Total Rewards Manager

THE ROLE

You'll own total rewards strategy end-to-end — compensation architecture, benefits design, equity programs, and cost governance — with direct advisory access to the CEO and executive leadership. You're not executing payroll tasks; you're designing how we attract, retain, and incentivize exceptional talent across field and office populations. You'll lead M&A integration for acquired entities, negotiate with brokers and carriers, ensure compliance at scale, and build a total rewards function that supports a growing, ambitious organization.

This role reports to the Chief People Officer and sits in executive decision-making conversations about acquisitions, budget allocation, and talent strategy.

WHAT YOU'LL OWN

• Total rewards strategy and multi-year roadmap — define compensation philosophy, job architecture, pay structures, equity programs, and benefits approach aligned with business strategy and financial constraints
• Executive advisory — counsel the CEO and leadership team on rewards decisions; present financial modeling, competitive analysis, and risk assessment to inform Board-level conversations
• Pay governance and equity architecture — establish job architecture, promotion frameworks, equity plan design and administration, pay equity testing, and executive compensation governance
• M&A integration — lead total rewards due diligence and integration from deal assessment through harmonization; build and refine a repeatable playbook that brings acquired entities onto GSI structures consistently
• Vendor and broker strategy — select, negotiate, and manage performance of brokers, carriers, and total rewards vendors; hold them accountable for service, innovation, and cost
• Compliance and fiduciary oversight — ensure ERISA, ACA, COBRA, HIPAA, FMLA, multistate pay transparency, and pay equity law compliance; lead retirement plan governance
• Talent and workforce analytics — use market data to ensure rewards programs support attraction and retention across all populations; inform pay decisions for critical roles
• Team leadership — build and develop your team (currently one Benefits Coordinator), growing capacity as the organization scales

WHAT YOU BRING

You have 12+ years of progressive total rewards, benefits, or compensation experience, including at least 5 years in a leadership role. You've led M&A due diligence and integration — you can quantify financial impact, assess risk, and execute harmonization at scale.

You're expert in:
• Compensation and benefits design, funding, and financing
• Equity and long-term incentive plan architecture and valuation
• ERISA, ACA, COBRA, FLSA, and multistate employment law
• Financial modeling — you distill complex scenarios into clear executive recommendations
• Negotiation and vendor management
• HRIS/ERP platforms (Viewpoint Vista experience is a plus)

You think strategically about scalability: you can build systems and programs that balance cost, competitiveness, and employee experience as the company grows. You communicate with executive presence and influence upward. You're comfortable with ambiguity and can drive decisions in a mission-driven, outcomes-focused environment.

Bachelor's degree in HR, Business, Finance, or related field required; Master's or MBA preferred. CCP, CEBS, CBP, SHRM-SCP, or SPHR preferred. Construction, infrastructure, or multi-site field operations background is a plus.

LOCATION & TRAVEL

Westminster, CO office with 15–25% travel to company offices, acquired entities, vendor/carrier meetings, and project sites. Occasional extended hours during open enrollment, renewals, and active transactions.

WHY GSI

We solve critical infrastructure challenges. Our people are builders and problem-solvers who own outcomes. We invest in leadership development and create runway for people who want to scale into senior roles. If you thrive on accountability, strategic execution, and working at the intersection of talent, finance, and mission, you'll fit here.