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Total Rewards Operations Manager Jobs in Iowa (NOW HIRING)

Stanley Consultants

Total Rewards Manager

Des Moines, IA · On-site

$120K - $160K/yr

The Total Rewards Manager leads the strategy, design, governance, and execution of Stanley ... Responsible for training, mentoring, and motivating members while overseeing day-to-day operations ...

Stanley Consultants

Total Rewards Manager

Des Moines, IA · On-site

$120K - $160K/yr

The Total Rewards Manager leads the strategy, design, governance, and execution of Stanley ... Responsible for training, mentoring, and motivating members while overseeing day-to-day operations ...

Stanley Consultants

Total Rewards Manager

Muscatine, IA · On-site

$120K - $160K/yr

The Total Rewards Manager leads the strategy, design, governance, and execution of Stanley ... Responsible for training, mentoring, and motivating members while overseeing day-to-day operations ...

Asbury Village

Total Rewards Assistant

Des Moines, IA

$44K - $55K/yr

The Total Rewards Assistant will provide administrative and operational support to the Compensation ... Strong organizational and time management skills with exceptional attention to detail.

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Total Rewards Operations Manager information

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

To thrive as a Total Rewards Operations Manager, you need expertise in compensation and benefits administration, data analysis, and a strong understanding of HR regulations, typically supported by a bachelor’s degree in HR, business, or a related field. Familiarity with HRIS systems, compensation benchmarking tools, and relevant certifications like CCP (Certified Compensation Professional) is often required. Strong organizational skills, attention to detail, and effective communication help you collaborate with stakeholders and manage complex reward programs. These skills ensure accurate, compliant, and competitive total rewards strategies that attract and retain top talent.

What are some common challenges faced by a Total Rewards Operations Manager when implementing new compensation and benefits programs?

Total Rewards Operations Managers often encounter challenges such as ensuring compliance with evolving regulations, aligning programs with both organizational goals and employee expectations, and integrating new systems with existing HR technologies. Balancing budget constraints while delivering competitive rewards can also be complex, especially in global or rapidly growing organizations. Effective communication and collaboration with HR, finance, and leadership teams are essential to successfully implement and maintain these programs.

What are Total Rewards Operations Managers?

Total Rewards Operations Managers are professionals responsible for overseeing the implementation and administration of an organization’s total rewards programs, which include compensation, benefits, bonuses, and other employee rewards. They ensure that these programs are competitive, compliant with regulations, and aligned with the company’s goals. Their role involves analyzing data, managing vendor relationships, and collaborating with HR and leadership to attract and retain talent. They also help communicate total rewards strategies to employees and ensure smooth operations of related systems.

What is the difference between Total Rewards Operations Manager vs Compensation Analyst?

AspectTotal Rewards Operations ManagerCompensation Analyst
ResponsibilitiesOversees total rewards programs, including benefits, compensation, and incentives; manages operations and process improvements.Analyzes compensation data, conducts market research, and recommends salary structures and pay policies.
Required CredentialsBachelor's degree in HR, Business, or related field; often requires certifications like CCP or CBP.Bachelor's degree in HR, Finance, or related; often requires certifications like CCP or similar.
Work EnvironmentTypically in HR or Compensation departments within large organizations, focusing on program management.Usually in HR or Compensation teams, focusing on data analysis and policy development.

The Total Rewards Operations Manager and Compensation Analyst roles share common credentials and work environments, but the manager oversees the broader rewards programs and operations, while the analyst focuses on data analysis and policy recommendations. Both roles are essential in compensation strategy but differ in scope and responsibilities.

What cities in Iowa are hiring for Total Rewards Operations Manager jobs? Cities in Iowa with the most Total Rewards Operations Manager job openings:
Total Rewards Operations Manager jobs near you
Total Rewards Manager

Total Rewards Manager

Stanley Consultants

Muscatine, IA

Full-time

Posted 2 days ago

Job description

Stanley Consultants is an award-winning and industry-leading global consulting engineering firm, with an unmatched commitment to culture, values, and ethics. We are dedicated to client experience and solve the most complex challenges to create a sustainable, connected, and enriched world for all. As the world changes, Stanley strategically evolves with it, integrating the latest technology, innovation, and resiliency practices.
 
With over a century of experience serving the energy, federal government, transportation, and water sectors, we have helped improve lives and shape the infrastructure systems that connect us. As an employee-owned organization with a People First approach, we stand apart from other engineering consulting and services firms. At Stanley, your voice counts, your growth matters, and your success is our success.
 
Stanley Consultants offers flexible work options, competitive pay and great benefits, a strong sense of community, and the chance to build a meaningful, long-term career!

