Senior Level Senior Total Rewards Specialist Jobs
Senior level senior total rewards specialist jobs put experienced professionals in charge of designing enterprise compensation frameworks, leading benefits strategy, and directing the analyst teams that execute total rewards programs across large organizations. Openings concentrate in Technology & Software, Manufacturing, and Food & Beverage, with a mix of on-site, hybrid, and remote positions available, and employers like NSF, Adobe, and Jam City hiring at this level now.
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We empower smarter business operations by connecting equipment, software, and services to protect, control and optimize assets within electrical infrastructures. The business provides customers, across various industries, with end-to-end product and service solutions ensuring the reliability and protection of their electrical infrastructure. We provide the latest industry insights and technology to develop solutions needed to meet customers evolving challenges, including innovative critical power solutions designed for high reliability and performance. Our culture is one of quality and operational excellence fueled and supported by talented people, tools and processes, and expertise.
Job Overview
The Senior Manager, HR Operations and Shared Services is responsible for leading and optimizing the organization's HR operational functions, ensuring the delivery of efficient, compliant, and employee-centric HR services. This role oversees key areas including Payroll, Compensation, Benefits, Learning & Development (L&D), and Human Resources Information Systems (HRIS). The Senior Manager partners closely with HR Leadership, Finance, Legal, and business leaders to drive process excellence, operational efficiency, workforce analytics, and continuous improvement initiatives that support organizational objectives.
This role will report to the VP of HR and be located at the OmniOn Power's HQ in Plano, TX.
Key Responsibilities
HR Operations Leadership
- Lead and manage HR operational functions to ensure effective service delivery across the employee lifecycle.
- Develop and implement HR policies, procedures, and operational standards that promote consistency, compliance, and scalability.
- Drive continuous improvement initiatives to enhance employee experience and increase operational efficiencies.
- Establish and monitor key performance indicators (KPIs), service-level agreements (SLAs), and operational metrics.
- Manage and develop a team of HR professionals, providing coaching, leadership, and career development.
Payroll Administration
- Oversee end-to-end payroll operations, ensuring accurate and timely processing for all employees.
- Ensure compliance with federal, state, local, and international payroll regulations as applicable.
- Partner with Finance and external vendors to reconcile payroll data and resolve discrepancies.
- Implement process improvements and controls to minimize payroll errors and ensure audit readiness.
- Manage payroll audits, reporting requirements, and year-end activities.
Compensation Management
- Lead compensation programs including salary structures, market pricing, annual merit planning, incentive programs, and pay equity initiatives.
- Conduct compensation analyses and provide recommendations to support talent acquisition and retention strategies.
- Partner with business leaders and HR Business Partners on job evaluations, promotions, and organizational changes.
- Ensure compensation practices remain competitive and aligned with organizational goals.
Benefits Administration
- Manage company benefits programs including health and welfare, retirement, wellness, leave administration, and employee assistance programs.
- Partner with brokers, carriers, and vendors to administer and optimize benefit offerings.
- Lead annual open enrollment activities and employee benefit communications.
- Monitor benefit utilization, costs, and trends, recommending enhancements as appropriate.
- Ensure compliance with ERISA, COBRA, ACA, FMLA, and other applicable regulations.
Learning & Development (L&D)
- Oversee learning programs that support employee development, leadership growth, compliance training, and organizational capability building.
- Partner with leaders to identify skill gaps and align training initiatives with business objectives.
- Manage learning technologies, training content providers, and learning management systems (LMS).
- Measure training effectiveness and ROI through employee feedback and business outcomes.
- Promote a culture of continuous learning and professional development.
HRIS and HR Technology
- Serve as the business leader for HRIS strategy, administration, and optimization.
- Manage system configurations, upgrades, integrations, testing, data integrity, and security.
- Partner with IT and vendors to implement new HR technologies and system enhancements.
- Develop workforce analytics and reporting capabilities to support business decision-making.
- Ensure employee and organizational data accuracy, confidentiality, and compliance with privacy regulations.
Compliance and Risk Management
- Ensure compliance with employment laws, wage and hour regulations, data privacy requirements, and company policies.
