ZipRecruiter

Log In

1

Total Rewards Operations Manager Jobs in Texas (NOW HIRING)

Enterprise Electrical

Total Rewards Manager

Houston, TX · On-site

$75K - $102K/yr

The Total Rewards Manager will lead the design, development, administration, and continuous ... operational leaders. Benefits Strategy and Administration * Lead the strategy, design ...

Enterprise Electrical

Total Rewards Manager

Houston, TX · On-site

$75K - $102K/yr

The Total Rewards Manager will lead the design, development, administration, and continuous ... operational leaders. Benefits Strategy and Administration * Lead the strategy, design ...

Enterprise Electrical

Total Rewards Manager

Houston, TX

$75K - $102K/yr

The Total Rewards Manager will lead the design, development, administration, and continuous ... operational leaders. Benefits Strategy and Administration * Lead the strategy, design ...

AllerVie Health

Total Rewards Manager

Frisco, TX · On-site

$74K - $100K/yr

Total Rewards Manager, Full-time, Frisco, TX Why AllerVie Health? Millions of people live with ... Whether you're in a clinical, operational, or corporate role, your work directly supports patients ...

AllerVie Health

Total Rewards Manager

Frisco, TX · Hybrid

$74K - $100K/yr

Total Rewards Manager, Full-time, Frisco, TX Why AllerVie Health? Millions of people live with ... Whether you're in a clinical, operational, or corporate role, your work directly supports patients ...

Imprimis Group

Manager Total Rewards

Houston, TX · On-site

$100K - $125K/yr

Total Rewards Specialist- Benefits & Compensation Houston, TX- Direct Hire-$100K-125K Position ... Manage annual Open Enrollment planning, implementation, employee communications, and system ...

SupplyHouse

Manager, Total Rewards

Houston, TX · Remote

$116K - $145K/yr

... Total Rewards Manager who will be responsible for designing, administering, and continuously ... The ideal candidate brings both strategic vision and operational rigor, and is comfortable ...

SupplyHouse

Manager, Total Rewards

Dallas, TX · Remote

$116K - $145K/yr

... Total Rewards Manager who will be responsible for designing, administering, and continuously ... The ideal candidate brings both strategic vision and operational rigor, and is comfortable ...

Zendesk

Vice President, Total Rewards

Austin, TX

Simplify and reduce complexity in total rewards operations - rationalizing policies, eliminating ... Strong track record managing multi-jurisdictional compliance issues. Preferred qualifications

Zendesk

Vice President, Total Rewards

Austin, TX · On-site

Simplify and reduce complexity in total rewards operations - rationalizing policies, eliminating ... Strong track record managing multi-jurisdictional compliance issues. Preferred qualifications

Apptronik

Director, Total Rewards

Austin, TX · Hybrid

$123K - $169K/yr

Director, Total Rewards Full-Time | People Operations | Austin, TX (Hybrid) JOB SUMMARY Apptronik ... KEY ACCOUNTABILITIES Compensation Design & Management * Own job architecture, leveling frameworks ...

Meriton

Sr. Total Rewards Manager

Irving, TX

The Senior Total Rewards Manager leads enterprise Total Rewards strategy within the Center of ... Provides strategic and operational leadership across employee benefits, retirement, and ...

B Capital

Director, Total Rewards

Austin, TX · On-site

$130 - $170/hr

Director, Total Rewards Full-Time | People Operations | Austin, TX (Hybrid) JOB SUMMARY Apptronik ... KEY ACCOUNTABILITIES Compensation Design & Management * Own job architecture, leveling frameworks ...

ICON

Senior Manager, Total Rewards

Austin, TX

ICON is building its Total Rewards function from the ground up and is seeking a Senior Manager ... The behavioral range of an M4 leader: sets operational objectives and policy, advises stakeholders ...

Apptronik

Director, Total Rewards

Austin, TX · On-site

$123K - $169K/yr

Director, Total Rewards Full-Time | People Operations | Austin, TX (Hybrid) JOB SUMMARY Apptronik ... KEY ACCOUNTABILITIES Compensation Design & Management * Own job architecture, leveling frameworks ...

