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be your best self
At Interstate Batteries, you have the chance to be excellent at work and excellent at life. We know that professional success depends on personal wellbeing. That's why we want to enrich your life with the tools and services you need to succeed in every area of your life. Join us!
Purpose of Job:
The Sr. Manager, Total Rewards you will lead multiple HR operational functions including compensation, benefits, HR information systems (HRIS), payroll, and leave administration. In partnership with the Director, Talent and Organization Development, develop a total rewards strategy that supports and aligns to Interstate Batteries' business strategy, operating objectives, and employee needs. You will leverage your extensive expertise in compensation and benefit program design and administration to attract, reward, engage, and retain a high-performing workforce.
Job Components:
Compensation:
Lead the annual compensation planning process for merit increases, market adjustments, and promotions.
Design and maintain base pay/job architecture, annual incentive plans, and long-term incentive (LTIP) plans, variable compensation (sales/commission plans), and executive compensation programs.
Lead the job description creation process, procedures, and approvals.
Oversee the job evaluation and market pricing process for all job categories.
Partner and align with the Finance team to manage costs and reporting of incentive and benefit programs including annual bonus plans, Non-Qualified Deferred Compensation (NQDC) Plans and insurance expenses.
Provide on-going advice to managers and HR Business Partners on pay decisions, policy, and guideline interpretation. Develop creative solutions to specific compensation-related issues.
Responsible for the on-going management of Interstate's grade structure including alignment of new jobs within the structure.
Co-create reward and recognition programs with senior leadership that accomplish business objectives and attract, retain, and motivate Team Members.
Benefits / Leave Administration:
Partner with Insurance Brokers to develop long-term benefits strategy which aligns with the business finance objectives.
Manage overall company benefit expenses through regular reviews of current plan designs and programs; provide annual recommendations for adjustments.
Ensure all annual ERISA, DOL, EEOC, IRS and other regulatory filings are completed (i.e. 5500, ACA Compliance, Affirmative Action, EEO-1, Vets, W2, etc.).
Review and monitor all benefit programs for compliance with Canadian, US Federal, state, and local legal requirements by staying abreast of existing and new legislation, obtaining qualified opinions, ensuring adherence to requirements, and advising management on needed actions; multiple locations in CA.
Serve as subject matter expert for Total Rewards programs to HR Business Partners, listening to understand the needs of the business, acting as advisor to Team Member issues, and aligning on the execution of performance and rewards programs.
HRIS / Performance Management:
Lead the Team Members using a performance management and development process that provides an overall context and framework to encourage employee contribution and includes goal setting, feedback, and performance development planning.
Oversee both the day-to-day administration as well as long-term expansion of the Workday HRIS tool.
Design and maintain dynamic dashboards in Workday for accessibility to HR Business Partners and/or Executive Leadership to make data driven decisions.
Incorporate external data into Executive / Dashboard reporting for benchmark purposes (i.e. Workday data, BLS data by industry).
Assess and implement automated solutions for compensation, performance, talent management, and other HR processes.
Leadership:
Coach and develop a team of six (6).
Accountable to the success of the day-to-day HR Operations functions, inclusive of compensation, benefits, payroll, leave administration, and HRIS.
Utilize expertise and leadership skills to direct staff and to resolve issues to ensure project goals and requirements are met.
Partner with team to investigate and resolve issues that are presented in each area of responsibility, while maintaining a focus on continual process improvement.
Stay abreast of external trends and labor market changes, and recommend updates to pricing strategy, sources, or tools when needed to ensure our compensation models stay competitive and current.
Research best practices and trends in all areas of responsibility to support senior management strategic discussions.
Qualifications:
5-7 Years' experience managing a Total Rewards function, with a strong focus in compensation and benefit plan design.
Steward Interstate's Purpose & Values as a Talent Leader.
Executive Compensation Plan design and administration.
Knowledge of compensation theory, planning, design, audit, and trends with emphasis on market pricing, and substantial incentive plan development, modeling and analysis; knowledge of government regulations that apply to compensation programs.
Advanced knowledge of concepts, practices and principles of compensation and benefits.
Familiarity with a broad range of salary and benefit surveys.
Strong working knowledge of statistical methods and data analysis.
Proficiency in advising and facilitating management and providing strategic solutions on matters of compensation and benefits.
Proven track record of developing trusted business partner relationships, particularly with senior management.
Ability to understand and develop Total Reward strategies that align to Interstate's Purpose & Values, business objectives, and business units' goals.
Organizational diagnostic and group facilitation skills.
Ability to design effective reporting.
Proven consulting and problem-solving skills.
Strong ability, desire and enjoyment in working with team members in a cooperative, professional and friendly spirit.
Possess good judgment, ability to accept responsibility and handle confidential information.
Excellent grammatical, oral, writing, spelling and proofreading skills, with ability to express self clearly and effectively in writing as well as on the telephone and in person.
A self-starter with the ability to make decisions, work independently set and handle multiple priorities.
Ability to accept and facilitate change, whether indicated by corporate needs, market or regulatory requirements.
HR Manager / Strategic HR Business Partner experience or health education is a plus.
Workday experience preferred.
Scope Data:
Regular interaction and collaboration with VPs, Directors, and managers to recommend and resolve issues.
Serves in a management capacity as an expert in human resource functional areas.
Budget responsibility ($15 mil +).
Manages team members across various HR functional areas (Compensation, Benefits, Payroll, HRIS, Leaves).
Hybrid: Three (3) days per week in office required.
Work Environment:
Ability to sustain posture in a seated position for prolonged periods of time in an office environment.
Regularly required to use hands to grasp or handle, talk and hear.
Specific vision abilities include close vision, depth perception and ability to adjust focus.
Ability to occasionally lift and/or move 25 + lbs.
Open Office / Hoteling Environment.
Note: We do not accept resumes from headhunters, placement agencies, or other suppliers that have not signed a formal agreement with us.
Interstate Batteries provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sex, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. Interstate Batteries complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
Interstate Batteries expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sex, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Interstate Batteries' employees to perform their expected job duties is absolutely not tolerated.