Senior Manager, Compensation

Whether you’re a recent grad or a seasoned professional, you can experience meaningful career growth at Rosendin. Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more.

YOUR NEXT OPPORTUNITY:

This position is a leadership role responsible for implementing operational excellence and compensation strategy, ensuring efficiency and compliance across the organization. This role reports directly to the Director of Compensation and Benefits and acts as a strategic partner to the organization. The Senior Manager, Compensation will mentor the team and will collaborate with various Centers of Excellence (COEs) to drive strategic HR initiatives. This role will require the leadership qualities of patience, persistence, professionalism, creativity, flexibility and tenacity to be successful in a fast-growing business that can be resistant to change. The Senior Manager, Compensation role will become a trusted partner to the business with the proven ability to build relationships with divisional leaders and provide innovative solutions that meet evolving business needs.

WHAT YOU’LL DO:

• Compensation Expertise: Demonstrate the efficient, consistent, and compliant execution of the Compensation lifecycle including market analysis, benchmarking, design/management of pay structure, incentive plans and other programs.
• Professional Development: Modeling the characteristics of a trusted people leader, provide counsel and/or coaching to divisional leaders and peers as well as guidance, feedback, perspective and mentorship to direct and in-direct reports in their professional development.
• Total Rewards Strategist: Execute and direct a nimble, scalable strategy to support the needs of the ever-changing business.
• Total Rewards Enablement and Influence: Partner with HR Business Partners (HRBPs), Talent Acquisition (TA), Benefits and business leaders to understand their needs, providing guidance in executing Total Rewards strategy effectively across the regions and through the business unit levels.
• Collaboration with COEs: Collaborate with HR Operations, Learning & Development, and Talent Acquisition COEs to develop and implement integrated Total Rewards processes that align with business objectives.
• Process Improvement & Technology: Focus upon continuous improvement within Total Rewards, identifying opportunities for process optimization, automation, and leveraging technology (including data analytics) to enhance efficiency and service quality.
• Compliance and Risk Management: Ensure compliance with all relevant federal, state, and local employment laws, regulations, and internal policies, as well as managing Total Rewards-related risks.
• Data Analysis and Reporting: Leverage data and analytics to identify trends, inform decision-making, measure the effectiveness of Total Rewards programs and initiatives, and provide insights to senior leadership.
• Change Management: Lead and support change management efforts related to Total Rewards programs, organizational restructuring, mergers/acquisitions and other strategic initiatives, ensuring smooth transitions and adoption across the organization.
• Culture & Employee Experience: Champion a positive and inclusive culture that aligns with company values, fostering employee engagement and a high-performance environment. Ensures the organization is both highly competitive in multiple markets and internally equitable.
• The duties and responsibilities are intended to describe the general nature and scope of work being performed by this position. This is not a complete description as other duties will be assigned based on the position’s role within the business unit.

WHAT YOU BRING TO US:

• Bachelor’s degree in HR, Business, Finance, or other related profession; master’s degree preferred
• Certified Compensation Professional (CCP) preferred
• Expert knowledge compensation surveys, job analysis, job leveling and/or significant experience with implementing grading methodologies
• Minimum 12 years’ experience working in compensation-related positions
• Experience in the construction industry - a plus
• Familiarity with CBAs and a structured hourly workforce – a plus
• Experience with deferred comp such as 401k or ESOP’s - a plus
• Can be a combination of education, training, and relevant experience

COMPETENCIES:

• Education: Bachelor’s degree in human resources, Business Administration, or a related field required. A master’s degree (e.g., MBA, MSOL, or equivalent) and/or relevant compensation certification (CCP or similar) are highly preferred.
• Experience: Minimum of 12 years of progressive HR experience, including significant experience in Compensation.
• Total Rewards Expertise: Proven track record of managing and optimizing Total Rewards delivery models, including a strong understanding of HR processes, systems, and technologies.
• Strategic Leadership: Demonstrated ability to develop and execute Total Rewards/HR strategies that align with business objectives and drive organizational performance.
• Influence & Collaboration: Experience partnering and influencing across various levels of the organization, including senior leaders, business unit heads, and COEs.
• Change Management: Proven ability to lead and manage complex organizational change efforts.
• Data Analysis & Metrics: Strong analytical skills with the ability to interpret data, identify trends, and make data-driven decisions.
• Regulatory Compliance: In-depth knowledge of federal, state, and local employment laws and regulations.
• In depth expertise in compensation principles, practices and regulations.
• Expert level understanding of market analysis, job architecture, evaluation and pay design. WTW Global Grading methodology preferred.
• Strong leadership skills that build and motivate high-performing, competent compensation teams
• Executive level support of total rewards strategy
• Advanced level analytic skills and strategic acumen
• Extensive knowledge of various compensation plan designs
• Financial ability to identify and implement cost-effective programs.
• Excellent communication, interpersonal, and presentation skills.
• Strong leadership, team management, and coaching skills.
• Strategic thinking and problem-solving abilities.
• Ability to manage multiple priorities and navigate a fast-paced, evolving environment.
• Proficiency in HRIS/TA platforms and HR technology solutions.
• Demonstrates proficiency with Microsoft Office (Outlook, Word, Excel, etc.)
• Prioritize and manage multiple tasks, changing priorities as necessary (seems duplicative with planning & org. skills)
• Work under time pressure and adapt to changing requirements with a positive attitude
• Effective oral and written communication skills as required for the position
• Self-motivated, proactive and an effective team player
• Interact effectively and professionally with all levels of employees, both management and staff, vendors, clients, and others

TRAVEL:

• Up to 25% as needed

WORKING CONDITIONS:

• General work environment – sitting for long periods, standing, walking, typing, carrying, pushing, bending. Work is conducted primarily indoors with varying environmental conditions such as fluorescent lighting and air conditioning.
• Noise level is usually low to medium.
• Occasional lifting of up to 30 lbs.

Pay Range

$180,100.00-$236,400.00 Annual

The pay range for this role is what we expect to pay for candidates that meet the specified qualifications and requirements listed on this job description. Candidate’s pay can vary based on location, job-related experience, skills, and education.

Our success is rooted in our people. We all come together around long-term vision and a sense of shared ownership. As a group, we do whatever it takes to ensure the success of our business…and your career.

Rosendin is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer.  Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, pregnancy, age (over 40), or any other categories protected by applicable federal, state, or local law.