Senior Manager, Total Rewards & HRIS

NFPA is looking to add a Senior Manager, Total Rewards & HRIS to the Human Resources Team! The Senior Manager, Total Rewards & HRIS will lead total rewards, compliance, and HR systems. This role oversees the administration and continuous improvement of self-insured multi-state benefits programs and serves as a senior subject matter expert for benefits, compensation, HRIS, data integrity, vendor oversight, and regulatory compliance. The ideal candidate is a hands-on, data-driven HR leader who can balance strategic thinking with strong execution. Working closely with Finance/Payroll, leadership and external partners, this position will strengthen total rewards programs, improve HR systems and processes, support compliance, and help deliver accurate, responsive, and employee-centered HR experience.

Benefits Administration & Strategy

• Lead the administration and continuous improvement of employee benefits programs, including medical, dental, vision, life insurance, disability, retirement, wellness, and voluntary benefits.
• Oversee the organization’s self-insured health and welfare plans, including vendor coordination, claims and utilization review, compliance requirements, and cost-management analysis (i.e., stop loss and pharmacy benefit management program)
• Collaborate with HR team members for open enrollment, benefit enrollments, qualifying life events, terminations, reconciliations, employee communications, and escalated benefit matters.
• Analyze utilization, claims experience, enrollment trends, market practices, and employee feedback to recommend program enhancements and manage organizational risk and cost.
• Serve as primary point of contact for retirement plan audit(s) and additional ongoing support for retirement plans (Defined Contribution Plan & Defined Benefit Plan, other deferred compensation plans)
• Provide supervision and guidance to HR team members

Compensation Administration

• Lead compensation benchmarking and analysis, market pricing studies, and internal pay equity reviews.
• Partner with HR leadership on annual merit planning, compensation review processes, and related communications.
• Maintain and proactively evaluate salary structures, job classifications, pay ranges, and compensation data to support competitive and equitable pay practices.
• Prepare compensation reports, analyses, and recommendations for review
• Serve as a key advisor on compensation policies, pay practices, salary administration, and related governance.
• Provide supervision and guidance to HR staff team members.

HRIS, Data Management & Reporting

• Serve as the senior functional owner for the organization’s HRIS platform
• Oversee system configuration, data integrity, security access, workflows, reporting functionality, and employee records.
• Lead system upgrades, testing, enhancements, integrations, troubleshooting, and process automation initiatives.
• Analyze benefits utilization, healthcare costs, compensation metrics, workforce demographics, and HR operational performance to identify trends, risks, and improvement opportunities.

Compliance

• Oversee HR operational processes, employee lifecycle transactions, data updates, service delivery standards, and related process controls.
• Partner with liaison for HR/ Finance/ Payroll to ensure timely, accurate, and compliant employee transaction processing.
• Ensure compliance with applicable federal and state laws and regulations, including ERISA, ACA, COBRA, HIPAA, FMLA, and other legal requirements
• Oversee required benefits notices, filings, audits, reporting obligations, plan documentation, and compliance records.
• Monitor legislative and regulatory changes affecting benefits and compensation and recommend policy, process, or system updates as needed.

Vendor Management

• Support management of relationships with brokers, carriers, third-party administrators, consultants, and HR technology vendors to support effective plan administration and service delivery.
• Evaluate vendor performance, service levels, contract renewals, implementation activities, and cost-effectiveness.

Reporting & Analytics

• Support budget planning, forecasting, and financial analysis related to benefits, compensation programs, and HRIS. (i.e. utilization, costs, etc)
• Lead HR operational projects and change initiatives related to benefits, compensation, systems, compliance, and reporting
• Identify and lead opportunities for process improvement, automation, operational efficiency, and employee experience enhancements.

• Bachelor’s degree in Human Resources, Business Administration, Finance, Public Administration, Management, or a related field required.
• Minimum of seven to ten years of progressive Human Resources experience, including substantial responsibility for HR operations, benefits, compensation, HRIS, compliance, and reporting.
• HR Certifications: Certified Employee Benefit Specialist (CEBS), Certified Benefits Professional (CBP), SHRM-CP/SHRM-SCP, PHR/SPHR highly desirable.
• Demonstrated experience leading employee benefit programs, including self-insured health and welfare plans.
• Experience leading compensation administration, salary benchmarking, market analysis, and pay equity review.
• Experience analyzing healthcare claims or benefits utilization data.
• Experience with MS Office ( Excel, Word, PowerPoint, Teams)
• Advanced hands-on HRIS administration and process improvement experience, preferably with Paylocity or similar HR systems
• Experience supporting a multi-state workforce and managing external vendor relationships, service levels, and renewals.
• Working knowledge of employment laws and application ( i.e. FMLA, ADA, ERISA, FLSA, etc)
• Strong analytical, problem-solving, and project management skills
• Excellent verbal and written communication skills with the ability to translate complex total rewards and compliance information for leadership and employees.
• Ability to manage confidential information with discretion and maintain strong data governance practices.
• Strong customer service orientation, attention to detail, sound judgment, and ability to manage competing priorities in a fast-paced environment., Salary ranges at NFPA are set by role and level, based on current competitive market data. Final compensation is determined by a combination of factors, including the specific skills, relevant experience, education, and training you bring to the role, as well as internal equity and business needs. For candidates whose qualifications align well with the role’s requirements and expectations, offers are often made toward the minimum of the posted range. Exceptional qualifications or unique circumstances may result in placement higher in the range. NFPA is committed to fair, competitive pay and offers a strong total rewards package, including comprehensive benefits. Min $101,218.00 - Max $172,049.00

3.73.7 out of 5 stars United States Remote $101,218 - $172,049 a year, Pulled from the full job description

• Health insurance
• Retirement plan
• Vision insurance
• Dental insurance
• Life insurance

The National Fire Protection Association’s mission is to help save lives and reduce loss with information, knowledge, and passion. Established in 1896, we are dedicated to the elimination of death, injury, and property and economic loss due to fire, electrical, and related hazards. The Association delivers information and knowledge through more than 300 consensus codes and standards, research, training, education, outreach and advocacy; and by partnering with others who share an interest in furthering the NFPA mission.