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Total Rewards Partner Jobs (NOW HIRING)

St. Joseph Center

Total Rewards Partner

Venice, CA · On-site

The People + Culture Total Rewards Partner is a hands-on individual contributor who owns the day-to-day administration of employee benefits, leaves of absence, workers' compensation, and core HRIS ...

St. Joseph Center

Total Rewards Partner

Venice, CA · On-site

The People + Culture Total Rewards Partner is a hands-on individual contributor who owns the day-to-day administration of employee benefits, leaves of absence, workers' compensation, and core HRIS ...

St. Joseph Center

Total Rewards Partner

Venice, CA · On-site

The People + Culture Total Rewards Partner is a hands-on individual contributor who owns the day-to-day administration of employee benefits, leaves of absence, workers' compensation, and core HRIS ...

St. Joseph Center

Total Rewards Partner

Venice, CA · On-site

The People + Culture Total Rewards Partner is a hands-on individual contributor who owns the day-to-day administration of employee benefits, leaves of absence, workers' compensation, and core HRIS ...

Ridgeline

Senior Staff Total Rewards Partner

Reno, NV · On-site

$69K - $85K/yr

Partner closely across HR, Finance, Legal, and Talent to align rewards with business and financial goals What we look for: * Deep experience in total rewards within high-growth technology companies

Lunds and Byerlys

Total Rewards Business Partner

Edina, MN · On-site

$70K - $96K/yr

Join Lunds & Byerlys as a Full Time Total Rewards Business Partner and take the next exciting step in your career! This onsite role has a competitive salary range of $70,000-$96,000 per year that ...

National Geographic

Coordinator, Total Rewards

$27.41 - $28.85/hr

The HR department includes HR Business Partners, Total Rewards & Recognition, Talent Management, and it leads the internship program at NGS. The Total Rewards Coordinator is a key member of the Human ...

Teach For America's (TFA)

Managing Director, Total Rewards

$127K - $175K/yr

Managing Director, Total Rewards Reports To: Senior Managing Director, Total Rewards Priority ... Partner with senior leaders and People Team colleagues to ensure programs support talent attraction ...

GEODIS

VP Total Rewards

Brentwood, TN · Hybrid

The Vice President, Total Rewards - Americas is responsible for the strategic design ... Partner with key stakeholders on the design and implementation of short-term and long-term ...

GEODIS

VP Total Rewards

Brentwood, TN · On-site

Partner with key stakeholders on the design and implementation of short-term and long-term ... Ensure all total rewards programs comply with federal, state, and local laws and regulations.

Aon

Enterprise Rewards Partner

Chicago, IL · On-site

Partner, Enterprise Rewards We are seeking a senior, client-facing Partner, Enterprise Rewards to ... Extensive experience in total rewards consulting or senior in-house rewards leadership within large ...

Aon Corporation

Enterprise Rewards Partner

Chicago, IL · On-site

Partner, Enterprise Rewards We are seeking a senior, client-facing Partner, Enterprise Rewards to ... Extensive experience in total rewards consulting or senior in-house rewards leadership within large ...

Boa Technology

Total Rewards Analyst

Denver, CO · On-site

$73K - $90K/yr

BOA partners with market-leading brands to make the best gear even better. Each unique ... The Total Rewards Analyst serves as the subject matter expert for payroll, benefits, bonuses, and ...

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Total Rewards Partner information

See salary details

$30.5K

$117.5K

How much do total rewards partner jobs pay per year?

As of Aug 10, 2026, the average yearly pay for total rewards partner in the United States is $113,105.00, according to ZipRecruiter salary data. Most workers in this role earn between $116,500.00 and $116,500.00 per year, depending on experience, location, and employer.

What does a total rewards partner do?

A total rewards partner is responsible for designing, implementing, and managing employee compensation and benefits programs, including salary, bonuses, health insurance, and other perks. They analyze market data, ensure compliance with regulations, and collaborate with HR and leadership to align rewards strategies with company goals. Strong communication skills and knowledge of compensation tools are essential for this role.

