarking of compensation and benefits program to assess competitiveness (plans, develops, and/or participates in surveys, consults with vendors and subject matter experts, analyzes marketplace information to develop specific recommendations for review by executive management)

• Serves as liaison to BRP Lines of Business to assess current and future Total Rewards needs for all colleague levels in order to develop business-specific recommendations that support their needs

• Balances all elements of BRP's Total Rewards model to ensure competitive design that is the best value for BRP

• Evaluating all compensation models across all BRP operating areas to identify opportunities for congruency and consistency in standards, as well as identify where unique models make sense and are necessary for the business; then design compensation programs and policies to meet business needs; also develops and administers both exempt and non-exempt salary and hourly pay programs to ensure equitable and competitive pay practices

• Overseeing the job design and job evaluation process (job task analysis, documenting job descriptions, conducting job worth analysis and market data research), including establishing pay ranges for positions

• Overseeing operational pay practices (e.g., establishing compensation philosophies, developing promotional policy guidelines, merit increase guidelines, tie-pay-to-performance programs, relocation expense programs, colleague reimbursement programs, etc.)

• Overseeing job design standards (position/title naming conventions) and organizational structure standards, including consulting with business area leaders and Directors of HR for each business area to determine job structure needs and advise on org structure options to support current needs and future growth

• This position is responsible for overseeing and directing the efficient functioning of all benefits programs, policies, and processes for BRP colleagues; inclusive of health and welfare benefits such as health insurance, telemedicine, short-term disability and long-term disability, voluntary benefits, 401(k), and proactive wellness benefits.

Minimum Requirements:

• Bachelors Degree in Human Resources, Industrial Organizational Psychology, Business Administration, or related analytical field
• 7+ years progressive HR experience in compensation and/or benefits
• 5+ years advanced knowledge of federal and state laws on HR policies and practices including knowledge of ADA, EEO, FMLA, wage and hour laws, ERISA, and federal and state filing and compliance requirements related to employee compensation and benefits
• 5+ years experience leading strategic development efforts
• 5+ years experience administering and implementing corporate policies
• Preferred Certified Compensation Professional (CCP) OR Certified Employee Benefits Specialist (CEBS) Note: One of these two certifications must be obtained within 2 years of serving in the role if incumbent does not have it prior to hire

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