Total Rewards Manager jobs in Chicago, IL

The Project Manager will own end-to-end management of high-profile Total Rewards projects, including compensation, benefits, and equity programs. They will also build and automate scalable project infrastructure while acting as a strategic partner to cross-functional teams.

Design and evolve total rewards policies and compensation structures while providing expert advice to leadership on market-informed pay strategies. Manage a small team to ensure accurate delivery of compensation initiatives and leverage data to drive decision-making.

The Sales Compensation Manager will design and administer global sales incentive plans, quota methodologies, and commission payouts. They will also modernize compensation processes through automation and provide data-driven insights to leadership across Sales, Finance, and HR.

Oversees and develops the team responsible for compensation programs, ensuring they align with organizational strategies and legal compliance. Develops interactive reports and data tools to provide actionable insights and recommendations to management regarding compensation and HR metrics.

The Tax Senior Manager will research and consult on technical issues regarding qualified retirement plans, IRAs, and ESOPs while collaborating with engagement teams to ensure regulatory compliance. They will also contribute to internal and external communications, monitor legislative developments, and train firm professionals on retirement plan administration.

The Total Rewards Manager will lead the global strategy, governance, and execution of compensation, benefits, and leave administration programs. This role involves managing vendor relationships, ensuring regulatory compliance, and partnering with HR technology teams to optimize systems and reporting.

The Total Rewards Manager is responsible for administering and supporting global compensation and benefits programs to attract and retain top talent. This role involves partnering with HR and business leaders to ensure programs are competitive, compliant, and cost-effective.

The Senior Manager, Equity Compensation oversees the accounting, administration, and financial reporting for global equity plans. This role partners with cross-functional teams to ensure compliance, maintain internal controls, and drive process improvements.

The Compensation Manager will oversee broad-based corporate compensation programs and lead the design and administration of sales incentive plans. They will act as a strategic advisor to HR and business leaders while ensuring programs are competitive, equitable, and compliant with labor regulations.

The Senior Compensation Partner will serve as the dedicated advisor for the Sales organization, managing incentive plans and compensation cycles. They will provide data-informed guidance on offers, promotions, and market positioning while partnering with Finance and Sales Operations.

The Compensation Manager serves as a strategic partner for the Customer organization, providing data-informed guidance on compensation decisions and incentive plans. They are responsible for end-to-end compensation cycle execution, market intelligence, and leading strategic projects like job architecture and incentive governance.

The Product Manager defines and maintains the product vision, strategy, and roadmap for Workers' Compensation business capabilities. They collaborate with stakeholders and delivery teams to translate strategic objectives into prioritized plans and measurable business value.

Manage a team of claims professionals to ensure accurate and timely workers compensation claim resolution in accordance with company protocols. Drive business results by monitoring performance metrics, managing budgets, and fostering collaborative relationships with internal and external partners.

The Senior Manager, Compensation will design, implement, and govern compensation programs while serving as a strategic advisor to senior leaders and business partners. They will conduct complex market analyses, manage incentive planning, and ensure alignment with global job architecture and pay equity standards.