Role Overview

The Total Rewards Manager is responsible for designing, implementing, and managing the company's total rewards strategy to attract, retain, and motivate employees. This position will report to the Vice President of Human Resources and will be responsible for overseeing compensation, benefits, performance management, employee recognition, wellness programs and other incentives programs and processes for the business and the company’s HR systems/technology platforms (HRIS)initiatives. The role requires collaboration with senior leadership, third-party vendors, and various departments to ensure the total rewards strategy and package aligns with the organization's goals and supports employee engagement and satisfaction. This hands-on, multifaceted role requires a blend of critical thinking and practical execution to ensure that these programs and systems are competitive, cost-effective, compliant with regulations ands are aligned with the Company’s strategic goals to effectively attract, retain, and engage top talent through a comprehensive total rewards framework. This position can be based in either our Vancouver or Reno office, with frequent travel to various location sites as needed. The role involves working collaboratively with our teams across Canada and the U.S. to support the total rewards function and the development of benefits and compensation strategies.

Responsibilities

• In partnership with the VP of HR, the Total Rewards Manager will manage the development, implementation and administration of compensation and benefits programs.

• Work closely across various functions including HR, Finance, Legal, and senior leadership to ensure the alignment of total rewards strategies with business needs.

• Participate in strategic planning discussions to integrate total rewards into broader talent management and organizational goals.

• Support and maintain compensation structures, ensuring competitiveness with market trends.

• Ensure programs and policies deliver internal job and pay equity among employees and executives, conduct job evaluations, recommend salary structure placement in line with local market data, and prepares cost recommendations for market-based and merit/equity adjustments.

• Prepare, maintain, and manage position classifications, pay scales, and HR system data, ensuring a hands-on approach to data integrity and accuracy.

• Develop and manage compensation and benefits budgets, ensuring that compensation and benefits programs are delivered within budgetary guidelines while meeting strategic objectives.

• Manage vendors for compensation and benefits systems and processes, ensuring all deliverables are achieved in a cost-effective manner.

• Manage the annual bonus and incentive plans and eligibility, ensuring compliance within established parameters and timelines.

• Manage share-based compensation in Shareworks with oversight of day-to-day operations including equity transaction processing, file feed management, and responding to employee inquiries.

• Prepare and maintain documentation of equity-related processes for external audits and compliance with internal controls.

• Regularly analyze compensation and benefits data, providing insights into program effectiveness, employee satisfaction, and cost management. Present findings to senior leadership and recommend adjustments to optimize the total rewards strategy.

• Develop and execute comprehensive communication strategies to ensure employees understand their total rewards package.

• Oversee company-wide administration of benefits, ensuring alignment with strategic goals. Manage entire open enrollment process including negotiating benefit costs with brokers.

• Design and manage employee recognition programs that reinforce the company’s values and enhance employee engagement. Evaluate the effectiveness of recognition programs and identify opportunities for improvement.

• Support Executive and Board-level compensation materials and annual proxy statement preparation.

• Prepares and presents employee education of benefits programs such as insurance plans, retirement plans, life insurance, wellness programs, and other applicable plans.

• Special projects as needed, including ad hoc equity and tax research and efforts to develop, implement, and improve processes

• Work closely with VP HR to align compensation and benefits strategies with workforce planning and talent pipeline goals, ensuring the organization can attract, retain, and develop high-caliber candidates.

• Lead the ongoing optimization of HRIS (including the design, implementation and integration of new solutions as needed), ensuring systems are effectively supporting HR operations, from data accuracy to reporting compliance.

• Oversee and maintain internal database files, tables, codes, integrity and security. Provide technical support for HR systems, troubleshooting and guidance to employees.

• Compile or assist with acquisition of complex data reports, summaries, and logs requested by leadership and staff.

• Actively leverage HR systems for workforce analytics, compensation planning, benefits administration, and talent management, ensuring systems are utilized to their full potential.

• Ensures compliance with federal, state, government, and local compensation and benefit laws and regulations, including benefit audits.

• Other duties as assigned.

Requirements

• Bachelor’s degree in human resources, business administration, or related field preferred.

• Minimum of 10 years of diverse experience in compensation, benefits and HR technology/systems with demonstrated growth progression.

• Experience managing total rewards programs across multiple countries or regions, particularly US and Canada, with an understanding and ability to work across different regulatory environments, cultural considerations, and market practices.

• Demonstrated understanding of how to evaluate, design, implement, and administer health benefits, retirement plans, leaves of absence, accommodations, worker compensation and wellness programs through the U.S. and globally.

• Excellent knowledge of HR/personnel practices and principles, all applicable labor, pay, benefits, laws and regulations.

• Ability to build relationships with internal and external stakeholders.

• Superior analytical, quantitative analysis and project management skills, with the ability to interpret data and make recommendations based on findings.

• Strong research skills, both quantitative and qualitative, with advanced proficiency in Microsoft Excel, PowerPoint and other relevant tools.

• Proficiency in data analysis, financial modeling, and benchmarking.

• Advanced negotiation skills to enable optimal vendor selection with favorable terms to meet organizational needs.

• Excellent communication skills, with the ability to clearly convey complex ideas both verbally and in writing.

• Proficiency in HRIS/Compensation management software.

• Availability to travel domestically and internationally as needed.