Total Rewards Manager Jobs
Total Rewards Manager jobs are open across healthcare, financial services, technology, and manufacturing, at levels from mid-career to director, with specializations in compensation strategy, benefits plan design, and executive rewards. See the openings below and apply to the ones that match your experience.
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The Senior Total Rewards Analyst supports the design, administration, and continuous improvement of Resonetics' compensation, US HR compliance, policy administration, and global mobility programs. The role provides advanced analysis, independently manages key Total Rewards processes, and provides practical guidance to help ensure competitive rewards, consistent policies, compliant practices, and accurate employee data. This position partners with HR, Finance, Payroll, business leaders, and external providers.
Responsibilities:Compensation & Total Rewards
- Conduct market pricing using salary surveys and benchmark data to support salary structures, job leveling, offers, promotions, and other compensation decisions.
- Maintain and update pay bands, compensation guidelines, job profiles, and job architecture frameworks.
- Lead annual compensation processes, including merit increases, promotions, incentive calculations, equity awards, and compensation communications.
- Conduct internal equity, pay compression, and compensation trend analyses and identify areas requiring review.
- Partner with HR Business Partners and Talent Acquisition to evaluate new-hire offers, internal transfers, promotions, and other pay-related requests.
- Prepare recurring and ad hoc compensation reports, dashboards, and decision-support materials.
- Participate in compensation surveys and maintain accurate survey-matching and market-pricing documentation.
- Monitor external compensation trends and recommend updates to programs, processes, and guidelines.
- Maintain equity and long-term incentive records, including grant information, vesting schedules, participant data, and reporting.
Compliance & Policy Support
- Monitor federal, state, and local HR requirements and assess impacts on policies and programs.
- Support compliance reviews involving wage and hour, pay transparency, pay equity, worker classification, and required records.
- Maintain compliance calendars, policy inventories, documentation, and corrective-action tracking.
- Research policy questions, provide consistent guidance, and escalate legal or employee-relations matters.
Global Mobility
- Coordinate relocations, international assignments, and cross-border transfers with employees, leaders, vendors, and advisors.
- Track approvals, assignment terms, costs, allowances, documentation, and key immigration, payroll, tax, and benefits milestones.
Reporting & Process Improvement
- Develop dashboards and analyze Total Rewards, compliance, policy, and mobility data.
- Improve workflows, controls, documentation, and data quality; support audits, integrations, and special projects.
- Support mergers, acquisitions, integrations, and other enterprise projects through data collection, program comparisons, compliance reviews, and implementation tracking.
- Use technology, automation, and AI-enabled tools appropriately to improve research, analysis, documentation, and service delivery while protecting confidential information.
- Other duties as assigned
Education
- Bachelor's degree in Human Resources, Business, Finance, Data Analytics, or a related field, or equivalent experience.
- Minimum 5 years of progressive experience in compensation, Total Rewards, HR compliance, HR operations, global mobility, or a related HR discipline, including significant hands-on compensation experience.
- Experience with compensation benchmarking, job evaluation, annual compensation processes, multi-state HR programs, and confidential employee data.
- Skills
- Advanced Excel and data analysis skills; experience with compensation surveys such as Radford, Mercer, or WTW.
- Proficiency with HRIS and reporting tools, including the ability to analyze and reconcile large employee data sets.
- Working knowledge of compensation principles and US employment compliance concepts.
- Strong research, judgment, organization, communication, and stakeholder-management skills.
- Ability to manage competing priorities with accuracy, discretion, and a continuous-improvement mindset.
- Experience in manufacturing, medical devices, life sciences, or a global organization.
- Experience coordinating international assignments, relocations, or cross-border employment matters.
- Experience with Power BI, executive compensation, LTI programs, or AI-enabled tools.
- Hybrid role (3 days in office). Duties are generally performed in a professional office environment. Reasonable accommodations may be made to enable qualified individuals to perform the essential functions.
- The compensation for this role is competitive and will be based on experience and qualifications. The anticipated range is $90,000- $125,000.
- Our company policy is that we are unable to provide visa sponsorship. Candidates must already be legally authorized to work in the United States without the need for sponsorship now or in the future.
