ZipRecruiter

Log In

1

Rewards Manager Jobs (NOW HIRING)

Prime Source Foods

Total Rewards Manager

Londonderry, NH · On-site

$83K - $112K/yr

The Total Rewards Manager is responsible for the design and execution of compensation, benefits, and incentive programs that support business goals and help attract and retain talent. This role ...

Stanley Consultants

Total Rewards Manager

Muscatine, IA · On-site

$120K - $160K/yr

Job title - Total Rewards Manager Locations - Denver, CO (Centennial) | Des Moines, IA | Muscatine, IA Job type - Hybrid Requisition ID - 11228 Job Summary: The Total Rewards Manager leads the ...

Jimmy's Gourmet Bakery

Total Rewards Manager

Clifton, NJ · On-site

$80K - $92K/yr

Description We are seeking an experienced and motivated Bi-Lingual Total Rewards Manager to join our Human Resources team. This role is responsible for administering and supporting the company ...

Rincon Consultants, Inc

Total Rewards Manager

Ventura, CA · On-site

$130K - $150K/yr

About The Role Rincon Consultants is seeking a Total Rewards Manager to lead the design, delivery, and continuous evolution of our compensation and benefits programs. This role is both strategic and ...

First Search Inc.

Manager Total Rewards

Spring Grove, IL

$79K - $107K/yr

Total Rewards Manager must have experience in Compensation, Benefits & HRIS - 100% onsite Must have strong Compensation, Benefits, and any HRIS experience. Knowledge of ERISA, HIPAA, COBRA, FMLA and ...

Lantern

Total Rewards Manager

Dallas, TX · On-site

$78K - $106K/yr

Total Rewards Manager We are seeking a detail-oriented Total Rewards Manager to manage all aspects of benefits administration, leave administration, compensation analysis, and bonus program ...

Lantern

Total Rewards Manager

Dallas, TX · On-site

$78K - $106K/yr

Total Rewards Manager We are seeking a detail-oriented Total Rewards Manager to manage all aspects of benefits administration, leave administration, compensation analysis, and bonus program ...

Pacifica Continental

Total Rewards Manager

Fort Lauderdale, FL · On-site

$76K - $102K/yr

POSITION SCOPE AND ORGANIZATIONAL IMPACT Total Rewards Manager will design, implement, and maintain a market-competitive, comprehensive compensation, health and welfare strategy that will enhance the ...

multitech

Total Rewards Manager

Moundsview, MN · On-site

$84K - $114K/yr

SUMMARY: MultiTech's Total Rewards Manager is a strategic individual contributor responsible for the design, implementation, and evolution of global total rewards programs, with primary ...

Lake Trust Credit Union

Total Rewards Manager

Brighton, MI · On-site

$76K - $103K/yr

Work-Life Balance Job Summary TheTotal Rewards Manager responsible for developing, managing and administeringTotal Rewards programs that promotes team member engagement, ensuresorganization ...

Jimmy's Gourmet Bakery

Total Rewards Manager

Clifton, NJ · On-site

$81K - $110K/yr

We are seeking an experienced and motivated Bi-Lingual Total Rewards Manager to join our Human Resources team. This role is responsible for administering and supporting the company's compensation ...

ICW Group

Total Rewards Manager

San Diego, CA · On-site

$84K - $114K/yr

PURPOSE OF THE JOB The Total Rewards Manager provides expert guidance on compensation and benefits to the HR organization and all U.S. employees. This position is charged with designing and ...

CENTREVILLE BANK

Total Rewards Manager

West Warwick, RI · On-site

$77K - $104K/yr

Description The Total Rewards Manager plays a key role in shaping and delivering compensation, benefits, HRIS, payroll, and data reporting programs that support the Bank's strategic objectives and ...

Ambassador Resources

Be Seen First

Total Rewards Manager

Upper Saddle River, NJ · On-site

$40 - $60/hr

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 ...

Pacificacontinental

Total Rewards Manager

Fort Lauderdale, FL · On-site

$75K - $102K/yr

POSITION SCOPE AND ORGANIZATIONAL IMPACT Total Rewards Manager will design, implement, and maintain a market‑competitive, comprehensive compensation, health and welfare strategy that will enhance ...

next page

Showing results 1-20

People also search for

All JobsRewards Manager Jobs

Rewards Manager information

See salary details

$27.5K

$81.7K

$137.5K

How much do rewards manager jobs pay per year?

