Belden Inc.
Sr. Analyst, Total Rewards Programs
This role will report to the Sr. Director, Total Rewards Programs and be a key member of the Total Rewards function, enabling the organization to attract and retain top talent through competitive and compliant benefit structures.
Well-qualified candidates will have extensive familiarity with US retirement regulations (ERISA), executive deferred compensation, and incentive plan administration. This role will not only oversee the day-to-day operations of retirement plans and incentive payouts but will also have the autonomy to make decisions, refine processes, and support broader Total Rewards strategy. A key focus will be on the end-to-end management of the US 401(k) and NQDC plans, while serving as a subject matter expert for global pension support and incentive program modeling.
Responsibilities Retirement Plan Management & Governance
Own the comprehensive management of US retirement plans, including 401(k) and the Non-Qualified Deferred Compensation (NQDC) plan for executive employees.
Lead compliance activities for US plans, including non-discrimination testing, Form 5500 filings, and support for annual audits to ensure adherence to ERISA and IRS regulations.
Drive the preparation and material development for the Retirement Fiduciary Committee, providing data‑driven insights and recommendations on plan performance and vendor management.
Support international pension plans where applicable, serving as a knowledgeable resource for global teams to ensure alignment with local regulations and corporate strategy.
Manage vendor relationships (e.g., Fidelity) to ensure service level agreements are met and employee escalations are resolved efficiently.
Incentive Program Administration (ACIP & LTIP)
Administer the Annual Cash Incentive Program (ACIP/STI) and Long-Term Incentive Plan (LTIP), ensuring accurate data handling, participant eligibility tracking, and payout calculations.
Collaborate with Finance and HR Business Partners to facilitate the smooth execution of incentive cycles, from accruals to final vesting and distribution.
Oversee the communication of incentive awards to participants, ensuring clarity regarding plan rules, vesting schedules, and performance targets.
Sales Incentive Plan (SIP) Design & Modeling
Support the strategic design and modeling of the Sales Incentive Plan (SIP), working with leadership to align sales behaviors with business objectives.
Analyze the effectiveness of current SIP structures and model potential changes to ensure plans remain competitive and fiscally responsible.
Process Optimization & Strategy
Champion the continuous improvement of Total Rewards processes, identifying opportunities to automate administration and reduce manual intervention.
Act as an autonomous owner of assigned programs, making decisions on operational improvements and supporting the Sr. Director in developing the broader Total Rewards roadmap.
Qualifications
Bachelor’s degree or higher in Human Resources, Business Administration, Finance, or a related field.
5–7+ years of relevant work experience in Total Rewards, specifically focusing on Benefits (Retirement) and/or Compensation.
Deep knowledge of US retirement regulations (ERISA, 401k compliance, NQDC) and experience managing fiduciary committee requirements.
Proven experience administering variable pay programs, including Short-Term Incentives (STI) and Long-Term Incentives (LTI).
Strong analytical skills with the ability to model complex incentive plans (SIP) and interpret data to drive decision‑making.
Autonomy and ownership, with a track record of managing processes independently and making informed decisions in a matrixed environment.
Experience with HR systems and survey tools is a plus, specifically SAP SuccessFactors Employee Central, Fidelity Plan Sponsor Webstation, and Mercer or Radford survey tools.
Excellent communication and interpersonal skills, with the ability to explain complex benefit and compensation concepts to diverse audiences.
Compensation
Applicants can expect a base compensation range of $100,000 – $175,000 annually plus benefits and additional incentives based on the level of the role. This is the reasonable estimate that Belden believes it might pay for this job based on applicable circumstances at the time of posting. Belden may ultimately pay more or less than the posted range as permitted by law, and commensurate with the applicant’s experience, qualifications, and geographical location.
Belden also offers hybrid and remote work practices where feasible and provides employees with benefits that could include health/dental/vision, long‑term/short‑term disability, life insurance, HSA/FSA, matching retirement plans, paid vacation, parental leave, employee stock purchase plan, paid leave for volunteer work in your community, training opportunities, professional talent management and succession planning, corporate health well‑being initiatives and a work culture which includes commitment to diversity, equity, inclusion and sustainability.
Location: St. Louis, MO
Seniority level: Mid‑Senior level
Employment type: Full‑time
Job function: Human Resources
Industries: Manufacturing
These statements are intended to describe the general nature and level of work involved for this job. It is not an exhaustive list of all responsibilities, duties and skills required of this job.