What are the key skills and qualifications needed to thrive as a total rewards partner?

A Total Rewards Partner should possess strong analytical abilities, a comprehensive understanding of compensation and benefits programs, and typically hold a bachelor's degree in human resources or a related field. Familiarity with HRIS systems, advanced Excel skills, and relevant certifications such as Certified Compensation Professional (CCP) are highly valued. Excellent communication, attention to detail, and stakeholder management skills enable effective collaboration and the ability to explain complex reward structures. These competencies are critical for designing, implementing, and communicating total rewards strategies that attract, motivate, and retain employees.

What is a total rewards partner?

A Total Rewards Partner is responsible for designing, implementing, and managing an organization's compensation and benefits programs to attract and retain talent. They analyze salary structures, benefits offerings, incentives, and recognition programs to ensure competitiveness and alignment with company goals. This role requires collaboration with HR, finance, and leadership to develop and communicate total rewards strategies. Additionally, they ensure compliance with labor laws and industry standards while optimizing employee satisfaction and engagement.

What are some typical challenges a total rewards partner faces, and how can they be addressed?

A Total Rewards Partner often navigates complex compensation structures and changing market trends while balancing organizational budget constraints and employee expectations. Staying current with laws, regulations, and benefits trends is essential to ensure compliance and competitiveness. The role frequently requires collaborating with cross-functional teams to align rewards strategies with business goals, which can present challenges in communication and consensus-building. By proactively analyzing data, seeking continuous education, and maintaining strong relationships with stakeholders, Total Rewards Partners can successfully address these challenges and deliver impactful rewards solutions.

How to get a job in total rewards?

To pursue a career as a Total Rewards Partner, candidates typically need a bachelor's degree in human resources, business, or a related field, along with experience in compensation, benefits, or HR management. Developing skills in data analysis, HRIS systems, and understanding compensation strategies can enhance prospects. Certifications like the Certified Compensation Professional (CCP) can also improve employability in this field.
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What are the most commonly searched types of Total Rewards Partner jobs? The most popular types of Total Rewards Partner jobs are:
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Total Rewards Partner jobs near you
Infographic showing various Total Rewards Partner job openings in the United States as of August 2026, with employment types broken down into 83% Full Time, 9% Part Time, and 8% Contract. Highlights an 88% Physical, 4% Hybrid, and 8% Remote job distribution, with an average salary of $113,105 per year, or $54.4 per hour.

