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Senior Total Rewards Manager

What We’re Building

Honeycomb is the observability platform for teams who manage software that matters. Send any data to our one-of-a-kind data store, solve problems with all the relevant context, and fix issues before your customers find them. Honeycomb is the unified, fast, and collaborative choice for engineering teams who care about customer experience to get the answers they need, quickly. We are passionate about consumer-quality developer tools and excited to build technology that raises our industry’s expectations of what our tools can do for us. We’re working with well known companies like HelloFresh, Slack, LaunchDarkly, and Vanguard and more across a range of industries. This is an exciting time in our trajectory, as we’ve closed Series D funding, scaled past the 200-person mark, and were named to Forbes’ America’s Best Startups of 2022 and 2023! In this Senior Total Rewards Specialist role, you will be responsible for the development and execution of the total rewards program and strategy. 


In this role, you will play a key role in supporting our Total Rewards strategy by providing insightful data analysis and contributing to continuous improvement of our systems and processes. This role will be 50% execution and administration and 50% data analysis and modeling. 


Who We Are

We come for the impact, and stay for the culture! We’re a talented, opinionated, passionate, fiercely inclusive, and responsible group of bees. We have conviction and we strive to live our values every day. We want our people to do what they truly love amongst a team of highly talented (but humble) peers.


How We Work

We are a remote-first company, which means we believe it is not where you sit, but how you deliver that matters most. We invest in our people and care about how you orient to our culture and processes. At the same time we imbue a lot of trust, autonomy, and accountability from Day 1. 


What You'll Do in the Role
  • Oversee global compensation, benefits, and equity programs, ensuring competitiveness through industry and regional research.
  • Manage annual compensation and equity band reviews, and bi-annual pay review cycles.
  • Develop regional compensation practices based on benchmarks, survey data, and market intelligence.
  • Analyze compensation data to identify trends, outliers, and areas for improvement.
  • Maintain job classifications, salary scales, and ensure up-to-date Total Rewards documentation.
  • Prepare and present reports on compensation, job analysis, and benefits data with recommendations to executive leaders.
  • Collaborate with HRBP, FP&A, Talent Acquisition, and People Operations teams to align compensation strategies with organizational goals.
  • Serve as the primary point of contact for all compensation and benefits inquiries, coordinating with vendors and internal stakeholders.
  • Analyze employee feedback and conduct cost analysis to inform Total Rewards strategy.
  • Identify and implement process improvements to optimize workflows and enhance Total Rewards effectiveness.
  • Ensure compliance with applicable laws and regulatory requirements worldwide.

You will be successful in this role if you have:
  • Employee Centric Service Mindset: As a Total Rewards Specialist, you will be our team’s resource to answer any Compensation or Benefits questions our team has. The ability to listen, understand and process the team’s needs then answer in a timely, effective and empathetic manner is crucial to your success.
  • Error reporting and resolution experience: You will work with various systems and software to manage and administer total rewards programs. The ability to identify and report errors or discrepancies between systems is crucial. You should be able to troubleshoot and resolve issues efficiently, ensuring accurate data and smooth system operations.
  • Problem-solving skills: When encountering errors or discrepancies, you should possess strong problem-solving skills. This involves analyzing the situation, identifying root causes, and implementing effective solutions to prevent recurrence.
  • Attention to data integrity: Ensuring data integrity is essential when managing total rewards programs. You should have a keen eye for detail and be committed to maintaining accurate and consistent data across systems. Regularly perform data audits and implement data validation processes to minimize errors.
  • Technical proficiency: Familiarity with HRIS systems, data management tools, and reporting software is crucial for error reporting and resolution. Proficiency in using these tools will enable you to effectively identify and address system errors or data inconsistencies.
  • Communication and collaboration: When reporting errors between systems, clear and timely communication with relevant stakeholders is essential. You should be able to articulate the issue, its impact, and proposed solutions to technical teams, HR colleagues, and management. Collaborate with IT or system administrators to resolve errors promptly.
  • Continuous improvement mindset: Strive for continuous improvement in system processes and data management. Identify opportunities for automation, streamlining workflows, and implementing error prevention measures. Keep up with technological advancements and industry best practices to enhance system efficiency and accuracy.