- Support internal and external audits related to payroll, benefits, HRIS, and HR programs.
- Maintain HR records and reporting in accordance with legal and regulatory requirements.
- Identify operational risks and develop mitigation strategies.
Qualifications
Required
- Bachelor's degree in Human Resources, Business Administration, Finance, or related field.
- 8+ years of progressive HR experience, including leadership responsibilities in HR operations.
- Experience overseeing payroll, compensation, benefits, HRIS, and/or shared services functions.
- Strong knowledge of employment laws, payroll regulations, and HR compliance requirements.
- Experience managing HR systems such as Workday, SuccessFactors, UKG, Oracle HCM, or similar platforms.
- Demonstrated success leading cross-functional projects and process improvement initiatives.
- Strong analytical, problem-solving, and project management skills.
- Excellent communication, stakeholder management, and leadership abilities.
Preferred
- Master's degree in Human Resources, Business Administration, or related field.
- SHRM-SCP, SPHR, CCP, CBP, CEBS, or related certifications.
- Experience supporting multi-state and/or global HR operations.
- Lean, Six Sigma, or continuous improvement certification.
Key Competencies
- Strategic Thinking
- Operational Excellence
- HR Technology Expertise
- Business Acumen
- Process Improvement
- Change Management
- Data Analytics and Reporting
- Compliance and Risk Management
- Team Leadership and Development
- Customer Service Orientation
We empower smarter business operations by connecting equipment, software, and services to protect, control and optimize assets within electrical infrastructures. The business provides customers, across various industries, with end-to-end product and service solutions ensuring the reliability and protection of their electrical infrastructure. We provide the latest industry insights and technology to develop solutions needed to meet customers evolving challenges, including innovative critical power solutions designed for high reliability and performance. Our culture is one of quality and operational excellence fueled and supported by talented people, tools and processes, and expertise.
Job Overview
The Senior Manager, HR Operations and Shared Services is responsible for leading and optimizing the organization's HR operational functions, ensuring the delivery of efficient, compliant, and employee-centric HR services. This role oversees key areas including Payroll, Compensation, Benefits, Learning & Development (L&D), and Human Resources Information Systems (HRIS). The Senior Manager partners closely with HR Leadership, Finance, Legal, and business leaders to drive process excellence, operational efficiency, workforce analytics, and continuous improvement initiatives that support organizational objectives.
This role will report to the VP of HR and be located at the OmniOn Power's HQ in Plano, TX.
Key Responsibilities
HR Operations Leadership
- Lead and manage HR operational functions to ensure effective service delivery across the employee lifecycle.
- Develop and implement HR policies, procedures, and operational standards that promote consistency, compliance, and scalability.
- Drive continuous improvement initiatives to enhance employee experience and increase operational efficiencies.
- Establish and monitor key performance indicators (KPIs), service-level agreements (SLAs), and operational metrics.
- Manage and develop a team of HR professionals, providing coaching, leadership, and career development.
Payroll Administration
- Oversee end-to-end payroll operations, ensuring accurate and timely processing for all employees.
- Ensure compliance with federal, state, local, and international payroll regulations as applicable.
- Partner with Finance and external vendors to reconcile payroll data and resolve discrepancies.
- Implement process improvements and controls to minimize payroll errors and ensure audit readiness.
- Manage payroll audits, reporting requirements, and year-end activities.
Compensation Management
- Lead compensation programs including salary structures, market pricing, annual merit planning, incentive programs, and pay equity initiatives.
- Conduct compensation analyses and provide recommendations to support talent acquisition and retention strategies.
- Partner with business leaders and HR Business Partners on job evaluations, promotions, and organizational changes.
- Ensure compensation practices remain competitive and aligned with organizational goals.
Benefits Administration
- Manage company benefits programs including health and welfare, retirement, wellness, leave administration, and employee assistance programs.
- Partner with brokers, carriers, and vendors to administer and optimize benefit offerings.
- Lead annual open enrollment activities and employee benefit communications.
- Monitor benefit utilization, costs, and trends, recommending enhancements as appropriate.
- Ensure compliance with ERISA, COBRA, ACA, FMLA, and other applicable regulations.