The Senior Total Rewards Analyst supports the design, administration, and continuous improvement of Resonetics' compensation, US HR compliance, policy administration, and global mobility programs. The role provides advanced analysis, independently manages key Total Rewards processes, and provides practical guidance to help ensure competitive rewards, consistent policies, compliant practices, and accurate employee data. This position partners with HR, Finance, Payroll, business leaders, and external providers.
Responsibilities:Compensation & Total Rewards
- Conduct market pricing using salary surveys and benchmark data to support salary structures, job leveling, offers, promotions, and other compensation decisions.
- Maintain and update pay bands, compensation guidelines, job profiles, and job architecture frameworks.
- Lead annual compensation processes, including merit increases, promotions, incentive calculations, equity awards, and compensation communications.
- Conduct internal equity, pay compression, and compensation trend analyses and identify areas requiring review.
- Partner with HR Business Partners and Talent Acquisition to evaluate new-hire offers, internal transfers, promotions, and other pay-related requests.
- Prepare recurring and ad hoc compensation reports, dashboards, and decision-support materials.
- Participate in compensation surveys and maintain accurate survey-matching and market-pricing documentation.
- Monitor external compensation trends and recommend updates to programs, processes, and guidelines.
- Maintain equity and long-term incentive records, including grant information, vesting schedules, participant data, and reporting.
Compliance & Policy Support
- Monitor federal, state, and local HR requirements and assess impacts on policies and programs.
- Support compliance reviews involving wage and hour, pay transparency, pay equity, worker classification, and required records.
- Maintain compliance calendars, policy inventories, documentation, and corrective-action tracking.
- Research policy questions, provide consistent guidance, and escalate legal or employee-relations matters.
Global Mobility
- Coordinate relocations, international assignments, and cross-border transfers with employees, leaders, vendors, and advisors.
- Track approvals, assignment terms, costs, allowances, documentation, and key immigration, payroll, tax, and benefits milestones.
Reporting & Process Improvement
- Develop dashboards and analyze Total Rewards, compliance, policy, and mobility data.
- Improve workflows, controls, documentation, and data quality; support audits, integrations, and special projects.
- Support mergers, acquisitions, integrations, and other enterprise projects through data collection, program comparisons, compliance reviews, and implementation tracking.
- Use technology, automation, and AI-enabled tools appropriately to improve research, analysis, documentation, and service delivery while protecting confidential information.
- Other duties as assigned
Education
- Bachelor's degree in Human Resources, Business, Finance, Data Analytics, or a related field, or equivalent experience.
- Minimum 5 years of progressive experience in compensation, Total Rewards, HR compliance, HR operations, global mobility, or a related HR discipline, including significant hands-on compensation experience.
- Experience with compensation benchmarking, job evaluation, annual compensation processes, multi-state HR programs, and confidential employee data.
- Skills
- Advanced Excel and data analysis skills; experience with compensation surveys such as Radford, Mercer, or WTW.
- Proficiency with HRIS and reporting tools, including the ability to analyze and reconcile large employee data sets.
- Working knowledge of compensation principles and US employment compliance concepts.
- Strong research, judgment, organization, communication, and stakeholder-management skills.
- Ability to manage competing priorities with accuracy, discretion, and a continuous-improvement mindset.
- Experience in manufacturing, medical devices, life sciences, or a global organization.
- Experience coordinating international assignments, relocations, or cross-border employment matters.
- Experience with Power BI, executive compensation, LTI programs, or AI-enabled tools.
- Hybrid role (3 days in office). Duties are generally performed in a professional office environment. Reasonable accommodations may be made to enable qualified individuals to perform the essential functions.
- The compensation for this role is competitive and will be based on experience and qualifications. The anticipated range is $90,000- $125,000.
- Our company policy is that we are unable to provide visa sponsorship. Candidates must already be legally authorized to work in the United States without the need for sponsorship now or in the future.
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Find Total Rewards Manager JobsTotal Rewards Manager Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software
- Manufacturing
- Food & Beverage
- Medical Devices
- Science & Research
What Employers Look For
The qualifications that appear most often in total rewards manager jobs.
