Total Rewards Manager

Navis Food Partners, a leading foodservice company with annual revenues of $600 million, is currently seeking a highly qualified Total Rewards Manager for a dynamic, cross-functional role supporting our New England operation in our Londonderry, NH office.

The Total Rewards Manager is responsible for the design and execution of compensation, benefits, and incentive programs that support business goals and help attract and retain talent. This role partners with HR, Finance, and leadership to ensure programs are competitive, cost-effective, and aligned with the company’s operating needs. The role also supports M&A activity, including compensation and benefits due diligence and integration of total rewards programs across acquired businesses. This position requires a balance of strong analytical capability and hands-on execution, with the ability to manage core processes while driving consistency and scalability across the organization.

Key Responsibilities:

Compensation

• Design and manage base pay structures, salary bands, and job leveling frameworks.
• Lead annual compensation processes, including merit increases, promotions, and market adjustments.
• Conduct market benchmarking and ensure pay competitiveness across roles and locations.
• Partner with Finance and leadership on compensation budgeting and forecasting.
• Ensure compliance with all applicable wage and hour laws.

Benefits & Wellness

• Oversee design, administration, harmonization and optimization of health, retirement, and wellness programs.
• Manage vendor relationships (brokers, carriers, TPAs) and lead annual renewals.
• Evaluate plan performance and recommend cost containment and plan design strategies.
• Ensure compliance with federal and state regulations (e.g., ERISA, ACA, COBRA).
• Support employee communications and education on benefits offerings.

Incentive & Recognition Programs

• Design and administer bonus and incentive programs aligned with company performance goals.
• Partner with leadership to define performance metrics and payout structures.
• Oversee recognition programs to reinforce culture and performance.

Analytics & Reporting

• Develop and track key total rewards metrics (e.g., compa-ratio, benefits utilization, cost per employee).
• Provide insights and recommendations to leadership based on data trends.
• Support board-level and executive reporting as needed.

Mergers & Acquisitions (M&A) Support

• Support total rewards aspects of M&A activity, including compensation and benefits due diligence, risk assessment, and cost modeling.
• Evaluate legacy programs and develop recommendations for alignment or harmonization with enterprise-wide total rewards strategy.
• Partner with leadership, Finance, and external advisors on integration planning and execution, including retention strategies, employee transitions, and communication.
• Drive post-close integration of compensation, benefits, and related systems to ensure consistency, scalability, and minimal disruption.

HRIS & Process Optimization

• Partner with HRIS to ensure accurate compensation and benefits data management.
• Drive process improvements and automation within total rewards programs.
• Support system implementations or integrations related to compensation and benefits.

Employee Experience & Communication

• Develop clear and effective communication and training strategies for total rewards programs.
• Partner with HR Business Partners and managers to ensure consistent understanding and application of programs.
• Support employee inquiries and escalations related to compensation and benefits.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, Finance, or related field.
• 8 years of progressive experience in compensation and benefits.
• Strong knowledge of compensation structures, benefits design, and regulatory requirements.
• Experience in multi-site or operational environments preferred (e.g., distribution, manufacturing).
• Advanced Excel and data analysis skills; HRIS experience required.
• Experience working in a private equity or high-growth environment is a plus.
• Experience supporting mergers, acquisitions, or business integrations, including due diligence and post-close integration of compensation and benefits programs.
• Ability to assess and harmonize multiple compensation structures and benefits plans across entities.
• Knowledge of compensation, benefits and HR compliance requirements.
• Strong analytical skills with the ability to interpret data, solve problems, and provide insights to leadership.
• Proven ability to manage multiple priorities and meet deadlines in a fast-paced environment.
• Strong communication skills, with the ability to work effectively with stakeholders at all levels of the organization.
• Ability to work independently, prioritize competing demands, and manage multiple projects simultaneously.

Core Competencies:

• Analytical & Data-Driven Decision Making: Uses data to guide recommendations and decisions across compensation and benefits. Strong ability to interpret market data, internal pay equity, and cost trends, and translate findings into clear, actionable insights for leadership. Comfortable building models, analyzing scenarios, and identifying risks and opportunities.
• Business & Financial Acumen: Understands how total rewards programs impact the business, including labor costs, EBITDA, and workforce productivity. Able to balance competitiveness with cost discipline and partner effectively with Finance on budgeting, forecasting, and long-term planning.
• Strategic Thinking with Practical Execution: Thinks beyond day-to-day administration to design scalable, forward-looking total rewards strategies, while also ensuring strong execution of core processes (e.g., merit cycles, open enrollment, bonus administration). Able to connect big-picture goals with operational reality.
• Influence & Partnership: Builds strong relationships with leadership, HR Business Partners, and cross-functional teams. Effectively communicates recommendations, challenges assumptions when needed, and gains alignment across stakeholders with varying priorities.
• Attention to Detail & Compliance Orientation: Maintains a high level of accuracy in compensation and benefits administration. Strong understanding of regulatory requirements and ensures programs are compliant with federal, state, and local laws while minimizing risk.
• Process Improvement & Systems Mindset: Continuously looks for ways to streamline and improve total rewards processes. Leverages HRIS and technology to drive efficiency, enhance data integrity, and reduce manual work. Comfortable leading or supporting system implementations and enhancements.
• Employee-Centric Communication: Translates complex compensation and benefits concepts into clear, accessible messaging for employees and managers. Ensures programs are understood and valued, supporting engagement and trust.
• Discretion & Judgment: Handles highly sensitive compensation and employee information with confidentiality and sound judgment. Makes balanced decisions in situations involving competing priorities or incomplete information.