Learning & Development (L&D)
- Oversee learning programs that support employee development, leadership growth, compliance training, and organizational capability building.
- Partner with leaders to identify skill gaps and align training initiatives with business objectives.
- Manage learning technologies, training content providers, and learning management systems (LMS).
- Measure training effectiveness and ROI through employee feedback and business outcomes.
- Promote a culture of continuous learning and professional development.
HRIS and HR Technology
- Serve as the business leader for HRIS strategy, administration, and optimization.
- Manage system configurations, upgrades, integrations, testing, data integrity, and security.
- Partner with IT and vendors to implement new HR technologies and system enhancements.
- Develop workforce analytics and reporting capabilities to support business decision-making.
- Ensure employee and organizational data accuracy, confidentiality, and compliance with privacy regulations.
Compliance and Risk Management
- Ensure compliance with employment laws, wage and hour regulations, data privacy requirements, and company policies.
- Support internal and external audits related to payroll, benefits, HRIS, and HR programs.
- Maintain HR records and reporting in accordance with legal and regulatory requirements.
- Identify operational risks and develop mitigation strategies.
Qualifications
Required
- Bachelor's degree in Human Resources, Business Administration, Finance, or related field.
- 8+ years of progressive HR experience, including leadership responsibilities in HR operations.
- Experience overseeing payroll, compensation, benefits, HRIS, and/or shared services functions.
- Strong knowledge of employment laws, payroll regulations, and HR compliance requirements.
- Experience managing HR systems such as Workday, SuccessFactors, UKG, Oracle HCM, or similar platforms.
- Demonstrated success leading cross-functional projects and process improvement initiatives.
- Strong analytical, problem-solving, and project management skills.
- Excellent communication, stakeholder management, and leadership abilities.
Preferred
- Master's degree in Human Resources, Business Administration, or related field.
- SHRM-SCP, SPHR, CCP, CBP, CEBS, or related certifications.
- Experience supporting multi-state and/or global HR operations.
- Lean, Six Sigma, or continuous improvement certification.
Key Competencies
- Strategic Thinking
- Operational Excellence
- HR Technology Expertise
- Business Acumen
- Process Improvement
- Change Management
- Data Analytics and Reporting
- Compliance and Risk Management
- Team Leadership and Development
- Customer Service Orientation
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Senior Level Senior Total Rewards Specialist Jobs: Frequently Asked Questions
How do I get a senior level senior total rewards specialist job?
Employers at this level look for candidates who have owned end-to-end total rewards program design, not just supported existing structures. Deep expertise in compensation benchmarking, executive pay, or equity administration gives you an edge, as does demonstrated experience influencing leadership decisions and mentoring junior analysts. A history of driving measurable outcomes through program redesigns or system implementations strengthens your candidacy significantly.
Which companies hire senior level senior total rewards specialists?
Companies hiring senior level senior total rewards specialists right now include NSF, Adobe, and Jam City, based on current listings on Migrate Mate as of November 2026. Hiring at this level tends to concentrate among large enterprises, professional services firms, and organizations with complex, multi-layered workforces that require sophisticated rewards strategies.
Are there remote senior level senior total rewards specialist jobs?
Yes, remote and hybrid arrangements are common at this level. About 29% of senior level senior total rewards specialist openings are remote or hybrid as of November 2026, reflecting how effectively compensation and benefits strategy work can be executed outside a central office. On-site roles do exist, particularly for positions tied closely to HR leadership teams.
What makes a senior total rewards specialist role senior level?
Senior level roles are defined by ownership and scope rather than task execution. A senior total rewards specialist is expected to design and govern programs independently, advise executive and HR leadership on strategy, and mentor or manage junior team members. The work involves navigating complex regulatory requirements, leading cross-functional projects, and making recommendations that directly shape how the organization attracts and retains talent.
Which industries hire the most senior level senior total rewards specialists?
Senior level senior total rewards specialist roles concentrate in Technology & Software, Manufacturing, and Food & Beverage, based on current listings on Migrate Mate as of November 2026. These sectors tend to drive hiring at this level because their workforce scale, competitive talent markets, and regulatory complexity demand experienced professionals who can build and manage sophisticated compensation and benefits programs.