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Rewards Jobs (NOW HIRING)

Recruit Professional Services

Rewards Manager

Paramus, NJ · On-site

$76K - $104K/yr

Total Rewards Systems & Processes * Partner with Compensation and HRIS to coordinate reporting and compliance processes, maintaining accurate and consistent data across all related systems.

Rochester Regional Health

Total Rewards

Rochester, NY · On-site

$70K - $100K/yr

Total Rewards Analyst Department: Human Resources Location: Riedman Hours Per Week: 40 SUMMARY: This role provides analytical and project support across the organization's total rewards function ...

Rochester Regional Health

Total Rewards

Campus, IL · On-site

$70K - $100K/yr

Total Rewards Analyst Department: Human Resources Location: Riedman Hours Per Week: 40 SUMMARY: This role provides analytical and project support across the organization's total rewards function ...

Maersk

Rewards Specialist

Charlotte, NC · Hybrid

$65K - $85K/yr

As a Rewards Specialist, you will play a key role in delivering a consistent and high-quality employee experience by providing Tier II support across benefits programs in the U.S. and Canada. You ...

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How much do rewards jobs pay per year?

As of Jul 8, 2026, the average yearly pay for rewards in the United States is $73,191.00, according to ZipRecruiter salary data. Most workers in this role earn between $58,500.00 and $84,500.00 per year, depending on experience, location, and employer.

What is the difference between Rewards vs Compensation?

AspectRewardsCompensation
DefinitionBroader term including salary, benefits, recognition, and incentivesFinancial payment for work performed, such as salary or wages
FocusEmployee motivation and engagementFinancial remuneration
ComponentsSalary, bonuses, benefits, recognition programsBase salary, wages, bonuses
Usage in industryHR strategies to enhance employee satisfactionPayroll and salary administration

While both Rewards and Compensation relate to employee remuneration, Rewards encompass a wider range of incentives including benefits and recognition, aimed at motivating employees. Compensation specifically refers to the direct financial payments for work. Understanding this distinction helps organizations develop comprehensive employee engagement strategies.

What are rewards professionals?

Rewards professionals are human resources specialists who design, implement, and manage compensation and benefits programs within organizations. Their job is to ensure that salary, bonuses, incentives, and benefits packages are competitive, fair, and aligned with company goals. They often conduct market research, analyze pay structures, and advise on best practices to attract and retain talent. Rewards professionals also ensure compliance with relevant laws and regulations while supporting employee motivation and satisfaction.

What are the key skills and qualifications needed to thrive as a Rewards Specialist, and why are they important?

To thrive as a Rewards Specialist, you need a solid understanding of compensation and benefits structures, data analysis, and HR principles, often supported by a degree in human resources or business. Familiarity with HRIS systems, compensation benchmarking tools, and possibly certifications like CCP (Certified Compensation Professional) are commonly required. Strong analytical thinking, attention to detail, and effective communication are critical soft skills for success in this role. These skills ensure competitive, fair, and compliant rewards programs that help attract, motivate, and retain top talent within an organization.

How does a Rewards professional typically collaborate with other departments to develop effective employee incentive programs?

Rewards professionals often work closely with HR, finance, and department managers to design and implement incentive programs that align with business goals and employee needs. This collaboration includes gathering feedback, analyzing compensation data, and ensuring programs are both competitive and compliant with regulations. Teamwork is essential, as Rewards specialists must balance budget constraints, industry best practices, and employee expectations to create programs that support talent attraction and retention.
More about Rewards jobs
What cities are hiring for Rewards jobs? Cities with the most Rewards job openings:
What are the most commonly searched types of Rewards jobs? The most popular types of Rewards jobs are:
What states have the most Rewards jobs? States with the most job openings for Rewards jobs include:
What job categories do people searching Rewards jobs look for? The top searched job categories for Rewards jobs are:
Rewards jobs near you
Infographic showing various Rewards job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 70% Full Time, 25% Part Time, 3% Contract, and 1% Nights. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution, with an average salary of $73,191 per year, or $35.2 per hour.
Rewards Manager