ICON

Senior Manager, Total Rewards

Austin, TX · On-site

ICON is building its Total Rewards function from the ground up and is seeking a Senior Manager ... The behavioral range of an M4 leader: sets operational objectives and policy, advises stakeholders ...

Meriton

Sr. Total Rewards Manager

Irving, TX · On-site

The Senior Total Rewards Manager leads enterprise Total Rewards strategy within the Center of ... Provides strategic and operational leadership across employee benefits, retirement, and ...

Pinnacle Live Careers

Director, Total Rewards

Dallas, TX · On-site

$160K - $172K/yr

... operations, or total rewards, with demonstrated success building and enhancing programs in a growing organization. * Three (3) or more years of direct people leadership experience managing and ...

next page

Showing results 1-20

All JobsTotal Rewards Operations JobsTotal Rewards Operations Manager JobsTotal Rewards Operations Manager Jobs in Texas

Total Rewards Operations Manager information

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 is a total rewards operations manager?

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 does a total rewards operations manager make?

A total rewards operations manager typically earns a salary ranging from $80,000 to $130,000 annually, depending on experience, location, and company size. They oversee compensation, benefits, and rewards programs, often requiring skills in HR systems and data analysis.

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 are the key skills and qualifications needed to thrive as a total rewards operations manager?

