Compensation and Benefits Manager (Project Management)
An industry leader, The Wine Group is one of the world's foremost producers of award-winning wines across more than 60 wine brands and many winery facilities in California, New York, and Australia. Headquartered in Livermore, California, TWG is an industry innovator when it comes to developing, marketing, and selling wine brands beloved by consumers around the world, including Cupcake, Franzia, Benziger, Imagery, Tribute, 7 Deadly, Cooper & Thief, The Dreaming Tree, Charles Smith Wines, and more. The Wine Group believes in producing wine using sustainable and earth-friendly practices to foster healthy land and agriculture for generations to come. The company demonstrates environmental stewardship through its commitment to clean energy and by ensuring that all its owned vineyards are certified sustainable or biodynamic. To learn more, please visit: www.thewinegroup.com.
JOB SUMMARY
The Compensation and Benefits Manager is responsible for designing, implementing, and managing the organization's total rewards compensation and benefits programs to attract, retain, and motivate top talent. This role ensures that compensation structures and benefit offerings are competitive, equitable, compliant, and aligned with business objectives. The Manager will oversee a team of compensation and benefit professionals, providing leadership, development, and support to ensure excellence in program delivery and employee experience.
ESSENTIAL FUNCTIONS
Compensation
- Lead the design, implementation, and administration of competitive compensation programs, including salary structures, incentive plans, and recognition programs.
- Conduct market analysis and benchmarking to ensure pay competitiveness and internal equity.
- Collaborate with leadership to design and manage compensation structures for new and existing positions.
- Partner with HR Business Partners and business leaders on job evaluations, leveling, and pay recommendations.
- Oversee the annual merit planning processes.
- Monitor compliance with federal, state, and local pay regulations (e.g., FLSA, pay transparency laws).
- Collaborate with leadership to design and manage compensation structures for new and existing positions.
Benefits
- Oversee the management and administration of team member benefits programs, including health, dental, vision and wellness initiatives.
- Manage the design, administration, and communication of employee benefits programs (health, wellness, retirement, leaves, etc.).
- Evaluate and recommend benefits vendors, plans, and service providers.
- Oversee the annual open enrollment process, ensuring a smooth employee experience.
- Monitor trends and regulatory changes affecting employee benefits.
- Promote wellbeing programs and initiatives that enhance employee engagement.
- Oversee the creation of communication materials to enhance employee awareness of benefit offerings and ensure timely enrollment for new hires.
- Partner with external vendors and consultants to optimize service delivery and maximize the value of outsourced programs and services.
Leadership and Operations
- Compensation and Benefits Strategy: Develop and implement a pay for performance and 360-degree health strategy that supports the attraction, retention, and engagement of top talent.
- Serve as SME for training content for compensation philosophy and practice.
- Continuously develop direct reports to expand capability and enhance contribution.
- Oversee HR systems and data integrity related to compensation and benefits.
- Manage budgets for compensation and benefits programs.
- Collaborate cross-functionally with Payroll, Finance, Legal, and HR to ensure seamless program administration.
- Serve as a subject matter expert on total rewards and advise senior leadership on strategy and policy decisions.
- Manage and maintain HRIS functionality for the disciplines in which they oversee.
- Analyze key metrics and trends to assess the effectiveness of total rewards programs and make data-driven recommendations for continuous improvement.
QUALIFICATIONS
Required:
- Bachelor's degree in Human Resources, Business Administration, Finance, or related field.
- A minimum of five (5) years of progressive experience in compensation and benefits, with at least 3 years in a leadership role.
- Demonstrated expertise of compensation structures, job evaluation, and benefits plan design.
- Demonstrated ability to lead, coach, and develop a team.
- Ability to provide leadership, work collaboratively on teams, and consult effectively and independently with all levels and functional areas of an organization.
- Demonstrated project/program management skills with the ability to focus on details.
- Project management skills with the ability to manage multiple priorities.
- Effective communication skills – presentation, written, verbal and listening skills.
- Commitment to staying abreast of industry standards and trends.
Preferred:
- Professional certification (e.g., CCP, CEBS, SHRM-SCP).
- Experience delivering compelling talent attraction and retention solutions through total rewards deliverables.
- Experience managing compensation and benefits in a multi-state or global environment.
PHYSICAL DEMANDS
- Operate an office workstation and other office equipment, such as a computer screen, keyboard, mouse, copier and printer for extended periods of time.
- Stand or remain in a stationary position for long periods of time when required.
COMPENSATION
- Hiring Salary Range Posted: $120,000 - $150,000.
- Actual compensation will be based on factors such as experience, skills, knowledge, and abilities; education, and other position-related factors.
At The Wine Group, we are proud to be an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, genetic information, national origin, disability, protected veteran status or other characteristic protected by law.
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NOTICE TO THIRD PARTY AGENCIES
Please note that we do not accept unsolicited resumes from recruiters or employment agencies. In the absence of a signed Recruitment Services Agreement, we will not consider, or agree to, payment of any referral compensation or recruiter fee. In the event that a recruiter or agency submits a resume or candidate without a previously signed agreement, we explicitly reserve the right to pursue and hire those candidate(s) without any financial obligation to the recruiter or agency.