Total Rewards Partner

St. Joseph Center

Venice, CA • On-site

Full-time

Medical, Dental, Vision, Life, Retirement

Posted 6 days ago

Job description

Company Description
Background
Since 1976, St. Joseph Center has been meeting the needs of low-income and homeless individuals and families in Venice, Santa Monica, Mar Vista, and surrounding communities. The Center is a 501(c)(3) nonprofit community organization that assists people without regard for religious affiliation or lack thereof through comprehensive case management and integrated social service programs. The Center enjoys broad-based community support as well as a sponsored relationship with its founders, the Sisters of St. Joseph of Carondelet. St. Joseph Center serves approximately 6,000 individuals annually.
Brief Description of Principal Activities
Multifaceted intervention, prevention, and education services are carried out at four sites on the Westside of Los Angeles. St. Joseph Center's integrated programs provide clients with concentrated and coordinated access to services according to the nature of their needs.
Job Description
The Opportunity
The People + Culture team fosters a welcoming, supportive, and values-driven environment where employees feel empowered to thrive. We are committed to building a culture of trust, meaningful connection, and service grounded in St. Joseph Center's mission and values.
The People + Culture Total Rewards Partner is a hands-on individual contributor who owns the day-to-day administration of employee benefits, leaves of absence, workers' compensation, and core HRIS processes. The role helps build sustainable, scalable systems and processes that improve consistency, reduce administrative burden, and support the organization's evolving needs. The position also helps launch practical employee-facing HR technology and provides administrative and analytical support for compensation activities as the total rewards function matures. This is an employee-centered operations role reporting to the AVP, People & Culture.
What You'll Own
  • Benefits Administration and Employee Support: Own the day-to-day administration of medical, dental, vision, life, flexible spending, retirement, and related benefit programs. Serve as a primary employee resource; manage eligibility, enrollments, life-event changes, terminations, and documentation; coordinate with brokers, carriers, payroll, and vendors; reconcile invoices, payroll deductions, eligibility files, and vendor feeds; and lead the operational execution of year-round benefits education and open enrollment.
  • Leave of Absence and Workplace Accommodations: Manage end-to-end administration of statutory, company-provided, and personal leaves, including intake, eligibility review, notices, certifications, tracking, extensions, benefit continuation, payroll impact, return-to-work coordination, and closure. Support the interactive process for disability, pregnancy, and related accommodations in partnership with People & Culture leadership and legal counsel when appropriate.
  • Workers' Compensation: Administer workers' compensation cases from incident intake through closure. Coordinate with employees, managers, medical providers, payroll, operations, carriers, and claims partners to support appropriate care, wage coordination, work restrictions, modified duty, return-to-work activity, and case resolution. Maintain accurate files and monitor case aging, trends, barriers, and risk.
  • HRIS, Data Quality, and Employee Experience: Assist with requirements gathering, process mapping, configuration, data validation, testing, training, documentation, issue tracking, launch support, and adoption. Maintain accurate HRIS data; produce recurring and ad hoc reports; support employee-facing HR tools.
  • Compensation and Total Rewards Support: Maintain accurate compensation data, job records, and decision documentation. Gather and organize market data; prepare clean files, validation reports, and employee communications; and support job pricing, hiring ranges, promotions, equity reviews, pay-equity analysis, annual compensation planning, and other total rewards projects.
  • Team Contribution and Operational Excellence: Contribute as an all-hands-on-deck member of a lean People & Culture team. Build reliable workflows, service standards, tracking tools, standard operating procedures, job aids, and cross-training materials that reduce single points of failure. Identify recurring issues, recommend practical solutions, and follow improvements through implementation.

Qualifications
What We're Looking For
  • Bachelor's degree from an accredited college or university, or equivalent knowledge and experience.
  • Four or more years of progressively responsible Human Resources experience with substantial hands-on ownership of benefits administration, leave management, workers' compensation, and HRIS transactions or reporting.
  • Strong working knowledge of California and federal leave, disability accommodation, benefits, and workers' compensation requirements, including the ability to recognize when a matter requires escalation.
  • Experience managing multiple employee cases, deadlines, vendors, data files, and confidential records with strong accuracy and follow-through.
  • Hands-on experience with an HRIS, payroll system, benefits platform, and vendor interfaces or data feeds.
  • Experience supporting compensation administration, market benchmarking, pay-equity analysis, or an annual compensation cycle preferred.
  • Strong data-analysis skills, including the ability to validate information and present findings clearly.
  • Ability to explain complex benefits, leave, and system information in plain language with empathy, professionalism, consistency, and appropriate confidentiality.
  • Demonstrated ability to work independently, prioritize competing demands, exercise sound judgment, and contribute broadly in a small, fast-moving team.

Additional Information
Our Values
Dignity / Community / Integrity / Partnership / Social Justice / Radical Care
Work Environment
Regular use of a computer and HR technology platforms is required, along with the ability to manage detailed records and sustained periods of screen-based work. The role follows a hybrid work arrangement with regular onsite presence and occasional travel among Los Angeles-area locations. Reasonable accommodations may be made to enable qualified individuals to perform the essential functions of the role.
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.
Physical Demands:
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 enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is frequently required to stand, sit, walk, stoop, talk, hear, reach above and below shoulders; use hand and finger dexterity, keyboarding and making and receiving telephone calls. The employee may be required on occasion to lift and or carry up to 20 lbs.
EEO:
SJC (St. Joseph Center) provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics or status as a veteran. In addition to federal law requirements, SJC complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.
Benefits:
Excellent Benefits package available.

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