Whether you're a recent grad or a seasoned professional, you can experience meaningful career growth at Rosendin. Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more.

YOUR NEXT OPPORTUNITY:

This position is a leadership role responsible for implementing operational excellence and compensation strategy, ensuring efficiency and compliance across the organization. This role reports directly to the Director of Compensation and Benefits and acts as a strategic partner to the organization. The Senior Manager, Compensation will mentor the team and will collaborate with various Centers of Excellence (COEs) to drive strategic HR initiatives. This role will require the leadership qualities of patience, persistence, professionalism, creativity, flexibility and tenacity to be successful in a fast-growing business that can be resistant to change. The Senior Manager, Compensation role will become a trusted partner to the business with the proven ability to build relationships with divisional leaders and provide innovative solutions that meet evolving business needs.

WHAT YOU'LL DO:

• Compensation Expertise: Demonstrate the efficient, consistent, and compliant execution of the Compensation lifecycle including market analysis, benchmarking, design/management of pay structure, incentive plans and other programs.
• Professional Development: Modeling the characteristics of a trusted people leader, provide counsel and/or coaching to divisional leaders and peers as well as guidance, feedback, perspective and mentorship to direct and in-direct reports in their professional development.
• Total Rewards Strategist: Execute and direct a nimble, scalable strategy to support the needs of the ever-changing business.
• Total Rewards Enablement and Influence: Partner with HR Business Partners (HRBPs), Talent Acquisition (TA), Benefits and business leaders to understand their needs, providing guidance in executing Total Rewards strategy effectively across the regions and through the business unit levels.
• Collaboration with COEs: Collaborate with HR Operations, Learning & Development, and Talent Acquisition COEs to develop and implement integrated Total Rewards processes that align with business objectives.
• Process Improvement & Technology: Focus upon continuous improvement within Total Rewards, identifying opportunities for process optimization, automation, and leveraging technology (including data analytics) to enhance efficiency and service quality.
• Compliance and Risk Management: Ensure compliance with all relevant federal, state, and local employment laws, regulations, and internal policies, as well as managing Total Rewards-related risks.
• Data Analysis and Reporting: Leverage data and analytics to identify trends, inform decision-making, measure the effectiveness of Total Rewards programs and initiatives, and provide insights to senior leadership.
• Change Management: Lead and support change management efforts related to Total Rewards programs, organizational restructuring, mergers/acquisitions and other strategic initiatives, ensuring smooth transitions and adoption across the organization.
• Culture & Employee Experience: Champion a positive and inclusive culture that aligns with company values, fostering employee engagement and a high-performance environment. Ensures the organization is both highly competitive in multiple markets and internally equitable.
• The duties and responsibilities are intended to describe the general nature and scope of work being performed by this position. This is not a complete description as other duties will be assigned based on the position's role within the business unit.

WHAT YOU BRING TO US:

• Bachelor's degree in HR, Business, Finance, or other related profession; master's degree preferred
• Certified Compensation Professional (CCP) preferred
• Expert knowledge compensation surveys, job analysis, job leveling and/or significant experience with implementing grading methodologies
• Minimum 12 years' experience working in compensation-related positions
• Experience in the construction industry - a plus
• Familiarity with CBAs and a structured hourly workforce - a plus
• Experience with deferred comp such as 401k or ESOP's - a plus
• Can be a combination of education, training, and relevant experience

COMPETENCIES:

• Education: Bachelor's degree in human resources, Business Administration, or a related field required. A master's degree (e.g., MBA, MSOL, or equ