- Five or more years of experience in compensation, benefits, or total rewards program management
- Proficiency with HRIS platforms and compensation management modules such as those in enterprise HR systems
- Experience conducting job evaluations and participating in third-party compensation surveys
- Bachelor's degree in human resources, business administration, finance, or a related field
- Certified Compensation Professional designation or similar total rewards certification preferred
- Strong data analysis skills using spreadsheet tools and the ability to build compensation models
Tips for Your Total Rewards Manager Job Search
Quantify your compensation program impact
Hiring managers want to see outcomes, not duties. On your resume, replace phrases like 'managed compensation programs' with specifics: how many employees you covered, whether you led a job architecture redesign, or how you reduced benefits costs through vendor renegotiation.
Highlight your benchmarking methodology clearly
Many total rewards manager candidates bury their survey participation experience. Name the specific salary surveys you've worked with and explain how you translated that data into pay band recommendations, because that process is exactly what interviewers probe first.
Apply early to roles that fit
Migrate Mate lists total rewards manager openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target postings by HRIS and system experience
Filter openings by the HRIS platforms called out in job descriptions. If a role names a specific compensation module you've administered, lead with that in your application. System fluency often determines whether a generalist or a specialist gets the call.
Prepare a philosophy statement for interviews
Interviewers for total rewards roles consistently ask how you balance internal equity against market competitiveness. Prepare a two-minute answer that walks through a real decision you made, the data you used, and how you communicated the outcome to employees or leadership.
Negotiate by anchoring on scope, not title
When discussing offers, frame your ask around the program complexity you'll own: headcount covered, number of countries, equity plan administration, or executive compensation responsibility. Scope-based framing gives hiring managers a concrete reason to move on compensation.
Total Rewards Manager Jobs: Frequently Asked Questions
Which companies are hiring the most total rewards managers?
The companies hiring the most total rewards managers right now include Mastercard, XiFin, and Arvato, with the largest share of openings in Texas, California, and New York, based on current listings on Migrate Mate as of November 2026. Healthcare systems, large insurers, and multinational technology companies tend to maintain the most consistent demand for this role.
How many total rewards manager jobs are remote?
About 85% of total rewards manager openings are fully remote or hybrid as of November 2026, reflecting strong employer flexibility for this function. Compensation strategy and benefits program management roles tend to offer the most remote options, while positions with heavy executive pay or equity administration responsibility more often require on-site presence at least part of the week.
How do you become a total rewards manager?
Most total rewards managers build their foundation in a specialist role, either in compensation analysis or benefits administration, before moving into a program management position. From there, earning a recognized certification in compensation or total rewards strengthens your candidacy for manager-level roles. Demonstrating that you've owned a full rewards cycle, from survey participation through communication to employees, is what typically moves a candidate from specialist to manager consideration.
Can you get a total rewards manager job without direct experience in the title?
Yes, candidates frequently move into total rewards manager roles from adjacent positions in HR business partnering, compensation analysis, or benefits plan administration. The clearest path is to document program ownership in your current role, even informally, such as leading an open enrollment redesign or building a pay band structure. Earning a compensation or benefits certification while still in a specialist title signals readiness and fills the experience gap for many hiring managers.
What does the total rewards manager interview process look like?
Most total rewards manager interviews run three to four stages. A recruiter screen is followed by a hiring manager conversation focused on your philosophy around pay equity and benchmarking methodology. A panel interview with HR leadership or finance typically probes your ability to build a business case and communicate rewards decisions to non-technical stakeholders. Some employers add a take-home case study asking you to analyze a compensation structure or evaluate a benefits vendor proposal.
Where can I find and apply to total rewards manager jobs?
You can find and apply to total rewards manager jobs on Migrate Mate, which lists current openings from employers across the United States. Search for roles that match your experience level and specialization, then apply directly to each listing from the page. There's no separate step required before applying.
See All 120+ Total Rewards Manager Jobs
Find roles that match your experience and apply in just a few clicks.
Find Total Rewards Manager Jobs