Compensation & Benefits Manager

InPwr, Inc. is looking for a Compensation & Benefits Manager to join our dynamic team!

We are an award-winning electrical design-build firm headquartered in Indianapolis, IN, with offices in Denver, CO, Los Angeles, CA, and Naples, FL. Named a 2019, 2022, 2023 and 2024 Top Places to Work, we believe in building it better, focus on complex opportunities, and taking the electrical design to the next level, with licenses in over forty states and projects across the nation.

We InPwr people through personal commitment, relentless dedication, and driving results together. Come Join our Team!

SUMMARY 
The Compensation & Benefits Manager is responsible for the design, development, implementation, administration, and continuous improvement of InPwr’s Total Rewards strategy. This position serves as the subject matter expert for compensation, benefits, job architecture, incentive compensation, sales commissions, executive and long-term incentive plans, and all company-sponsored health and welfare benefit programs.

This role partners closely with executive leadership, Finance, Payroll, Talent Acquisition, and people leaders to ensure compensation and benefit programs attract, retain, and motivate top talent while supporting the Company's growth strategy and maintaining market competitiveness and regulatory compliance.

KEY LEADERSHIP RESPONSIBILITIES
Compensation Strategy & Administration
• Design, administer, and continuously improve the Company's overall compensation philosophy and programs.
• Develop and maintain market-competitive salary structures, pay grades, and compensation ranges.
• Conduct market pricing using multiple salary survey sources.
• Lead annual compensation planning, including merit increases, promotional increases, market adjustments, and compensation budgeting.
• Partner with Finance on annual labor cost forecasting and compensation modeling.
• Analyze internal pay equity and external market competitiveness.
• Ensure compliance with applicable pay regulations.
• Prepare executive compensation recommendations and analyses.

Job Architecture
• Maintain enterprise-wide job architecture – including job families, functions, career levels, career ladders, job profiles, position descriptions, and standardized job titles.
• Establish compensation bands tied to organizational levels.
• Evaluate new positions and organizational changes.
• Maintain governance over position creation and classification.
• Partner with Talent Acquisition and HR leadership to ensure consistent application.

Variable Pay & Incentive Programs
• Design and administer annual incentive, management incentive, short-term incentive (STI), long-term incentive (LTI), executive incentive, project bonus, recognition, spot bonus, and retention bonus programs.
• Establish program rules, financial models, performance calculations, award administration, executive reporting, and program effectiveness analysis.

Sales Compensation
• Own sales commission plan design, administration, audits, documentation, and annual updates in partnership with leadership.
Benefits Administration
• Oversee all company-sponsored employee benefit programs including medical, dental, vision, prescription, life, disability, FSA, HSA, EAP, wellness, voluntary benefits, retirement, and PTO or leave programs.
• Manage open enrollment, vendor relationships, employee communications, eligibility, compliance, and issue resolution.

Financial Management
• Partner with the CHRO to manage annual benefit and compensation budgets, vendor negotiations, renewal analysis, forecasting, financial reporting, utilization analysis, and cost containment initiatives.

Compliance & Governance
• Ensure compliance with ERISA, ACA, COBRA, HIPAA, FMLA, IRS, DOL, Equal Pay Act, FLSA, state wage laws, and pay transparency requirements.
• Assist in internal and external audits as needed.

HR Systems & Analytics
• Partner with HR, Payroll, and Finance to outline the technology roadmap including HRIS and payroll system(s). Participate in implementation and maintenance of systems.
• Ensure accurate administration and reporting.
• Partner with the Automation Team to develop dashboards covering compensation, benefits, labor costs, pay equity, and executive reporting.

Leadership & Collaboration
• Partner with executive leadership, HR Ops, Finance, Payroll, Talent Acquisition, managers, and external vendors as the Company's Total Rewards expert.

Other job duties as assigned as based on the changing needs of the business.

TECHNOLOGY & TOOLS  
• Microsoft Office
• SharePoint 
• Spectrum & Viewpoint
• ERP optimization, business intelligence, dashboard reporting, automation, AI-enabled processes, and scalable systems supporting continued growth.

QUALIFICATIONS & COMPETENCIES 
• Bachelor's degree required; Master's preferred.
• CCP, CEBS, SHRM-SCP, and/or SPHR.
• 5 years progressive compensation and benefits experience.
• Experience with compensation design, benefits administration, job architecture, incentive programs, and preferably sales compensation and executive compensation. 
• Financial modeling, advanced Excel, HRIS, analytics, project management, communication, confidentiality, and executive influence.
• Construction, engineering, manufacturing, or project-based industry experience preferred.
• ERP optimization or implementation experience; familiarity with Spectrum or comparable construction platforms is a plus.
• Experience evaluating acquisitions, leading diligence, or integrating acquired businesses is preferred but not required.
 
PHYSICAL REQUIREMENTS

• Regular use of computers and handheld devices.
• In-office and hybrid work availability
• Travel as required.

Working/ Environment/ Physical Demands to successfully perform the essential functions of this job. This is a stationary position that requires frequent sitting or standing, repetitive wrist motions, grasping, speaking, listening, close vision, color vision, and the ability to adjust focus. The employee must occasionally lift and/or move up to 25 pounds. Employees in this position must be physically able to efficiently perform the essential functions of the position.

EEO, Drug Free Workplace

Safety has always been our priority. Along with the usual protocols to protect our workforce, vendors, and business partners, we’ve implemented additional safety standards, specifically in response to minimizing the possibility of transmission of the COVID-19 virus. Along with CDC recommended guidelines associated with hand-sanitization and safe-distancing, we’ve established procedures to reduce exposure and susceptibility. These include providing personnel with appropriate PPE, limiting non-essential foot traffic, added cleaning protocols, and encouraging open lines of communication for feedback, questions, and concerns.

InPwr, Inc. is an Equal Opportunity Employer. Employment contingent upon successful completion of background investigation and drug screening. Smoke-free workplace. Drug-free work environment according to Federal Law.

InPwr Inc is not currently hiring individuals for this position who now or in the future require sponsorship for employment visa status. Our hiring process includes drug & alcohol screening, E-verify, driving record, and background check. InPwr Inc. is an Equal Opportunity Employer and a Drug-Free Workplace Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.

Visit us at www.inpwrinc.com to apply online!