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This role will report to the Sr. Director, Total Rewards Programs and be a key member of the Total Rewards function, enabling the organization to attract and retain top talent through competitive and compliant benefit structures.
Well-qualified candidates will have extensive familiarity with US retirement regulations (ERISA), executive deferred compensation, and incentive plan administration. This role will not only oversee the day-to-day operations of retirement plans and incentive payouts but will also have the autonomy to make decisions, refine processes, and support broader Total Rewards strategy. A key focus will be on the end-to-end management of the US 401(k) and NQDC plans, while serving as a subject matter expert for global pension support and incentive program modeling.
Responsibilities Retirement Plan Management & Governance
Own the comprehensive management of US retirement plans, including 401(k) and the Non-Qualified Deferred Compensation (NQDC) plan for executive employees.
Lead compliance activities for US plans, including non-discrimination testing, Form 5500 filings, and support for annual audits to ensure adherence to ERISA and IRS regulations.
Drive the preparation and material development for the Retirement Fiduciary Committee, providing data‑driven insights and recommendations on plan performance and vendor management.
Support international pension plans where applicable, serving as a knowledgeable resource for global teams to ensure alignment with local regulations and corporate strategy.
Manage vendor relationships (e.g., Fidelity) to ensure service level agreements are met and employee escalations are resolved efficiently.
Incentive Program Administration (ACIP & LTIP)
Administer the Annual Cash Incentive Program (ACIP/STI) and Long-Term Incentive Plan (LTIP), ensuring accurate data handling, participant eligibility tracking, and payout calculations.
Collaborate with Finance and HR Business Partners to facilitate the smooth execution of incentive cycles, from accruals to final vesting and distribution.
Oversee the communication of incentive awards to participants, ensuring clarity regarding plan rules, vesting schedules, and performance targets.
Sales Incentive Plan (SIP) Design & Modeling
Support the strategic design and modeling of the Sales Incentive Plan (SIP), working with leadership to align sales behaviors with business objectives.
Analyze the effectiveness of current SIP structures and model potential changes to ensure plans remain competitive and fiscally responsible.
Process Optimization & Strategy
Champion the continuous improvement of Total Rewards processes, identifying opportunities to automate administration and reduce manual intervention.
Act as an autonomous owner of assigned programs, making decisions on operational improvements and supporting the Sr. Director in developing the broader Total Rewards roadmap.
Qualifications
Bachelor’s degree or higher in Human Resources, Business Administration, Finance, or a related field.
5–7+ years of relevant work experience in Total Rewards, specifically focusing on Benefits (Retirement) and/or Compensation.
Deep knowledge of US retirement regulations (ERISA, 401k compliance, NQDC) and experience managing fiduciary committee requirements.
Proven experience administering variable pay programs, including Short-Term Incentives (STI) and Long-Term Incentives (LTI).
Strong analytical skills with the ability to model complex incentive plans (SIP) and interpret data to drive decision‑making.
Autonomy and ownership, with a track record of managing processes independently and making informed decisions in a matrixed environment.
Experience with HR systems and survey tools is a plus, specifically SAP SuccessFactors Employee Central, Fidelity Plan Sponsor Webstation, and Mercer or Radford survey tools.
Excellent communication and interpersonal skills, with the ability to explain complex benefit and compensation concepts to diverse audiences.
Compensation
Applicants can expect a base compensation range of $100,000 – $175,000 annually plus benefits and additional incentives based on the level of the role. This is the reasonable estimate that Belden believes it might pay for this job based on applicable circumstances at the time of posting. Belden may ultimately pay more or less than the posted range as permitted by law, and commensurate with the applicant’s experience, qualifications, and geographical location.
Belden also offers hybrid and remote work practices where feasible and provides employees with benefits that could include health/dental/vision, long‑term/short‑term disability, life insurance, HSA/FSA, matching retirement plans, paid vacation, parental leave, employee stock purchase plan, paid leave for volunteer work in your community, training opportunities, professional talent management and succession planning, corporate health well‑being initiatives and a work culture which includes commitment to diversity, equity, inclusion and sustainability.
Location: St. Louis, MO
Seniority level: Mid‑Senior level
Employment type: Full‑time
Job function: Human Resources
Industries: Manufacturing
These statements are intended to describe the general nature and level of work involved for this job. It is not an exhaustive list of all responsibilities, duties and skills required of this job.
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