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Total Rewards Operations Manager Jobs in Texas (NOW HIRING)

NextDecade

Head of Total Rewards

Houston, TX · On-site

$119K - $163K/yr

... operation of natural gas liquefaction capacity at Rio Grande LNG. Through our subsidiaries, we are ... Manage broker and vendor relationships, renewals, negotiations, and cost containment strategies.

Verily Life Sciences

Head of Total Rewards

Dallas, TX · On-site

$204K - $306K/yr

Manage relationships with external consultants and lead the benchmarking process to identify best ... Serve as the total rewards strategic advisor, benefits and compensation expert, and thought partner ...

NextDecade

Head of Total Rewards

Houston, TX

$119K - $163K/yr

... and operational populations. * Lead annual compensation cycles (merit, bonus, incentives ... Manage broker and vendor relationships, renewals, negotiations, and cost containment strategies.

Ryan, LLC

Vice President, Total Rewards

Plano, TX · Hybrid

The successful candidate will capably partner and consult with senior management and have experience working with a Compensation Committee of the Board of Directors on the total rewards strategy ...

Integer

VP. Total Rewards

Plano, TX · On-site

Cross functionally collaborating with executives, managers and employees when developing and ... Our total rewards program is designed to attract, retain, and motivate associates to contribute to ...

Integra

Process Specialist - Total Rewards

Houston, TX · Hybrid

Build and manage the HR process design workshops and improvement projects aligned with enterprise ... R operations, business process improvement, or HR transformation roles * Experience supporting ...

Integra

Process Specialist - Total Rewards

Dallas, TX · Hybrid

Build and manage the HR process design workshops and improvement projects aligned with enterprise ... R operations, business process improvement, or HR transformation roles * Experience supporting ...

drillinginfo

Director of Total Rewards - 26184

Houston, TX · On-site +1

$119K - $163K/yr

Manage international benefits budget planning, vendor performance scorecards, and renewal ... Champion operational excellence and process automation across Total Rewards workflows. * Serve as ...

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

A Total Rewards Operations Manager typically earns between $8,000 and $12,000 per month depending on experience and location, but reaching $10,000 monthly without a degree is uncommon. Many high-paying roles in management or specialized fields often require relevant experience, certifications, or skills rather than formal degrees. Alternative high-income jobs without degrees include sales, real estate, or skilled trades, but these vary widely in income potential.

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.

How much should an operations manager get paid?

The salary for a Total Rewards Operations Manager typically ranges from $80,000 to $130,000 annually, depending on experience, location, and company size. Compensation may also include bonuses, benefits, and other incentives, especially in larger organizations or those with complex reward programs.

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

In the US, high-level executive roles such as CEOs, CFOs, and other C-suite positions often have total compensation exceeding $500,000 annually. Certain specialized roles in finance, law, and technology, especially with bonuses, stock options, or profit sharing, can also reach or surpass this level. For a Total Rewards Operations Manager, salaries typically range lower, but senior executives in large organizations may earn this amount through a combination of salary, bonuses, and incentives.

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.

How much does a total rewards manager make?

A total rewards operations manager typically earns between $80,000 and $130,000 annually, depending on experience, industry, and location. They oversee compensation, benefits, and employee recognition programs, often requiring strong analytical and HR skills.
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
Head of Total Rewards

Head of Total Rewards

NextDecade

Houston, TX • On-site

$119K - $163K/yr

Full-time

Medical, Retirement

Posted 5 days ago

Job description

ABOUT NEXTDECADE CORPORATION 
NextDecade is committed to providing the world access to reliable, lower-carbon energy. We are focused on delivering secure and cost-effective energy through the safe and efficient development and operation of natural gas liquefaction capacity at Rio Grande LNG. Through our subsidiaries, we are developing and constructing the Rio Grande LNG natural gas liquefaction and export facility near Brownsville, Texas, with approximately 48 MTPA of potential liquefaction capacity currently under construction or in development, sufficient space at the site for up to 10 liquefaction trains, and a potential carbon capture and storage project. NextDecade's common stock is listed on the Nasdaq Stock Market under the symbol "NEXT." NextDecade is headquartered in Houston, Texas. For more information, please visit www.next-decade.com.

SUMMARY OF THE ROLE 

The Senior Director, Total Rewards leads enterprise Total Rewards, including short and long-terms incentive programs, job architecture, Executive compensation , payroll and benefits management, HR systems and workforce planning strategy.

This position serves as a strategic advisor to executive leadership and a leader over core HR function, balancing employee experience, financial discipline, internal equity, and governance
Core Functional Responsibilities

Compensation & Total Rewards

  • Develop and lead enterprise compensation strategies, including base pay, annual short and long-term incentives, and recognition.
  • Owns job architecture, market pricing, leveling, and internal equity frameworks across corporate, commercial, and operational populations.
  • Lead annual compensation cycles (merit, bonus, incentives), including modeling, governance, leader guidance, and executive recommendations.
  • Partner with Finance and Legal to ensure compensation programs align with financial targets, governance standards, pay transparency, and regulatory requirements.