Rewards Manager

Recruit Professional Services

Paramus, NJ • On-site

$76K - $104K/yr

Other

Medical, Retirement

Re-posted 6 days ago

Job description

Position Summary
The Operations Manager ensures effective coordination of the day-to-day administration, processes, and systems that support the organization's benefits, payroll, and service award programs. Develops and maintains standard operating procedures (SOPs) in partnership with functional owners for all payroll and total rewards processes. This role ensures operational excellence, data accuracy, compliance, and continuous improvement across all payroll and total rewards functions. The manager partners closely with HR, Finance, and external vendors to deliver a seamless employee experience.
Payroll Operations
  • Partner with Payroll Manager to ensure accurate, timely and compliant end-to-end payroll processing for hourly and salaried employees.
  • Monitor payroll processing to ensure optimization of processes, including areas such as shift differentials, overtime, and the time and attendance system.
  • Partner with Payroll Manager to ensure compliance with local, state, and federal payroll laws (e.g., FLSA, tax regulations, wage/hour requirements).
  • In conjunction with Payroll Manager, partner with Finance on payroll reconciliation, general ledger postings, audits, and reporting.
  • Hold payroll vendor relationships accountable in alignment with functional leaders and ensure system upgrades/enhancements are properly implemented.
  • Partner with Human Resources Information Systems team on enhancements to improve processes, accuracy, compliance and employee experience.
Benefits Operations
  • Partner with Benefits Manager to ensure best in class operation of health, welfare, retirement, and leave programs.
  • Hold benefit vendors accountable in alignment with functional leaders and ensure performance guarantees are met.
  • Enable and enhance the employee experience including benefits enrollment processes, eligibility audits, and corrective actions.
  • Track cost of benefits and establish metrics to evaluate ROI
  • Project manage new project initiatives managing risks and ensuring timely completion.
  • Identify opportunities for optimization across the platform. Partner on complex benefits issues and escalate as needed. Total Rewards Systems & Processes
  • Partner with Compensation and HRIS to coordinate reporting and compliance processes, maintaining accurate and consistent data across all related systems.
  • Demonstrated operational understanding of compensation programs.
  • Ensure accurate and timely data transfers between HR, payroll, and vendor systems.
  • Lead process improvement initiatives to increase efficiency and automation.
  • Maintain metrics dashboards that measure ROI for benefits and payroll and ensure they are socialized with senior management in partnership with functional leadership. Employee Support and Communication
  • Serve as a subject-matter expert for payroll, total rewards programs and policies.
  • Provide guidance to employees, managers, and HR partners on benefits and payroll inquiries.
  • Partner in delivering communications and training resources that strengthen employee awareness and understanding of payroll and total rewards. Serve as a customer-centric partner, ensuring decisions and processes are aligned with customer needs.

Compliance & Reporting
  • Ensure programs comply with federal, state, and local regulations (e.g., FLSA, ERISA, ACA, HIPAA).
  • Ensure timely filing and completion of audits, filings, and documentation related to benefits, payroll and compensation.
  • Generate and analyze reports to assess program effectiveness and support business decisions.

Education & Experience
  • Bachelor's degree in Human Resources, Business Administration, Finance, or related field required.
  • 5-7+ years of experience in total rewards, benefits, payroll, or compensation administration or HR operations.
  • Experience managing HRIS benefits/payroll/compensation modules (e.g., Dayforce, SAP, Oracle, Workday). Skills & Competencies
  • Strong analytical, problem-solving, and data management skills.
  • Excellent understanding of benefits, payroll and compensation concepts and compliance requirements.
  • Ability to manage multiple projects, deadlines, and stakeholders. High attention to detail and commitment to accuracy.
  • Strong leadership and interpersonal skills with the ability to work across all levels of the organization.
  • Strong communication and vendor management skills.
  • Advanced Microsoft Excel skills with ability to build pivot tables, formulas including V-Lookup and strong skills in other Microsoft Office Suite applications
  • Proficiency in HR reporting tools.

Preferred Qualifications
  • Professional certifications (e.g. CEBS, CPS, CCP, SHRM-CP/SCP).
  • Experience with global total rewards programs.
  • Background in process optimization or HR technology projects.
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