Sr. Manager, Total Rewards

The Manager / Senior Manager, Total Rewards is responsible for the administration, analysis, and continuous improvement of Pursuit's compensation, benefits, and leave of absence programs across the United States and Canada. The role leads the execution of core total rewards processes, including market benchmarking, salary structure administration, annual merit and incentive planning, incentives program design, benefits management, and leave oversight. Working closely with the larger People team, Finance, Payroll, and business leaders, this position ensures total rewards programs are competitive, equitable, compliant, and aligned with enterprise growth goals.

This is a regular full‑time, salaried role with a base salary range of $120,000–$130,000/year, eligibility for a short‑term incentive target of 15% of base salary, and a comprehensive benefits package. Compensation Manage day‑to‑day administration of compensation programs. Conduct market pricing and benchmarking analyses to support hiring, promotions, retention, and workforce planning decisions.

Maintain salary structures, pay ranges, and job leveling frameworks. Partner with People Business Partners and leaders to provide compensation recommendations and guidance. Lead the administration and execution of annual compensation processes, including merit increases, market adjustments, promotional increases, and annual incentive payouts.

Configure, test, and administer annual compensation cycles within Workday, ensuring data accuracy and process efficiency. Analyze internal pay equity and external market competitiveness, identifying trends and recommendations. Develop and maintain compensation dashboards, reports, and analytics utilizing Workday reporting capabilities.

Support the development and enhancement of compensation policies, practices, and governance processes. Incentive Compensation Design, administer, and continuously improve incentive programs across multiple team member populations. Partner with business leaders to develop and evolve performance measures, payout methodologies, and program rules.

Track incentive performance and conduct analyses to assess program effectiveness. Collaborate with Finance and Payroll to ensure accurate incentive calculations, accruals, and payments. Develop communication materials and tools to support leaders and team members’ understanding of incentive plans.

Benefits Administration Manage the administration of team member benefits programs in the United States and Canada. Serve as the primary point of contact for vendors, brokers, and third‑party administrators regarding benefits matters. Support annual benefits renewals, market reviews, and vendor evaluations.

Manage and maintain Workday benefits configuration, enrollment processes, eligibility rules, and team member self‑service functionality. Monitor program utilization, costs, and team member feedback to identify improvement opportunities. Coordinate team member communications, enrollment activities, and education initiatives related to benefits programs.

Assist with implementation and ongoing management of team member wellness initiatives. Leave of Absence Management Oversee administration of leave of absence programs across the United States and Canada. Coordinate with team members, leaders, People partners, and third‑party administrators to ensure timely and effective leave management.

Monitor compliance with applicable federal, state, provincial, and local leave requirements. Partner with HRIS and Payroll teams to manage leave‑related processes, workflows, and reporting within Workday. Maintain documentation, reporting, and tracking related to leave programs and accommodations.

Identify opportunities to improve the team member experience and administrative efficiency. Compliance, Analytics, and Continuous Improvement Ensure compensation, benefits, and leave programs comply with applicable legislation and regulatory requirements. Support audits, reporting requirements, and annual compliance activities.

Develop and maintain metrics, dashboards, and reporting to evaluate program effectiveness and inform decision‑making. Leverage Workday reporting, dashboards, and analytics to provide actionable insights related to compensation, benefits utilization, leave trends, workforce demographics, and team member retention. Identify opportunities to improve processes, systems, team member experience, and operational efficiency.

Partner with HRIS, Payroll, Finance, and the People team to maintain data integrity and reporting accuracy. Act as the Total Rewards subject matter expert for Workday‑related enhancements, testing, upgrades, and process improvements. Education and Certifications Bachelor's degree in Human Resources, Business Administration, Finance, or a related field.

Professional designations such as CCP, CBP, CEBS, or related. Experience – Required 5+ years of progressive compensation and benefits experience for Manager level; 7+ years for Senior Manager level. Experience administering compensation programs, including salary benchmarking, compensation planning, and pay analysis.

Experience supporting or administering incentive compensation programs. Experience managing team member benefits programs in the United States and Canada. Knowledge of leave of absence administration and applicable regulatory requirements.

Strong analytical, financial modeling, and problem‑solving skills. Advanced Excel and reporting capabilities. Excellent communication, collaboration, and stakeholder management skills.

Willingness to obtain and maintain Workday certifications in respective functional areas. Experience – Preferred Significant experience working within Workday, including Compensation, Benefits, Absence Management, Reporting, and Business Process configuration. Demonstrated experience leading or supporting Workday implementations, enhancements, testing, or optimization initiatives.

Experience supporting multi‑site organizations in hospitality, tourism, retail, attractions, or other service‑based industries. Experience leading cross‑functional projects and process improvement initiatives. Work Environment Hybrid work schedule: regular presence in the office three days per week, with flexibility to work from home up to two days per week.

Collaborative, fast‑paced environment with frequent interaction across People, Finance, Legal, and business teams. Standard office equipment and technology used regularly, including computers, video conferencing tools, and enterprise HR systems. Physical Environment Role requires sitting for extended periods at a computer, occasional standing, walking, and movement within the office.

Light lifting of office materials up to a minimal weight may be required. Reasonable accommodations may be made for individuals with disabilities. Equal Employment Opportunities Pursuit is an Equal Opportunity Employer committed to diversity in the workplace.

We evaluate qualified applicants without regard to race, color, age, religion, gender, sexual orientation, disability, veteran status, and other protected characteristics. Pursuit places a high value on diverse backgrounds and experiences, recognizing that they serve as catalysts for creativity and innovation. We encourage individuals who are eligible to work in the country where the role is located to apply and join our inclusive team.

If you can’t apply online or need accommodation during the application or hiring process, please contact our Talent & Acquisition Team at [email protected]. We thank all candidates for their interest; however, only applicants selected for further consideration will be contacted directly. #J-18808-Ljbffr