As of Jun 18, 2026, the average yearly pay for rewards manager in the United States is $81,677.00, according to ZipRecruiter salary data. Most workers in this role earn between $50,000.00 and $116,500.00 per year, depending on experience, location, and employer.

What does a rewards manager do?

A rewards manager oversees the design, implementation, and management of employee incentive programs, such as bonuses, recognition, and benefits, to motivate staff and improve performance. They analyze data, collaborate with HR and finance teams, and ensure programs align with company goals and budgets. Strong communication skills and knowledge of compensation strategies are essential for this role.

What's the highest paying job at Tractor Supply?

The highest paying role at Tractor Supply is typically the Store Support Manager or District Manager position, which can offer salaries exceeding $100,000 annually. These roles require leadership skills, experience in retail management, and often involve overseeing multiple store locations.

What job makes $10,000 a month without a degree?

A Rewards Manager typically earns less than $10,000 per month, but high-level sales roles, real estate brokers, or certain entrepreneurial ventures can generate $10,000 or more monthly income without requiring a degree. Success in these roles often depends on experience, skills, and network rather than formal education.

What jobs pay $500,000 a year in the US?

Rewards Managers typically do not earn $500,000 annually, as their salaries usually range from $80,000 to $150,000. High-paying executive roles such as Chief Executive Officers, Investment Bankers, and specialized surgeons are more likely to reach or exceed this level, often requiring extensive experience, advanced degrees, and leadership responsibilities.

What is the difference between Rewards Manager vs Compensation Analyst?

CriteriaRewards ManagerCompensation Analyst
CredentialsBachelor's degree, certifications like CCP or CBP often preferredBachelor's degree, certifications like CCP or CBP often preferred
Work EnvironmentOversees reward strategies, manages teams, collaborates with HR and financeAnalyzes compensation data, conducts market research, supports pay structure development
Industry UsageUsed across industries to develop reward programs and policiesCommonly used in HR departments for salary analysis and benchmarking

While both roles focus on employee compensation, the Rewards Manager develops overall reward strategies and manages teams, whereas the Compensation Analyst specializes in analyzing pay data and market trends to inform salary structures.

What cities are hiring for Rewards Manager jobs? Cities with the most Rewards Manager 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 Manager jobs? States with the most job openings for Rewards Manager jobs include:
Rewards Manager jobs near you
Total Rewards Manager

Total Rewards Manager

Prime Source Foods

Londonderry, NH • On-site

$83K - $112K/yr

Full-time

Medical, Retirement

Posted 2 days ago

Job description

Navis Food Partners, a leading foodservice company with annual revenues of $600 million, is currently seeking a highly qualified Total Rewards Manager for a dynamic, cross-functional role supporting our New England operation in our Londonderry, NH office.
The Total Rewards Manager is responsible for the design and execution of compensation, benefits, and incentive programs that support business goals and help attract and retain talent. This role partners with HR, Finance, and leadership to ensure programs are competitive, cost-effective, and aligned with the company's operating needs. The role also supports M&A activity, including compensation and benefits due diligence and integration of total rewards programs across acquired businesses. This position requires a balance of strong analytical capability and hands-on execution, with the ability to manage core processes while driving consistency and scalability across the organization.
Requirements
Compensation
  • Design and manage base pay structures, salary bands, and job leveling frameworks.
  • Lead annual compensation processes, including merit increases, promotions, and market adjustments.
  • Conduct market benchmarking and ensure pay competitiveness across roles and locations.
  • Partner with Finance and leadership on compensation budgeting and forecasting.
  • Ensure compliance with all applicable wage and hour laws.

Benefits & Wellness
  • Oversee design, administration, harmonization and optimization of health, retirement, and wellness programs.
  • Manage vendor relationships (brokers, carriers, TPAs) and lead annual renewals.
  • Evaluate plan performance and recommend cost containment and plan design strategies.
  • Ensure compliance with federal and state regulations (e.g., ERISA, ACA, COBRA).
  • Support employee communications and education on benefits offerings.

