Sr. Manager, Total Rewards

About Brink's:

The Brink’s Company (NYSE:BCO) is a leading global provider of cash and valuables management, digital retail solutions, and ATM managed services. Our customers include financial institutions, retailers, government agencies, mints, jewelers, and other commercial operations. Our network of operations in 52 countries serves customers in more than 100 countries.

We believe in building partnerships that secure commerce and doing that requires fostering an engaged culture that values people with diverse backgrounds, ideas, and perspectives. We build a sense of belonging, so all employees feel respected, safe, and valued, and we provide equal opportunity to participate and grow.

Job Description

The Sr. Manager, Total Rewards provides leadership across a broader total rewards strategy, compensation, and benefits design scope, advising senior stakeholders, and driving execution for complex initiatives across the United States and Canada. Is accountable for outcomes across multiple related teams and priorities. Typical responsibilities include overseeing job, pay, incentive, or benefit program data and plan documentation, enrollment, eligibility, vendor coordination, and case escalation follow-up, and program controls, audits, communications, and annual cycle readiness activities. This is a newly created position and an existing vacancy within the organization. Salary range is $134,000 - $150,000 CAD.

Key Responsibilities

• Establish workflows, service levels, and controls for enrollment, eligibility, vendor coordination, and case escalation follow-up, so work is delivered consistently and on time.
• Partner with internal and external stakeholders to manage rewards analyses, budget impacts, and decision-support materials, resolve escalations, and align expectations.
• Translate information from program controls, audits, communications, and annual cycle readiness activities into operating decisions, resource shifts, and improvement priorities.
• Lead the ongoing review and design of compensation, benefits, pension, and recognition programs.
• Monitor labor market trends, economic conditions, and legislative developments across the U.S. and Canada.
• Provide strategic recommendations to senior leadership regarding reward program effectiveness, competitiveness, and cost management.
• Maintain job architecture, salary grades, and compensation frameworks.
• Lead pay equity analyses and support compliance with applicable pay transparency legislation.
• Partner with HR Business Partners and Labor Relations on compensation matters affecting represented and non-represented employees.
• Oversee health and welfare benefit programs across Canada.
• Manage annual benefits renewals, vendor negotiations, and plan design evaluations.
• Ensure compliance with applicable U.S. and Canadian federal, state, provincial, and local employment legislation.
• Maintain expertise in compensation, benefits, pension, labor, and pay equity regulations.
• Monitor legislative changes affecting employee rewards programs and recommend necessary changes.
• Ensure compliance with ERISA, IRS regulations, ACA requirements, Canadian pension standards legislation, employment standards act, and other applicable regulations.

Required Experience

• 8+ years of relevant experience in total rewards strategy, compensation, and benefits design or a closely related field.
• Experience leading teams, setting priorities, and driving results across stakeholders in a matrixed environment.
• Demonstrated ability to influence senior stakeholders, solve complex problems, and drive improvements or strategic outcomes.
• Deep knowledge of Canadian benefits programs and regulatory requirements.
• Knowledgeable of US benefits and compensation programs and regulatory requirements.
• Expertise in Canadian and U.S. benefits administration, pension and retirement programs, labor relations, and collective bargaining environments.

Representative Behaviors

• Influences outcomes through structured counsel, strong listening, and clear recommendations.
• Anticipates issues and proactively aligns stakeholders to reduce risk and rework.
• Provides steady leadership and clarity when navigating time-sensitive, high-impact situations.

Education

Bachelor’s degree in Human Resources, Business, Finance, or related field; advanced degree or relevant certification preferred.

Required Skills

Total Rewards • Benefits Administration • Compensation Strategy • People Leadership • Workforce Planning

Career Level General Profile

Provides leadership to managers and professional staff. Is accountable for the performance and results of multiple related teams. Develop departmental plans, including business, production and/or organizational priorities. Decisions are guided by resource availability and organizational objectives.

What’s Next? 

Thank you for considering applying for a job at Brink’s. To be considered for this position, you must complete the entire application process, which includes answering all prescreening questions and providing your eSignature.

Upon completion of the application process, you will receive an email confirming that we have received your application. We will review all candidates and notify you of your status should we deem you fit for a job. Thank you again for your interest in a career at Brink’s. For more information about future career opportunities, join our talent network, like our Facebook page or Follow us on X.

Brink’s is an equal opportunity/affirmative action employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, marital status, protected veteran status, sexual orientation, gender identity, genetic information, or history or any other characteristic protected by law. Brink’s is also committed to providing a drug-free workplace.

We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state, or local protected class.