Benefits Strategy & Administration

  • Owns benefits strategy, design, and administration across health, welfare, retirement, and wellness programs.
  • Manage broker and vendor relationships, renewals, negotiations, and cost containment strategies.
  • Ensure benefit plans are competitive, compliant, and aligned with workforce demographics and market practices.
  • Oversee employee communications and education related to benefits and total rewards.

Payroll & Pay Governance

  • Provide executive oversight of payroll operations to ensure accurate, timely, and compliant payroll execution.
  • Establish payroll controls, audits, escalation processes, and compliance monitoring.
  • Partner closely with Finance, HR, and Payroll vendors to resolve exceptions, support audits, and maintain SOX aligned controls where applicable.

Workforce Planning

  • Lead enterprise workforce planning to align headcount and labor costs with business priorities and growth milestones.
  • Partner with Finance and business leaders to translate business plans into forward looking workforce demand across employees, contractors, and temporary labor.
  • Drive annual and multiyear workforce planning, including scenario modeling and labor cost forecasting.
  • Provide clear workforce insights-headcount trends, labor cost drivers, and contractor mix-to support executive planning and decision making.
  • Ensure workforce planning aligns with compensation, benefits, and payroll programs to anticipate the cost impact of organizational change and growth.

HRIS & Data Governance

  • Own HRIS strategy and governance, including system configuration, data integrity, security controls, document retention compliance, and process optimization.
  • Ensure seamless integration between compensation, benefits, payroll, and core HR data.
  • Lead HRIS enhancements, upgrades, testing cycles, and cross functional implementations.
  • Deliver executive ready analytics, dashboards, and workforce insights to support decision making.

Compliance, Controls & Risk Management

  • Ensure compliance with federal, state, and international laws related to compensation, benefits, payroll, and employee data.
  • Serve as escalation point for risk sensitive decisions related to pay, benefits, systems, and data accuracy.

Leadership & Stakeholder Partnership

  • Lead and develop high performing teams across Compensation, Benefits, Payroll, and HRIS.
  • Act as a strategic partner to HR Business Partners, HR Talent, Finance, Legal, executive leadership, compensation committee and executive compensation independent consultants.
  • Translate complex technical topics into clear, practical recommendations for senior leaders.
Required Qualifications
  • Bachelor's degree in Human Resources, Business, Finance, or related discipline;
  • 15+ years of progressive experience spanning Compensation, Benefits, Payroll, and/or HRIS at increasing levels of responsibility or relevant experience.
  • Demonstrated success leading Total Rewards in complex, regulated, public trading organizations and high growth environments.
  • Deep expertise in executive compensation, short and long-term incentive (plans management.
  • Strong knowledge of compensation governance, benefits design, payroll controls, and HRIS data architecture.
  • Advanced analytical, financial modeling, and executive communication skills.
Preferred Qualifications
  • Master's degree in related field or MBA.
  • Professional certifications such as CCP (Certified Compensation Professional), CBP, GRP, or CECP
  • Prior experience in public company.
  • Experience supporting rapid workforce ramp-ups
  • Good Workday or comparable enterprise HRIS expertise.
  • Experience supporting executive leadership and Board level compensation topics.
This role is located in Houston, relocation will not be provided.

Work Environment 
This position operates in a professional office environment with occasional work within or outside of a complex construction environment. This role routinely uses standard office equipment such as computers, phones, photocopiers/fax, filing cabinets, etc.This is primarily a sedentary role; however, the incumbent must be able to stand and/or sit continuously to perform all essential job functions for a full shift. 

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to support individuals with ADA-recognized disabilities to perform the essential functions for the job.
  Ability to lift up to 20 lbs. as required in order to lift files, boxes and office equipment as necessary.
  Ability to lift files, open filing cabinets and bending, standing on a stool, or climbing as necessary to perform these functions.
  While performing the duties of this role, the incumbent may be required to talk or hear.
  The incumbent is required to stand, walk, use hands to handle or feel; and reach with hands and arms.
  Ability to move throughout all areas of each office/site location and facilities.
  Able to wear all necessary PPE equipment to perform job functions.

If you require accommodations during the application or interview process, please contact Human Resources at [email protected].

Other Duties
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.
 
*In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification document form upon hire.
 
NEXTDECADE VALUES
  Safety - We make safety a priority. Everything we do relies on the safety of our people and the communities around us.
  Integrity - We do the right thing, and are open, ethical, and fair. We hold ourselves to the highest standards in all that we do.
  Honesty - We value truth and honesty in ourselves and others. We honor our commitments and take responsibility for our actions.
  Respect - We listen, and respect people, the environment, and the communities in which we live and work.
  Transparency - Transparency builds trust. We promote open communication with our people, our customers, and all our stakeholders.
  Diversity - We value diversity of experiences and thoughts. It takes people with different strengths and backgrounds to make our company succeed.

NextDecade provides equal employment opportunities (EEO) to all applicants without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. NextDecade complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. 
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.
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