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

Total Rewards Manager

Enterprise Electrical

Houston, TX • On-site

$75K - $102K/yr

Full-time

Medical, Retirement

Posted 15 days ago

Job description

The Total Rewards Manager will lead the design, development, administration, and continuous improvement of Enterprise Electrical's compensation and benefits programs.
Reporting 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.
The 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.
Essential Functions, Duties, and Responsibilities
Strategic Compensation Leadership
  • Develop and execute a comprehensive Total Rewards strategy aligned with the company's growth objectives and workforce plans.
  • Evaluate existing compensation programs and recommend enhancements that improve market competitiveness, retention, employee engagement, and internal equity.
  • Lead enterprise-wide compensation benchmarking and provide recommendations based on market data, labor conditions, and organizational priorities.
  • Design and maintain scalable salary structures, pay grades, career frameworks, incentive plans, bonus programs, recognition programs, and compensation governance practices.
  • Assess pay equity, wage compression, pay inversion, geographic pay differences, and other compensation-related risks, and develop proactive solutions.
  • Partner with executive leadership and Finance to evaluate compensation investments, forecast workforce costs, and balance talent needs with financial performance.
  • Develop compelling business cases, executive presentations, compensation analyses, and dashboards that support informed decision-making and workforce planning.
Executive Partnership and Influence
  • Serve as a trusted advisor to senior leadership regarding compensation trends, benefits strategy, workforce costs, labor market dynamics, and total rewards practices.
  • Develop data-driven business cases and recommendations that influence leadership decisions regarding compensation investments and benefits enhancements.
  • Demonstrate the confidence and executive presence to respectfully challenge existing practices using market intelligence, analytics, financial insights, and well-supported business recommendations.
  • Translate complex compensation and benefits information into clear, practical recommendations for executive and operational leaders.
Benefits Strategy and Administration
  • Lead the strategy, design, administration, and continuous improvement of health, welfare, and retirement benefit programs.
  • Evaluate opportunities to enhance benefit offerings, employee experience, program utilization, and overall value.
  • Manage annual benefits renewals, broker and vendor relationships, contract negotiations, utilization analysis, and employee feedback.
  • Partner with internal and external stakeholders to ensure benefits programs remain competitive, compliant, financially responsible, and aligned with workforce needs.
  • Develop effective benefits communication and education strategies that improve employee understanding and engagement.
Growth, Scalability, and Organizational Readiness
  • Conduct a comprehensive assessment of current Total Rewards programs and develop a multiyear roadmap capable of supporting workforce growth beyond 2,000 employees.
  • Identify risks, gaps, infrastructure needs, and process improvements associated with rapid workforce expansion and multi-state operations.
  • Evaluate compensation and benefits processes for scalability and recommend technology, reporting, automation, and workflow enhancements.
  • Support business expansion by evaluating geographic pay practices, labor market conditions, prevailing wage requirements, and benefits competitiveness across new markets.
  • Establish scalable processes, policies, and governance structures that support continued organizational growth.
Compliance and Analytics
  • Establish policies, frameworks, controls, and governance practices necessary to support a larger and more complex workforce.
  • Ensure compliance with applicable federal, state, and local compensation and benefits requirements, including ACA, COBRA, ERISA, HIPAA, FMLA, prevailing wage, and Davis-Bacon regulations.
  • Develop and maintain Total Rewards dashboards and key performance indicators.
  • Use workforce analytics to identify opportunities related to retention, engagement, cost management, pay equity, and business performance.
  • Monitor changes in compensation, benefits, employment, and wage-related laws and recommend appropriate organizational responses.
  • Drive continuous improvement through data, technology, process enhancements, clear communication, and cross-functional partnership.
Knowledge, Skills, and Abilities
Required Knowledge, Skills, and Abilities
  • Expert knowledge of compensation strategy, salary structures, market benchmarking, pay equity, incentive design, and compensation governance.
  • Strong knowledge of employee benefits strategy, plan administration, annual renewals, vendor management, utilization analysis, and employee communications.
  • Demonstrated ability to build, redesign, and scale compensation and benefits programs rather than solely maintain established programs.
  • Strong analytical skills with the ability to interpret market data, workforce trends, financial impacts, employee feedback, and operational needs.
  • Demonstrated business acumen and executive presence, with the confidence to respectfully challenge existing practices and influence leadership decisions.
  • Ability to develop business cases, dashboards, executive presentations, policies, governance structures, and scalable program frameworks.
  • Strong project management, change management, communication, presentation, and cross-functional collaboration skills.
  • Ability to communicate complex compensation and benefits concepts clearly to employees, operational leaders, and executives.
  • Ability to operate effectively in a high-growth and evolving environment with competing priorities and developing processes.
  • Working knowledge of federal, state, and local compensation and benefits laws and regulations.
  • Experience supporting large hourly, field-based, skilled-trades, or multi-state workforces preferred.
Required Education and Experience
Education
  • Bachelor's degree in Human Resources, Business Administration, Finance, or a related field preferred.
  • Equivalent professional experience may be considered in place of a degree.
Certifications and Licenses
One or more of the following certifications are preferred:
  • Certified Compensation Professional (CCP)
  • Certified Employee Benefit Specialist (CEBS)
  • SHRM Senior Certified Professional (SHRM-SCP)
  • Senior Professional in Human Resources (SPHR)
  • Related compensation, benefits, or human resources certification
Experience Requirements
  • Eight or more years of progressive experience in compensation, benefits, or Total Rewards.
  • Experience supporting organizations undergoing significant growth, organizational transformation, or workforce scaling.
  • Demonstrated success building, redesigning, or substantially improving compensation and benefits programs.
  • Experience supporting construction, industrial, manufacturing, energy, skilled trades, logistics, or another large hourly workforce environment strongly preferred.
  • Experience supporting multi-state operations preferred.
  • Experience implementing or optimizing HRIS, compensation, benefits administration, analytics, or reporting technologies preferred.
Work Environment and Position Details
Work Environment
  • Professional office environment with regular collaboration across Human Resources, Finance, Operations, branch leadership, and executive leadership.
  • The position may occasionally require travel to company offices, operational locations, or vendor meetings.
Position Type
  • Full-time, exempt.
Office Schedule
  • This role is designed for an individual who thrives in a highly collaborative, in-person environment.
  • The position is expected to work predominantly from the office, with reasonable flexibility accommodated when appropriate.
Equipment and Technology Routinely Used
  • HRIS, payroll, compensation, benefits administration, and applicant tracking platforms.
  • Market-pricing, salary-survey, analytics, dashboard, and reporting tools.
  • Microsoft 365, including Excel, PowerPoint, Teams, and Power BI or equivalent reporting solutions.
  • Vendor, broker, insurance carrier, retirement, wellness, and employee communication platforms.
Enterprise Electrical's Core Values and Purpose
To perform this position successfully, an individual should demonstrate Enterprise Electrical's core values:
  • Safety First, Safety Always: Safety
  • Committed to Excellence: Greatness
  • Plan It, Do It, Own It: Accountability
  • Learn It, Know It, Teach It: Mentorship
  • One Team, One Goal: Teamwork
  • Positive Attitude Required: Positivity
Our Core Purpose
Building Relationships to Enrich Lives

Apply