Incentive & Recognition Programs
  • Design and administer bonus and incentive programs aligned with company performance goals.
  • Partner with leadership to define performance metrics and payout structures.
  • Oversee recognition programs to reinforce culture and performance.

Analytics & Reporting
  • Develop and track key total rewards metrics (e.g., compa-ratio, benefits utilization, cost per employee).
  • Provide insights and recommendations to leadership based on data trends.
  • Support board-level and executive reporting as needed.

Mergers & Acquisitions (M&A) Support
  • Support total rewards aspects of M&A activity, including compensation and benefits due diligence, risk assessment, and cost modeling.
  • Evaluate legacy programs and develop recommendations for alignment or harmonization with enterprise-wide total rewards strategy.
  • Partner with leadership, Finance, and external advisors on integration planning and execution, including retention strategies, employee transitions, and communication.
  • Drive post-close integration of compensation, benefits, and related systems to ensure consistency, scalability, and minimal disruption.

HRIS & Process Optimization
  • Partner with HRIS to ensure accurate compensation and benefits data management.
  • Drive process improvements and automation within total rewards programs.
  • Support system implementations or integrations related to compensation and benefits.

Employee Experience & Communication
  • Develop clear and effective communication and training strategies for total rewards programs.
  • Partner with HR Business Partners and managers to ensure consistent understanding and application of programs.
  • Support employee inquiries and escalations related to compensation and benefits.

Qualifications:
  • Bachelor's degree in Human Resources, Business Administration, Finance, or related field.
  • 8+ years of progressive experience in compensation and benefits.
  • Strong knowledge of compensation structures, benefits design, and regulatory requirements.
  • Experience in multi-site or operational environments preferred (e.g., distribution, manufacturing).
  • Advanced Excel and data analysis skills; HRIS experience required.
  • Experience working in a private equity or high-growth environment is a plus.
  • Experience supporting mergers, acquisitions, or business integrations, including due diligence and post-close integration of compensation and benefits programs.
  • Ability to assess and harmonize multiple compensation structures and benefits plans across entities.
  • Knowledge of compensation, benefits and HR compliance requirements.
  • Strong analytical skills with the ability to interpret data, solve problems, and provide insights to leadership.
  • Proven ability to manage multiple priorities and meet deadlines in a fast-paced environment.
  • Strong communication skills, with the ability to work effectively with stakeholders at all levels of the organization.
  • Ability to work independently, prioritize competing demands, and manage multiple projects simultaneously.

Core Competencies:
  • Analytical & Data-Driven Decision Making: Uses data to guide recommendations and decisions across compensation and benefits. Strong ability to interpret market data, internal pay equity, and cost trends, and translate findings into clear, actionable insights for leadership. Comfortable building models, analyzing scenarios, and identifying risks and opportunities.
  • Business & Financial Acumen: Understands how total rewards programs impact the business, including labor costs, EBITDA, and workforce productivity. Able to balance competitiveness with cost discipline and partner effectively with Finance on budgeting, forecasting, and long-term planning.
  • Strategic Thinking with Practical Execution: Thinks beyond day-to-day administration to design scalable, forward-looking total rewards strategies, while also ensuring strong execution of core processes (e.g., merit cycles, open enrollment, bonus administration). Able to connect big-picture goals with operational reality.
  • Influence & Partnership: Builds strong relationships with leadership, HR Business Partners, and cross-functional teams. Effectively communicates recommendations, challenges assumptions when needed, and gains alignment across stakeholders with varying priorities.
  • Attention to Detail & Compliance Orientation: Maintains a high level of accuracy in compensation and benefits administration. Strong understanding of regulatory requirements and ensures programs are compliant with federal, state, and local laws while minimizing risk.
  • Process Improvement & Systems Mindset: Continuously looks for ways to streamline and improve total rewards processes. Leverages HRIS and technology to drive efficiency, enhance data integrity, and reduce manual work. Comfortable leading or supporting system implementations and enhancements.
  • Employee-Centric Communication: Translates complex compensation and benefits concepts into clear, accessible messaging for employees and managers. Ensures programs are understood and valued, supporting engagement and trust.
  • Discretion & Judgment: Handles highly sensitive compensation and employee information with confidentiality and sound judgment. Makes balanced decisions in situations involving competing priorities or incomplete information.

Apply