Manager Total Rewards

2 days ago Be among the first 25 applicants Get AI-powered advice on this job and more exclusive features. Direct message the job poster from DCC Propane, LLC The HR Manager, Total Rewards is responsible for the strategy, design, implementation, and administration of the company’s total rewards programs to attract, retain, and motivate a high-performing workforce. This role oversees compensation, payroll, benefits, 401(k) administration, HRIS management, and HR reporting/analytics the entire coast-to-coast organization. The position ensures all programs are competitive, compliant, cost-effective, and aligned with the company’s purpose of advancing the wellbeing and productivity of everyone we touch. This role partners closely with executive leadership to drive a rewards philosophy that attracts, engages, and retains top talent while supporting operational excellence. Core Duties/Key Responsibilities · Strategic Partnership & Workforce Planning – Develop and execute a total rewards strategy aligned with company goals, industry competitiveness, and employee engagement priorities. Partner with executive leadership to design reward programs that drive performance, safety, and customer service excellence. Provide thought leadership on market trends and innovative approaches to compensation, benefits, and recognition programs. · Compensation Management - Oversee the development and maintenance of Hay and/or Pay Grade structure, short-term and long-term incentive programs, and job evaluation systems. Lead the annual compensation cycle, including merit increases, bonuses, and incentive plans. Conduct market benchmarking studies to ensure competitive pay practices within propane, transportation, and energy sectors. Advise executives on compensation strategies for leadership roles, mission-critical positions, and retention initiatives. Oversee annual merit, bonus, and incentive programs in alignment with company goals and budget. Provide guidance to leaders on salary offers, pay adjustments, and compensation policies. · Payroll Management – Oversee, approve, and audit end-to-end payroll processing for all employees across multiple states, ensuring accuracy, timeliness, and compliance with federal, state, and local regulations. Maintain payroll system accuracy, including timekeeping integrations, tax filings, and wage garnishments. Partner with Finance to reconcile payroll accounts and manage reporting for audits. · Benefits, Wellness & 401(k) Administration - Manage health, dental, vision, life, disability, wellness, and other benefit programs. Oversee 401(k) plan administration, including compliance testing, employee communications, and annual audits. Evaluate benefit vendors, negotiate renewals, and ensure competitive, cost-effective offerings. Coordinate annual open enrollment and deliver clear, engaging employee communications. Administer wellness programs to promote employee health and engagement. Oversee administration of the company 401(k) plan, including enrollment, compliance testing, and contributions. Conduct regular benchmarking to ensure competitiveness and value to employees. · HRIS Management - Serve as the system administrator for the HRIS platform, ensuring data integrity, functionality, system optimization and user adoption. Oversee HR system enhancements, upgrades, and integrations with payroll, benefits, and applicant tracking systems. Manage system upgrades, testing, and user training and support for HRIS users across the organization. · Reporting & Analytics - Develop and maintain HR dashboards and analytics for leadership, including metrics on headcount, turnover, compensation trends, and benefits utilization. Ensure compliance with all required reporting, including EEO-1, ACA, PCORI, and other federal and state filings. Provide data-driven insights to support strategic decision-making in HR and operations. Maintain data integrity and security in compliance with privacy and confidentiality requirements. · Compliance & Governance - Ensure compliance with all applicable labor laws, wage and hour regulations, benefits regulations (ERISA, ACA, HIPAA), and retirement plan requirements. Maintain confidentiality of sensitive employee information in accordance with company policy and legal requirements. Develop and maintain policies, procedures, and documentation to support compliance and consistency. Continuously evaluate processes for efficiency and recommend improvements. Prepare for and manage audits related to payroll, benefits, and retirement plans. · Leadership & Collaboration – Lead, develop and grow a small team assisting with payroll, benefits, and HRIS administration. Partner with HR leadership, Finance, and Operations to align total rewards programs with organizational goals and budget constraints. Position Qualifications Experience/Education Required Education: Bachelor’s/Undergraduate Degree; Master’s degree preferred Fields of Study Preferred: Human Resources, Finance, Business Administration, or related field Certification: CCP, CBP, CEBS. SHRM-CP/SCP, or PHR/SPHR certification preferred Required Work Experience: - 7+ years of progressive HR experience, with at least 3 years in total rewards, compensation, or benefits leadership role. - Multi-state payroll and benefits administration experience required: energy, transportation, or field services industries preferred. - Strong HRIS administration experience; familiarity with systems such as SuccessFactors, Workday, Dayforce, UKG, ADP, or similar preferred. Required Knowledge/Skills/Abilities Microsoft Applications: Extremely proficient (in particular, Outlook, Teams, Word, Excel, and PowerPoint) Additional Technology: High technical capabilities with ability to quickly learn and utilize new technologies. Communication: Exceptional verbal and written communication skills required - Strong analytical, financial, and problem-solving skills - Excellent written and verbal communication skills; ability to explain complex topics to diverse audiences - Advanced proficiency in Microsoft Excel and HR data analysis - Ability to manage multiple priorities in a fast-paced, geographically dispersed organization - High attention to detail, data accuracy, and compliance requirements - Strong business acumen with the ability to connect HR initiatives to operational performance - In-depth knowledge of federal and state employment laws and HR best practices - Ability to listen and probe to understand root cause of an issue - Nurture a positive working environment - Outstanding judgement, sensitivity and high discretion - Ability to articulate direction and plans across all functional levels - Strong integrity and discretion in handling confidential information - Ability to work independently, manage multiple priorities and travel frequently Key Performance Indicators (KPIs): · Accuracy and timeliness of payroll processing and reporting. · Employee satisfaction with benefits and total rewards offerings. · Competitive positioning of compensation and benefits packages. · Compliance audit results and risk mitigation. · Efficiency gains from HRIS and process improvements. Physical/Working Requirements The work environment characteristics described are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodation may be available to enable individuals with disabilities to perform the essential functions. While performing the duties of this Job, the employee is: · This position is hybrid and requires you to periodically work from an office environment with occasional travel. · This position may require driving a vehicle for long periods of time. Must have a clean driving history and motor vehicle record. · Prolonged sitting at a desk and working on a computer. · Must be able to position, transport, lift and/or move up to 15 pounds at a time. · Communicate with and exchange information verbally and in writing; · Move about in an office environment; · Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception and ability to adjust focus. · The noise level in the work environment is usually moderate. Scope Direct Reports: 2-3 Total Organization Employees: ~ 900 # States: 22 # Regions: 5 # Operating Districts: ~ 21 This job description is not intended to describe in detail the multitude of tasks that may be assigned, but rather to provide the employee with a general sense of the responsibilities and expectations of his/her position. It is not intended to be an exhaustive list of qualifications, skills, efforts, duties, responsibilities or working conditions associated with the position. As the nature of business demands change so, too, may the essential functions of this position. DCC Propane is an equal opportunity employer. We value diversity and inclusion at our company. We do not discriminate on the basis of race, color, religion, age, national origin, gender, gender identity, sexual orientation, marital status, veteran status, military status or disability status. Seniority level

Seniority level Mid-Senior level Employment type

Employment type Full-time Job function

Job function Human Resources Industries Oil and Gas Referrals increase your chances of interviewing at DCC Propane, LLC by 2x Inferred from the description for this job

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