{"id":414055,"url":"https://alion.io/job/enterpriseelectrical-total-rewards-manager","title":"Total Rewards Manager","company":{"id":4894,"name":"Enterprise Electrical","domain":"enterpriseelectrical.com","url":"https://alion.io/company/enterpriseelectrical","size_band":"501-1000","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Workable","truth_index":{"grade":"B","score":84,"open_postings":15,"ghost_share":0,"stale_share":0.6,"repost_share":0.067,"time_to_fill_p50_days":29,"computed_at":"2026-10-16T05:45:00Z"}},"role":"HR","role_family":"HR","seniority":null,"employment_type":"full_time","work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Houston, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":{"min_usd":59000,"max_usd":160000,"period":"year","method":"role_country_seniority_unknown","sample_n":8287},"experience_years_min":null,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[{"name":"HIPAA","optional":false},{"name":"Power BI","optional":false}],"status":"live","first_seen_at":"2026-08-05T00:00:00Z","employer_posted_date":"2026-08-05","last_verified_at":"2026-10-16T14:36:35Z","board_verified":true,"closed_at":null,"days_open":72,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":72},"description":"The Total Rewards Manager will lead the design, development, administration, and continuous improvement of Enterprise Electrical’s compensation and benefits programs.\nReporting to the Vice President of Human Resources, this position will develop scalable total rewards strategies that support rapid workforce growth, market competitiveness, internal equity, employee engagement, and retention across a predominantly skilled-trades, hourly, and multi-state workforce.\nThe ideal candidate brings progressive compensation, benefits, and total rewards experience, strong analytical and business acumen, and a demonstrated ability to challenge existing practices, influence executive decisions, and translate market data into practical and sustainable programs.\nEssential Functions, Duties, and Responsibilities\nStrategic Compensation Leadership\nDevelop and execute a comprehensive Total Rewards strategy aligned with the company’s growth objectives and workforce plans.\nEvaluate existing compensation programs and recommend enhancements that improve market competitiveness, retention, employee engagement, and internal equity.\nLead enterprise-wide compensation benchmarking and provide recommendations based on market data, labor conditions, and organizational priorities.\nDesign and maintain scalable salary structures, pay grades, career frameworks, incentive plans, bonus programs, recognition programs, and compensation governance practices.\nAssess pay equity, wage compression, pay inversion, geographic pay differences, and other compensation-related risks, and develop proactive solutions.\nPartner with executive leadership and Finance to evaluate compensation investments, forecast workforce costs, and balance talent needs with financial performance.\nDevelop compelling business cases, executive presentations, compensation analyses, and dashboards that support informed decision-making and workforce planning.\nExecutive Partnership and Influence\nServe as a trusted advisor to senior leadership regarding compensation trends, benefits strategy, workforce costs, labor market dynamics, and total rewards practices.\nDevelop data-driven business cases and recommendations that influence leadership decisions regarding compensation investments and benefits enhancements.\nDemonstrate the confidence and executive presence to respectfully challenge existing practices using market intelligence, analytics, financial insights, and well-supported business recommendations.\nTranslate complex compensation and benefits information into clear, practical recommendations for executive and operational leaders.\nBenefits Strategy and Administration\nLead the strategy, design, administration, and continuous improvement of health, welfare, and retirement benefit programs.\nEvaluate opportunities to enhance benefit offerings, employee experience, program utilization, and overall value.\nManage annual benefits renewals, broker and vendor relationships, contract negotiations, utilization analysis, and employee feedback.\nPartner with internal and external stakeholders to ensure benefits programs remain competitive, compliant, financially responsible, and aligned with workforce needs.\nDevelop effective benefits communication and education strategies that improve employee understanding and engagement.\nGrowth, Scalability, and Organizational Readiness\nConduct a comprehensive assessment of current Total Rewards programs and develop a multiyear roadmap capable of supporting workforce growth beyond 2,000 employees.\nIdentify risks, gaps, infrastructure needs, and process improvements associated with rapid workforce expansion and multi-state operations.\nEvaluate compensation and benefits processes for scalability and recommend technology, reporting, automation, and workflow enhancements.\nSupport business expansion by evaluating geographic pay practices, labor market conditions, prevailing wage requirements, and benefits competitiveness across new markets.