HomeServe USA
Position Overview:
The Senior Manager, Total Rewards is a high-impact, strategic, and highly analytical role responsible for both the technical execution of core compensation programs and the design and implementation of the organization's people analytics and metrics capability. This role serves as a critical resource, providing data-driven insights and leading key projects that shape and advance the overall Total Rewards strategy.
Responsibilities:
Compensation Strategy & Administration (Approx. 40% Focus) Program Partnership : Collaborate closely with the compensation team member(s) on the design, administration, and communication of the company's core compensation programs, including salary structures, incentive plans, and the annual pay review cycles. Analytics & Modeling : Responsible for complex compensation modeling, financial analysis of proposed program changes, and deep-dive analysis of market competitiveness and internal equity, providing data-driven recommendations to both the Compensation Manager and leadership. Technical Architecture : Own the maintenance and technical architecture of job family structures, job leveling guidelines, and the external market pricing methodology, ensuring data integrity and systematic rigor. Consultation : Partner with the compensation team members and People Business Partners to provide data-backed consultation on complex compensation issues, organizational design changes, and strategic offers. Compliance & Audit Support : Provide analytical support for compensation-related compliance initiatives, including pay equity analysis and internal/external audits, working in tandem with the Compensation Manager. People Metrics & Data Analytics (Approx. 40% Focus)
Analytics Strategy:
Establish and develop the strategy for People Metrics in partnership with the HRIS leader within the Total Rewards function. Identify key questions, data needs, and analytical methodologies to support strategic decision-making, by working with People Team leaders. Dashboard Development:
Design, develop, and maintain a comprehensive suite of key Total Rewards and HR metrics dashboards (e.g., turnover, retention, benefit utilization) using advanced data visualization tools. Strategic Insights:
Conduct rigorous analytical deep-dives to identify trends, root causes, and correlations. Translate complex data sets into clear, compelling narratives and presentations for executive leadership. Data Governance:
Collaborate closely with the HRIS, Payroll, and Compliance functions to ensure data quality, consistency, system integration, and security protocols are met across all reporting. Total Rewards Special Projects & Process Improvement (Approx. 20% Focus)
Project Leadership:
Take the lead on high-priority, and time-sensitive projects across the Total Rewards and broader HR function as directed. Examples may include M&A integration and major vendor implementations. Compliance & Audit:
Lead internal compensation compliance efforts, including pay equity audits and required government reporting. Process Optimization:
Drive continuous improvement by identifying opportunities to streamline and optimize Total Rewards administrative processes and workflows, leveraging HR technology to enhance efficiency. Essential Functions:
Essential Job Function
% of Time on Function
Compensation Strategy & Administration
40%
People Metrics & Data Analytics
40%
Total Rewards Special Projects & Process Improvement
20%
Total
100%
Job Requirements:
Bachelor's degree in Business, Human Resources, Finance or a related quantitative field. Minimum of 7+ years of experience in Total Rewards with direct experience leading complex annual compensation cycles and market pricing. Proven experience in developing and automating data dashboards and translating complex data into business recommendations. Demonstrated expertise with data visualization tools (e.g., Tableau, Power BI) and advanced HRIS reporting functionality (e.g., Workday, SAP, etc.). Expert-level proficiency in Microsoft Excel (pivot tables, complex modeling, financial formulas). Strong work ethic and willingness to take ownership Ad-hoc responsibilities as assigned
Minimum Physical Requirements:
The physical demands described represent those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions of the position for which they work. While performing the duties of this position, the employee is regularly required to listen, talk and hear. The employee frequently is required to use hands or fingers, handle or feel objects, tools, or controls while executing tasks like working on a computer or talking on the telephone. The employee is occasionally required to stand; walk; sit; and reach with hands and arms. The employee must occasionally lift and/or move up to 15 pounds. Specific vision abilities required by this position include close vision, distance vision, and the ability to adjust focus. The noise level in the work environment is usually moderate to low.
This job description is intended to provide guidelines for job expectations and the employee's ability to perform the position described. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills, and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate.
Salary Range: $111,691.89 - $148,922.52
Annual Bonus Potential: 10%
HomeServe USA is an equal opportunity employer.
Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
The Senior Manager, Total Rewards is a high-impact, strategic, and highly analytical role responsible for both the technical execution of core compensation programs and the design and implementation of the organization's people analytics and metrics capability. This role serves as a critical resource, providing data-driven insights and leading key projects that shape and advance the overall Total Rewards strategy.
Responsibilities:
Compensation Strategy & Administration (Approx. 40% Focus) Program Partnership : Collaborate closely with the compensation team member(s) on the design, administration, and communication of the company's core compensation programs, including salary structures, incentive plans, and the annual pay review cycles. Analytics & Modeling : Responsible for complex compensation modeling, financial analysis of proposed program changes, and deep-dive analysis of market competitiveness and internal equity, providing data-driven recommendations to both the Compensation Manager and leadership. Technical Architecture : Own the maintenance and technical architecture of job family structures, job leveling guidelines, and the external market pricing methodology, ensuring data integrity and systematic rigor. Consultation : Partner with the compensation team members and People Business Partners to provide data-backed consultation on complex compensation issues, organizational design changes, and strategic offers. Compliance & Audit Support : Provide analytical support for compensation-related compliance initiatives, including pay equity analysis and internal/external audits, working in tandem with the Compensation Manager. People Metrics & Data Analytics (Approx. 40% Focus)
Analytics Strategy:
Establish and develop the strategy for People Metrics in partnership with the HRIS leader within the Total Rewards function. Identify key questions, data needs, and analytical methodologies to support strategic decision-making, by working with People Team leaders. Dashboard Development:
Design, develop, and maintain a comprehensive suite of key Total Rewards and HR metrics dashboards (e.g., turnover, retention, benefit utilization) using advanced data visualization tools. Strategic Insights:
Conduct rigorous analytical deep-dives to identify trends, root causes, and correlations. Translate complex data sets into clear, compelling narratives and presentations for executive leadership. Data Governance:
Collaborate closely with the HRIS, Payroll, and Compliance functions to ensure data quality, consistency, system integration, and security protocols are met across all reporting. Total Rewards Special Projects & Process Improvement (Approx. 20% Focus)
Project Leadership:
Take the lead on high-priority, and time-sensitive projects across the Total Rewards and broader HR function as directed. Examples may include M&A integration and major vendor implementations. Compliance & Audit:
Lead internal compensation compliance efforts, including pay equity audits and required government reporting. Process Optimization:
Drive continuous improvement by identifying opportunities to streamline and optimize Total Rewards administrative processes and workflows, leveraging HR technology to enhance efficiency. Essential Functions:
Essential Job Function
% of Time on Function
Compensation Strategy & Administration
40%
People Metrics & Data Analytics
40%
Total Rewards Special Projects & Process Improvement
20%
Total
100%
Job Requirements:
Bachelor's degree in Business, Human Resources, Finance or a related quantitative field. Minimum of 7+ years of experience in Total Rewards with direct experience leading complex annual compensation cycles and market pricing. Proven experience in developing and automating data dashboards and translating complex data into business recommendations. Demonstrated expertise with data visualization tools (e.g., Tableau, Power BI) and advanced HRIS reporting functionality (e.g., Workday, SAP, etc.). Expert-level proficiency in Microsoft Excel (pivot tables, complex modeling, financial formulas). Strong work ethic and willingness to take ownership Ad-hoc responsibilities as assigned
Minimum Physical Requirements:
The physical demands described represent those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions of the position for which they work. While performing the duties of this position, the employee is regularly required to listen, talk and hear. The employee frequently is required to use hands or fingers, handle or feel objects, tools, or controls while executing tasks like working on a computer or talking on the telephone. The employee is occasionally required to stand; walk; sit; and reach with hands and arms. The employee must occasionally lift and/or move up to 15 pounds. Specific vision abilities required by this position include close vision, distance vision, and the ability to adjust focus. The noise level in the work environment is usually moderate to low.
This job description is intended to provide guidelines for job expectations and the employee's ability to perform the position described. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills, and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate.
Salary Range: $111,691.89 - $148,922.52
Annual Bonus Potential: 10%
HomeServe USA is an equal opportunity employer.
Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.