Sr Manager Total Rewards

Total Rewards Strategy and Philosophy: Develop, maintain, and evolve the total rewards strategy and philosophy for corporate, field leadership, and store teams, including market positioning, pay mix, and pay-for-performance principles. Build out and continuously refine a full compensation and benefits framework that supports talent attraction and retention across corporate and store environments, accounting for the different labor markets, roles, and economics of each. Advise senior HR and business leaders on compensation and benefits trends, competitive practices, and program cost implications.

Job Architecture, Grading, and Pay Structures: Build out and maintain the job architecture, including job families, levels, career paths, and a consistent job evaluation and grading methodology. Build and manage pay grades and salary ranges (min/mid/max) for corporate and store roles, including geographic pay differentials, market zones, and hourly pay structures. Lead annual market pricing and salary structure reviews using leading compensation surveys and peer group benchmarking. Oversee job evaluation for new and changing roles, reclassifications, and FLSA exempt/non-exempt classification in partnership with Legal and HR Business Partners. Monitor pay compression, internal equity, and pay equity, and partner with Legal on pay equity analyses and pay transparency requirements across states.

Annual Incentive Plans: Partner with finance on annual incentive plans for corporate, district/regional, and store leadership, and any hourly or store-level bonus, commission, or sales incentive programs. Partner with finance on modeling incentive costs and payout scenarios and ensure alignment with financial plans and operational priorities such as sales, comp store growth, margin, shrink, and customer experience. Manage annual payout calculations, accruals support, and post-year plan effectiveness reviews.

Long-Term Incentive Programs: Administer equity and long-term incentive programs, including stock options, stock appreciation rights (SARs), restricted stock and restricted stock units (RSUs), and performance shares/units. Manage the annual grant cycle, including grant recommendations, approvals, and communications, in partnership with Finance, Legal, and the equity plan vendor (e.g., Fidelity, E*TRADE/Morgan Stanley, Schwab, Computershare, Broadridge).Model share usage, burn rate, dilution, overhang, and accounting expense (ASC 718), and support share authorization requests. Track performance share payout calculations and relative and absolute performance results, in coordination with Finance. Support policies and processes related to insider trading windows, stock ownership guidelines, clawbacks, and retirement, termination, and change-in-control treatment of awards.

Health and Welfare Benefits: Collaborate with the HR VP on the design, administration, and cost management of medical, dental, vision, life, disability, EAP, wellness, voluntary benefits, leave programs, and other welfare plans for corporate and store populations. Lead the annual benefits renewal and plan design process, including rate negotiation, funding strategy (self-insured vs. fully insured), stop-loss, and cost projections, in partnership with Finance and the benefits broker/consultant. Manage benefits vendors and carriers, including RFPs, contract negotiations, service level agreements, and performance reviews. Design benefits offerings and eligibility rules that fit both salaried corporate employees and a large, part-time, high-turnover hourly store workforce, including eligibility tracking, measurement periods, and affordability. Lead annual open enrollment strategy, employee communications, and total rewards statements to improve understanding and appreciation of the full rewards package. Ensure compliance with ERISA, ACA, COBRA, HIPAA, FMLA, MHPAEA, Form 5500 filings, nondiscrimination testing, and applicable state and local benefits mandates such as paid sick leave, state-mandated leave, and state-run retirement programs.401(k) and Retirement Programs Oversee the company's 401(k) plan and any other retirement or deferred compensation programs, including plan design, employer match and profit-sharing formulas, eligibility, auto-enrollment/auto-escalation, and vesting. Collaborate with investment advisor, trustee, and auditor relationships, including fee benchmarking, investment lineup monitoring, and Investment Policy Statement reviews. Ensure plan compliance with ERISA, IRS, and DOL requirements, including annual nondiscrimination testing, Form 5500 and plan audit, fee disclosures, and corrective filings when needed. Manage 401(k) participation, deferral, and retirement readiness metrics, and develop initiatives to increase participation and savings rates among store and hourly employees. Support benefits and retirement due diligence and integration for M&A activity.

Total Rewards Governance and Operations: Oversee the annual merit and promotion cycle, including budgets, guidelines, manager tools, and communications. Manage total rewards budgets, forecasts, and accruals, including benefits cost trends, in partnership with Finance. Maintain compensation and benefits data integrity in the HRIS and related administration and planning tools. Lead and develop Total Rewards Manager. Ensure compliance with federal, state, and local wage and hour laws, including minimum wage changes, overtime, and pay transparency regulations across the store footprint.

Qualifications & Skills: Bachelor's degree in Human Resources, Business, Finance, Accounting, Economics, or a related field.8-10 years of progressive total rewards, compensation, or benefits experience, including at least 2-4 years in a leadership or senior role. Experience working in a publicly traded company, with direct exposure to Compensation Committee, SEC, and proxy requirements. Hands-on experience administering long-term incentive plans, including stock options, SARs, restricted stock/RSUs, and performance shares. Demonstrated experience in administering annual incentive plans. Experience building enterprise compensation strategy, job grading methodology, pay grades, and salary bands for both corporate and field/store populations. Working knowledge of health and welfare benefits and 401(k) plan management, including ERISA, ACA, and IRS/DOL compliance, and experience managing benefits vendors, brokers, and recordkeepers. Advanced financial modeling and analytical skills, with strong Excel proficiency and experience with HRIS and compensation planning systems. Knowledge of federal and state wage and hour laws and equity compensation accounting and tax concepts. Strong communication skills, with the ability to present complex information to senior executives and explain benefits to a broad workforce. Preferred experience with self-insured health plan strategy and large hourly or part-time workforce benefits administration. Physical & Environmental Demands

Work Environment: Hybrid office setting located at Chandler, AZ Corporate HQ (Monday–Thursday in-office; Friday remote). Occasional exposure to Group dealership/retail environments, which may include ambient noise from motorcycles, ATVs, and off-road vehicles. Mobility & Activity: Fast-paced office setting requiring prolonged sitting, computer/screen usage, keyboarding, and telephone communication. Ability to bend, stoop, stand, or move as needed during daily tasks. Physical Effort: Occasional standing, walking, bending, stooping, and light lifting/moving of files or recruitment event materials up to 25 lbs. Travel Expectations: Ability to travel occasionally to retail dealership locations (estimated