Job title - Total Rewards Manager
Locations - Denver, CO (Centennial) \u007C Des Moines, IA \u007C Muscatine, IA
Job type - Hybrid
Requisition ID - 11228
 

Job Summary: The Total Rewards Manager leads the strategy, design, governance, and execution of Stanley Consultants’ compensation, benefits and recognition programs. This role partners closely with HR Centers of Excellence, Finance and business leadership to ensure total rewards program support a project‑based delivery model, attract and retain critical talent, and address the needs of a geographically and generationally distributed workforce. The position balances enterprise‑level strategy with hands‑on execution, using data, market insight, and strong stakeholder relationships to strengthen the employee value proposition and support accelerated and sustainable growth.

Key Responsibilities:
  • Lead the development and ongoing refinement of a comprehensive total rewards approach aligned with business strategy and workforce needs.
  • Establish and maintain governance frameworks, policies, and controls to ensure consistency, internal equity, and regulatory compliance.
  • Oversee the annual compensation planning process, including merit increases, incentives and discretionary pay.
  • Conduct market pricing and benchmarking, with a strong focus on technical, project-based, and market-facing roles.
  • Manage participation in national, regional and industry compensation surveys (e.g., Mercer, Pearl Meyer AEC, EFCG).
  • Partner on job architecture, career paths, and salary structures that support talent progression and organizational growth.
  • Lead the design, administration, and continuous improvement of health and wellness programs.
  • Manage annual open enrollment and ongoing vendor performance to balance cost management, competitiveness, and employee experience.
  • Deliver data-driven insights, dashboards, and actionable recommendations to support workforce planning, labor cost management, and leadership decision-making.
  • Translate complex compensation and benefits data into clear, practical guidance for business leaders and HR partners.
  • Co-design and deliver recognition programs.
  • Ensure compliance of all compensation and benefits programs with federal, state, and local regulations, including pay transparency requirements.
  • Manage relationships with brokers, consultants, and third-party administrators, including contracts and service delivery.
  • Partner cross-functionally with HR, Finance, Legal, and business leaders to support organizational change and business growth.
  • Drive continuous improvement by enhancing process, increasing efficiency, and fostering innovation across total rewards programs.
Qualifications:
  • Education: Bachelor’s degree in Human Resources, Finance, Business or related field is required; advanced degree preferred.
  • Certifications: CCP, GRP, CEBS or SHRM-CP/SCP preferred.
  • Experience: Minimum of 8 years of progressive experience in compensation, benefits or total rewards, ideally within professional services, consulting or AEC Environments.
  • Skills: Strong analytical skills and experience translating data into executive-level insights. Enterprise-minded and strategic, with solid understanding of professional services economics. Ability to act as trusted advisor, with the ability to influence leaders through both data and sound judgement. Detail-oriented, compliance-focused and able to adapt to evolving workforce needs.
(Salary range for CO location)
Stanley Consultants is committed to maintaining transparency in our hiring process, including providing information about compensation. The starting salary for the successful candidate in this position is competitive and will be determined by the selected candidate's qualifications and experience, geographic location, internal equity, company policy and practices. In compliance with pay transparency laws, pay ranges are disclosed for positions and locations where required.

Managerial Scope:

Collaborative leadership of a department, fostering a culture of continuous learning and professional development. Responsible for training, mentoring, and motivating members while overseeing day-to-day operations and resource allocation.
 

Work Environment:

Primarily office-based with hybrid eligibility and occasional travel requirements

Work-Life Balance
We realize there’s more to life than just work. We help you meet the demands of work, family and personal life through several flexible options.
 
What we offer:
Member-Owned. Member-ownership is at the heart of our culture, aligning client satisfaction, company performance, and personal reward.
Paid Time Away. Stanley Consultants offers numerous paid holidays, generous paid time off (PTO), parental leave, and professional development leave.
Health Insurance. We provide a comprehensive insurance package including medical, dental, vision, FSA, HSA, Doctor On Demand, wellness reimbursement, and mental health resources.
Financial Health. We offer life insurance, short- and long-term disability insurance, identity theft protection, and many other benefits.
Professional Growth. When your skills grow, so do we, which is why we offer tuition assistance, professional society membership, and more.
Financial Rewards. We share our prosperity with members through company stock ownership, a generous 401K match, incentive compensation, and profit-sharing contributions to retirement 401K plans.
Click Here: A Great Place To Work  
 
Learn more about Stanley Consultants in this short video:  Working at Stanley Consultants
 
Stanley Consultants does not welcome unsolicited resumes from staffing and recruiting agencies. Any unsolicited resumes submitted to Stanley Consultants, including but not limited to resumes submitted directly to Stanley Consultants members, or any of our representatives, will be deemed the property of Stanley Consultants.
 
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
 
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
 

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.