\nEstablish scalable processes, policies, and governance structures that support continued organizational growth.\nCompliance and Analytics\nEstablish policies, frameworks, controls, and governance practices necessary to support a larger and more complex workforce.\nEnsure compliance with applicable federal, state, and local compensation and benefits requirements, including ACA, COBRA, ERISA, HIPAA, FMLA, prevailing wage, and Davis-Bacon regulations.\nDevelop and maintain Total Rewards dashboards and key performance indicators.\nUse workforce analytics to identify opportunities related to retention, engagement, cost management, pay equity, and business performance.\nMonitor changes in compensation, benefits, employment, and wage-related laws and recommend appropriate organizational responses.\nDrive continuous improvement through data, technology, process enhancements, clear communication, and cross-functional partnership.\nKnowledge, Skills, and Abilities\nRequired Knowledge, Skills, and Abilities\nExpert knowledge of compensation strategy, salary structures, market benchmarking, pay equity, incentive design, and compensation governance.\nStrong knowledge of employee benefits strategy, plan administration, annual renewals, vendor management, utilization analysis, and employee communications.\nDemonstrated ability to build, redesign, and scale compensation and benefits programs rather than solely maintain established programs.\nStrong analytical skills with the ability to interpret market data, workforce trends, financial impacts, employee feedback, and operational needs.\nDemonstrated business acumen and executive presence, with the confidence to respectfully challenge existing practices and influence leadership decisions.\nAbility to develop business cases, dashboards, executive presentations, policies, governance structures, and scalable program frameworks.\nStrong project management, change management, communication, presentation, and cross-functional collaboration skills.\nAbility to communicate complex compensation and benefits concepts clearly to employees, operational leaders, and executives.\nAbility to operate effectively in a high-growth and evolving environment with competing priorities and developing processes.\nWorking knowledge of federal, state, and local compensation and benefits laws and regulations.\nExperience supporting large hourly, field-based, skilled-trades, or multi-state workforces preferred.\nRequired Education and Experience\nEducation\nBachelor’s degree in Human Resources, Business Administration, Finance, or a related field preferred.\nEquivalent professional experience may be considered in place of a degree.\nCertifications and Licenses\nOne or more of the following certifications are preferred:\nCertified Compensation Professional (CCP)\nCertified Employee Benefit Specialist (CEBS)\nSHRM Senior Certified Professional (SHRM-SCP)\nSenior Professional in Human Resources (SPHR)\nRelated compensation, benefits, or human resources certification\nExperience Requirements\nEight or more years of progressive experience in compensation, benefits, or Total Rewards.\nExperience supporting organizations undergoing significant growth, organizational transformation, or workforce scaling.\nDemonstrated success building, redesigning, or substantially improving compensation and benefits programs.\nExperience supporting construction, industrial, manufacturing, energy, skilled trades, logistics, or another large hourly workforce environment strongly preferred.\nExperience supporting multi-state operations preferred.\nExperience implementing or optimizing HRIS, compensation, benefits administration, analytics, or reporting technologies preferred.\nWork Environment and Position Details\nWork Environment\nProfessional office environment with regular collaboration across Human Resources, Finance, Operations, branch leadership, and executive leadership.\nThe position may occasionally require travel to company offices, operational locations, or vendor meetings.\nPosition Type\nFull-time, exempt.\nOffice Schedule\nThis role is designed for an individual who thrives in a highly collaborative, in-person environment.\nThe position is expected to work predominantly from the office, with reasonable flexibility accommodated when appropriate.\nEquipment and Technology Routinely Used\nHRIS, payroll, compensation, benefits administration, and applicant tracking platforms.\nMarket-pricing, salary-survey, analytics, dashboard, and reporting tools.\nMicrosoft 365, including Excel, PowerPoint, Teams, and Power BI or equivalent reporting solutions.\nVendor, broker, insurance carrier, retirement, wellness, and employee communication platforms.\nEnterprise Electrical’s Core Values and Purpose\nTo perform this position successfully, an individual should demonstrate Enterprise Electrical’s core values:\nSafety First, Safety Always: Safety\nCommitted to Excellence: Greatness\nPlan It, Do It, Own It: Accountability\nLearn It, Know It, Teach It: Mentorship\nOne Team, One Goal: Teamwork\nPositive Attitude Required: Positivity\nOur Core Purpose\nBuilding Relationships to Enrich 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