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Manager, Total Rewards

Scottsdale, AZ


In coordination with the VP of People Operations, the Total Rewards Manager (TRM) is responsible for designing, implementing, and communicating CCMC's total rewards strategy. The TRM ensures that all total rewards programs are competitive, sustainable, scalable, and have a positive impact on the short and long-term performance of the organization. Works collaboratively with business leaders and colleagues to develop and deliver well-considered compensation and benefits programs and innovative technology solutions. As such, leads the implementation and ongoing upgrading and maintenance of CCMC's HR Information System. The incumbent is dedicated to people analytics, which help inform company leaders in making business decisions. Responsibility also includes helping shape and implement recognition and appreciation programs.


Our culture is brought to life by our core values. Integrity: Do the right thing. Be personally accountable. Share mistakes openly. Respect: Embrace humility. Communicate with candor. Foster dignity. Service: Lead by serving. Be intentional. Find a better way. Community: Put people first. Engage fearlessly. Cultivate your development. Fuel collaboration.


· Evaluates, develops, communicates, and administers competitive total rewards strategies that are cost-effective, reflective of market trends, and aligned with CCMC's vision and strategic direction.

· Evaluates and compares existing CCMC compensation, benefits, and recognition programs by regularly analyzing and benchmarking against other plans, surveys, and sources of information. Plans, develops, and/or participates in area and industry surveys.

· Develops policy/procedure recommendations for total rewards plan design and costs to support acceptable company contributions, particularly in light of client bill rates, including business case justification, cost modeling, and recruitment/retention impact assessments.

· Partners with leadership and Finance during the budgeting process and throughout the year regarding compensation and benefit costs.

· Partners with colleagues responsible for developing job aids and quick reference guides as necessary in implementing total rewards programs.

· Leads a flexible, responsive, well-respected team with a high sense of urgency and passionate focus on employee and customer experiences and instills a culture reflective of the organization's core values and agile decision-making.

· Provides consultative advice to managers and colleagues on total rewards strategies and policy interpretation.

· Proactively stays abreast of current and pending legislation affecting total rewards. Ensures company compliance, including updating programs and providing the necessary education, as required.

· Oversees the design and administration of compensation programs, including base pay, merit pay, salary planning, and promotional increases. Drafts and establishes relevant policies.

· Based on CCMC's compensation philosophy, establishes a compensation structure with salary pay ranges that are market competitive and internally equitable. Provides guidance to the Talent Acquisition team and hiring managers in penetrating the ranges when hiring internal and external talent based on prior experience and credentials.

· Conducts market analyses prior to budget cycle and ad-hoc as needed to ensure base salaries and total cash compensation (as applicable) are competitive.

· For positions where variable compensation is a part of employees' total rewards packages, helps design, implement, and communicate a discretionary bonus program.

· Leads the process for annual merit awards and bonus payments and the generation and dissemination of employee total rewards statements.

· Evaluates the use, effectiveness, cost, and plan experience related to CCMC's benefit offerings, ensuring they support and bolster the company's competitiveness in attracting, satisfying, and retaining employees. As such, recommends and oversees the effective implementation of potential benefit plan design and cost changes and the annual open enrollment process.

· Closely monitors whether self-insured medical coverage continues to be right for CCMC.

· Oversees benefits administration, including group and statutory benefits and worker's compensation. As such, ensures the health and safety of CCMC's employees.

· Works collaboratively and expeditiously in handling FMLA and leaves of absence requests, disability claims, and ADA considerations, if/when there are employee relations implications.

· Evaluates the effectiveness and manages the relationships with benefits brokers and other vendors. Ensures effective partnering with them for compliance purposes, including 5500s, 401k non-discrimination testing, and legislative requirements.

· Leads the evaluation, project planning, and implementation of CCMC's HRIS. Looks for all opportunities to automate and optimize people processes to improve the experience of managers, employees, job applicants, new hires, and terminating employees. This includes an end-to-end Human Capital Management system, including but not limited to applicant tracking, new hire processing, performance management, compensation & benefits administration, learning & development, and offboarding.

· Leverages the use of HRIS capabilities to transition away from manual data entry and tracking per established deadlines (i.e., 90-day performance reviews).

· Ensures effective collaboration and teamwork across the departments related to any systems and process changes to CCMC's HR Information System given its various interdependencies.

· To help drive evidence-based decision-making works with the VP of People Operations to determine, establish, report, and analyze key metrics and data. This includes helping to prepare and report on the department performance indicators and reporting for leadership team members.

· As necessary, liaises with the IT organization and other stakeholders to ensure that CCMC's HRIS meets business demands and is configured to support evolving organizational needs.

· As part of HRIS implementation and ongoing upgrades, works with colleagues regarding change management & training needs.

· Ensures proper system controls and adherence to budget, including effective management of invoicing processing for HRIS.

· Ensures robust HRIS data integrity and accuracy as well as data privacy.

· Provides effective and necessary administrative support, particularly in support of data accuracy and e-records maintenance.

· Performs other related duties as assigned.


· Bachelor's degree in human resources, accounting, or related field.

· Five (5) years' progressively responsible experience in HR

· Three (3) years of experience in designing and/ or implementing total rewards programs.

· Strong HRIS experience, including responsible for generating, reporting, and driving people analytics.

· Experience with ADP Workforce Now® and Time and Attendance systems.

· Substantial compensation and benefits experience.

· Knowledge of federal, state, and local regulations that affect benefits and compensation.

· High-level analytical rigor, with an ability to evaluate complex data and make recommendations.

· Proven ability to plan, track, prioritize, and drive to success multiple concurrent projects; demonstrated expertise as an executor, with strong operational background and subject matter expertise.

· High organizational skills and attention to detail-oriented.

· Proficiency in Microsoft Office Suite (Word, PowerPoint, Outlook); exceptional Excel skills.

· Ability to negotiate and manage vendor relationships.

· Flexible, organized, and able to work in a fast-paced, time, and data-sensitive work environment.

· Able to maintain confidentiality and protect sensitive data at all times.

· Strong understanding of HR management principles, practices, and procedures.

· Excellent mathematical aptitude.



· Certified Compensation Professional (CCP), Certified Benefits Professional (CBP) or Certified Employee Benefits Specialist (CEBS).

· Experience with self-funded medical plans

· Held similar position in a company with a similar business model

· People management experience; excellent leadership and managerial skills.



· Work is conducted indoors in an office environment where the employee must sit or stand for long periods.

· The employee is required to review data for long periods.


This is not a complete itemization of all facets of this position.

This job description is not an employment agreement or contract. CCMC has the exclusive right to alter this job description at any time without notice.

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