Leading the strategy, design, and administration of the company's compensation and benefit programs is the core of this role. This position converts business and workforce needs into competitive and compliant programs that attract and retain employees, ensure internal equity, and support employee well-being. The manager advises operations leaders and talent partners, leads a team, and uses market intelligence and analytics to deliver an effective employee experience.
Responsibilities
Partner with the National Compensation and Benefits Director to develop and execute the Company
Translate business strategy, workforce requirements, employee feedback, regulatory developments, and market intelligence into program recommendations and implementation plans
Develop business cases and executive-ready recommendations that address competitiveness, cost, risk, consistency, employee impact, and implementation requirements
Establish program governance, documentation, service standards, controls, and measures of effectiveness across the assigned portfolio
Monitor trends and emerging practices in compensation, benefits, leave, well-being, pay transparency, and total rewards technology
Manage health and welfare, retirement, leave, time off, retiree health, and well-being programs for the organization
Lead annual planning and open enrollment, including plan review, implementation, testing, communications, employee education, and post-enrollment reconciliation
Oversee plan administration, eligibility, carrier and third-party administrator issue resolution, claims escalation, and employee service delivery
Coordinate required testing, filings, notices, audits, and reporting, including Form 5500, Affordable Care Act reporting, and other applicable federal, state, and local requirements
Partner with internal stakeholders to support nonunion craft benefit programs and other workforce-specific arrangements as assigned
Evaluate plan performance, utilization, employee experience, market position, and cost drivers and recommend changes that improve value and manage risk
Maintain accurate and accessible benefit content, policies, plan materials, and employee resources
Manage core compensation programs and processes, including market pricing, salary structures, job evaluation, promotional and new-hire pay guidance, annual salary planning, and compensation reporting
Partner with leaders and Talent teams to evaluate jobs, apply the job framework consistently, and develop pay recommendations that balance external competitiveness, internal equity, employee experience, and affordability
Coordinate participation in compensation surveys, maintain market data and job matches, and assess the competitiveness of pay practices and structures
Conduct and interpret compensation analyses, including range positioning, compression, internal equity, pay trends, and program cost modeling
Millions of jobs, with real people getting hired every day
200,000+
New jobs added daily
7,000,000+
Verified job listings
1,000,000+
Tailored applications submitted
Support the design, administration, and governance of base pay, short-term incentive, recognition, and other compensation programs as assigned
Maintain compensation policies, guidelines, tools, and manager education materials and promote consistent decision making across the Company
Support compliance with applicable wage and hour, pay equity, pay transparency, recordkeeping, and reporting requirements in partnership with Human Resources, Legal, and other internal stakeholders
Own recurring total rewards reporting, dashboards, data validation, and decision support; convert complex information into clear insights and recommendations
Partner with Human Resources Information Systems, Payroll, Finance, Legal, Business Technology, Communications, and Talent teams to ensure accurate configuration, testing, controls, and process integration
Protect confidential employee and Company information and maintain appropriate data access, documentation, and quality controls
Lead process improvement and automation efforts that strengthen accuracy, scalability, controls, cycle time, and user experience
Maintain program calendars, standard operating procedures, decision records, and audit-ready documentation
Manage brokers, consultants, carriers, trustees, survey providers, and other external partners against contracted scope, service expectations, timelines, budgets, and performance measures
Support vendor selection, contract review, implementation, renewal, and escalation processes in partnership with Procurement, Legal, Finance, and other stakeholders
Develop and monitor program budgets, forecasts, cost models, and financial impacts; identify cost management opportunities without losing sight of competitiveness or employee value
Identify compliance, operational, financial, data, and employee-relations risks and establish practical mitigation plans
Lead, coach, and develop assigned team members; establish clear priorities, accountability, service expectations, and development plans
Serve as a subject matter expert and trusted advisor to leaders, Talent partners, and employees on compensation and benefit matters
Lead cross-functional projects and change initiatives with clear scope, milestones, stakeholder alignment, communications, and adoption plans
Create and deliver practical education for leaders, employees, and Talent teams
Handle sensitive matters with sound judgment, discretion, empathy, and consistency
Perform other responsibilities as assigned
Requirements
Bachelor
At least seven years of progressively responsible total rewards experience, with meaningful depth in both compensation and benefits and at least two years of people leadership or equivalent program leadership
Demonstrated experience supporting a multistate, geographically dispersed, and operationally complex workforce
Strong working knowledge of health and welfare, retirement, leave, time off, and related compliance and administration requirements
Working knowledge of compensation fundamentals, including market pricing, salary structures, job evaluation, pay decisions, and analytical modeling
Demonstrated ability to lead annual compensation and benefit cycles, cross-functional projects, vendors, and complex issue resolution
Advanced analytical capability and proficiency using spreadsheets and business applications to model, validate, interpret, and communicate data
Experience with a modern Human Resources Information System; Workday experience is preferred
Clear written, verbal, presentation, and facilitation skills, including the ability to communicate technical information to executive, manager, and employee audiences
Nice to have:
Professional certification such as Certified Benefits Professional, Certified Compensation Professional, Certified Employee Benefit Specialist, or Senior Professional in Human Resources
Experience in construction, engineering, professional services, or another project-based and geographically distributed environment
Experience with incentive compensation, pay equity analysis, job architecture, mergers or acquisitions, union or craft populations, or total rewards transformation
Experience developing dashboards or using business intelligence and data visualization tools
Benefits
Medical, dental, vision
401(k) with company matching
Employee Stock Ownership Program (ESOP)
Individual stock ownership
Paid vacation
Paid sick leave
Paid holidays
Bereavement leave
Employee assistance program
Pre-tax flexible spending accounts
Basic term life insurance and AD&D
Business travel accident insurance
Short and long term disability
Financial wellness coaching
Educational assistance
Care.com membership
ClassPass fitness membership
DashPass delivery membership
Voluntary benefits: additional term life insurance, long term care insurance, critical illness and accidental injury insurance, pet insurance, legal plan, identity theft protection, and other voluntary benefit options
Important Details
Application deadline: 11/13/2026
Leadership Capabilities
Business and financial acumen: Connects people programs to business priorities, workforce outcomes, cost, and risk
Analytical judgment: Tests assumptions, validates data, distinguishes signal from noise, and makes defensible recommendations
Enterprise thinking: Balances local needs with Company-wide consistency, scalability, and governance
Execution discipline: Organizes complex work, anticipates dependencies, and delivers accurate results on schedule
Influence and communication: Builds alignment, explains tradeoffs clearly, and moves decisions forward without relying solely on authority
Change leadership: Challenges established practices constructively and translates decisions into clear implementation and adoption plans
People leadership: Sets expectations, develops capability, gives useful feedback, and creates accountability
Integrity and discretion: Handles confidential information and sensitive employee matters with sound judgment
Swinerton provides commercial construction and construction management services throughout the United States and is a 100% employee-owned company.
