Total Rewards Manager || Benefits + Compensation Ownership || St. Louis, MO

What if you could walk into a company where the compensation structure exists but no one owns it yet? Where your expertise in both benefits and comp isn't a "nice to have" but the entire reason the role was created?

𝗖𝗢𝗠𝗣𝗔𝗡𝗬

Pave Talent is hiring on behalf of our client, a century-old industrial manufacturer and one of the largest lime and calcium products producers in the Americas. With 1,000 employees across roughly 10 US production sites, this is a company that has been growing, investing in its HR function, and building the infrastructure to match its operational scale. Recognized nationally as one of America's Greatest Workplaces, they are known for a highly collaborative culture, a serious commitment to safety and sustainability, and a benefits package that employees consistently describe as exceptional.

𝗖𝗔𝗥𝗘𝗘𝗥 𝗔𝗖𝗖𝗘𝗟𝗘𝗥𝗔𝗧𝗜𝗢𝗡

This isn't a maintenance role. The outgoing benefits leader ran this function for over 10 years and is being promoted. Rather than backfill her scope, the company is using this opening to build a true Total Rewards function for the first time. Compensation has historically been distributed across the VP of HR, the HR Director, and a senior HRBP. You are the consolidator. You will be the first person to truly own both sides, report directly to the VP of HR, and shape what this function looks like for years to come.

𝗧𝗛𝗘 𝗢𝗣𝗣𝗢𝗥𝗧𝗨𝗡𝗜𝗧𝗬

You will report directly to the VP of Human Resources and manage two direct reports: an HR Assistant based at the St. Louis corporate office and a Benefits Administrator stationed at the company's largest production site (approximately 650 employees). The salary structure already exists. The bones are there. What's missing is an owner with the expertise to build it out, run it, and make it a real competitive advantage.

𝗪𝗛𝗔𝗧 𝗬𝗢𝗨'𝗟𝗟 𝗢𝗪𝗡

- Lead all benefits programs end to end: health, dental, vision, 401(k), wellness, leave administration, and COBRA/FMLA compliance

- Own open enrollment from planning through execution, including travel to production sites during October and November

- Take ownership of the existing salary structure and compensation program, currently distributed across multiple HR leaders

- Manage job architecture, merit cycles, annual incentive administration, and market benchmarking (ADP is the HRIS)

- Ensure ERISA, ACA, and federal/state pay compliance across all US locations

- Analyze program utilization data and market benchmarks to make evidence-based recommendations to the VP of HR

- Lead employee communications and education on total rewards programs across a multi-site, manufacturing workforce

- Support HR due diligence on company acquisitions as needed

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟 𝗧𝗔𝗟𝗞

This role was built for someone who is genuinely passionate about both sides of Total Rewards, not someone looking to delegate immediately or use only half their skill set. The VP of HR described exactly who she's looking for: someone with "fire under the belly" paired with the warmth and approachability that plant employees need when they walk in with a benefits question.

The comp function is being centralized for the first time, which means you'll be building while running. You'll need to be comfortable owning a salary structure that has had multiple stakeholders and creating structure where there was shared ownership. This is a hands-on role before it's a strategic one.

Weekly travel to the company's largest production site (about an hour away) is expected. Open enrollment in October and November involves travel across the plant network. If you want to stay at headquarters and delegate from day one, this isn't the right fit.

𝗤𝗨𝗔𝗟𝗜𝗙𝗜𝗖𝗔𝗧𝗜𝗢𝗡𝗦

𝗥𝗲𝗾𝘂𝗶𝗿𝗲𝗱:

- 8 years of progressive experience in both compensation AND benefits (hard requirement, not a preference)

- Documented open enrollment ownership in a prior role

- Bachelor's degree in HR, Finance, Business Administration, or a related field

- Strong analytical skills and advanced Excel proficiency

- ADP or comparable HRIS experience

𝗕𝗼𝗻𝘂𝘀 𝗣𝗼𝗶𝗻𝘁𝘀:

- Experience in manufacturing, mining, chemical, or another 24/7 industrial environment

- Union exposure

- CCP (Certified Compensation Professional), CEBS, SHRM, or CBP certification

𝗖𝗢𝗠𝗣𝗘𝗡𝗦𝗔𝗧𝗜𝗢𝗡 𝗔𝗡𝗗 𝗕𝗘𝗡𝗘𝗙𝗜𝗧𝗦

𝗕𝗮𝘀𝗲 𝗦𝗮𝗹𝗮𝗿𝘆: Competitive and based on experience

𝗕𝗼𝗻𝘂𝘀: 10% annual target bonus (real target, not a stretch goal)

𝗥𝗲𝗹𝗼𝗰𝗮𝘁𝗶𝗼𝗻: Lump-sum sign-on bonus available for relocation candidates

𝗦𝗰𝗵𝗲𝗱𝘂𝗹𝗲: Hybrid; Monday and Friday WFH, Tuesday through Thursday on-site in St. Louis

𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀: Comprehensive health, dental, vision, 401(k), and wellness programs; consistently described as best-in-class

𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻: St. Louis, MO corporate headquarters

Apply via LinkedIn and we'll reach out to schedule a conversation. Confidential search; your application is fully private.

𝗣𝗮𝘃𝗲 𝗧𝗮𝗹𝗲𝗻𝘁 | 𝗛𝗶𝗿𝗶𝗻𝗴 𝗥𝗲𝗶𝗺𝗮𝗴𝗶𝗻𝗲𝗱