What you'll bring to the role
  • 5 + years of progressive experience in Human Resources or Total Rewards
  • Bachelor’s degree or equivalent in Human Resource Management or related field
  • Working knowledge and experience in multiple HR functions and procedures (pay and benefits, compensation, labor law and employment best practices, HR systems, training, performance management, employee relations, change management)
  • Must be obsessively customer-centric (our employees are our customers)
  • Excellent verbal and written communication skills
  • High emotional intelligence and maturity
  • Proven ability to handle confidential information with discretion, be adaptable to various competing demands, and demonstrate the highest level of customer/client service and response
  • Excellent organization, time management, and attention to detail to ensure quality in every interaction and deliverable
  • Ability to multi-task and remain agile
  • Knowledge of HR systems and processes, with a plus for familiarity with Rippling and Carta
  • Demonstrated experience building relationships with key stakeholders and collaborating with cross-functional teams across multiple locations
  • Track record of operating independently and delivering results, embracing ambiguity, demonstrating creativity, being detail-oriented, and delivering results in a dynamic, fast-paced environment.
Nice to Have to own Total Rewards:
  • Managed global benefits and perks programs
  • Experience developing and managing multiple regional comp practices
  • Experience developing models and build compelling presentation to leadership for programs


What you'll get when you join the Hive:
  • Base pay (range) of $135,000 - $155,000 USD
  • A stake in our success - generous equity with employee-friendly stock program
  • It’s not about how strong of a negotiator you are - our pay is based on transparent levels relative to experience
  • Time to Recharge - In addition to our Unlimited PTO policy, we have a company wide break at the end of the year
  • A remote-first mindset and culture (really!)
  • Home office, co-working, and internet stipend
  • 100% employee/75% for dependents coverage for all benefits 
  • Up to 16 weeks of paid parental leave, regardless of path to parenthood
  • Annual development allowance 
  • And much more...


Please note we cannot currently sponsor or do visa transfers at this time.


Diversity & Accommodations:

We're building a diverse and inclusive workplace where we learn from each other, and welcome nontraditional candidates, and people of all backgrounds, experiences, abilities and perspectives. You don't need to be a millennial to join us, all gens are welcome! Further, we (of course) follow federal and state disability laws and are happy to provide reasonable accommodations during the application phase, interview process, and employment. Please email Talent@honeycomb.io to discuss accessible formats or accommodations. As an equal opportunity employer our hiring process is designed to put you at ease and help you show your best work; if we can do better - we want to know! 

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CEO of Honeycomb
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Christine Yen
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Average salary estimate

$145000 / YEARLY (est.)
min
max
$135000K
$155000K

If an employer mentions a salary or salary range on their job, we display it as an "Employer Estimate". If a job has no salary data, Rise displays an estimate if available.

What You Should Know About Senior Total Rewards Manager, Honeycomb

At Honeycomb, we're on the lookout for a Senior Total Rewards Manager to join our innovative team in the United States. This isn't just any position; this is a chance to shape the future of our Total Rewards strategy while working with a passionate group that’s redefining what developer tools can achieve. In this role, you'll find yourself balancing between execution and analysis, overseeing compensation, benefits, and equity programs that keep our talented workforce motivated and engaged. Your people-centric approach will be vital as you keep a pulse on industry trends and ensure our rewards programs remain competitive. By collaborating with various teams, including HRBP and People Operations, you’ll align our compensation practices with organizational goals, all while presenting insightful reports to executive leaders. If you pride yourself on having an eye for detail and a knack for strategic analysis, you'll thrive in our culture of trust, accountability, and continuous improvement. The opportunity to work in a remote-first environment enables you to deliver outcomes regardless of where you sit. At Honeycomb, we don’t just talk about values; we live them daily. Your contributions will play a pivotal role in making sure our employees are well-compensated and supported, creating an atmosphere where everyone feels valued and inspired to do their best work. Come join us and make a real impact at a company that’s recognized as one of America’s Best Startups!

Frequently Asked Questions (FAQs) for Senior Total Rewards Manager Role at Honeycomb
What are the main responsibilities of a Senior Total Rewards Manager at Honeycomb?

A Senior Total Rewards Manager at Honeycomb will oversee global compensation, benefits, and equity programs. This includes managing annual compensation reviews, developing regional compensation practices, analyzing compensation data for trends, maintaining job classifications, and preparing reports with strategic recommendations for executive leaders.

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What qualifications are required for the Senior Total Rewards Manager position at Honeycomb?

To qualify for the Senior Total Rewards Manager role at Honeycomb, candidates should have over 5 years of progressive experience in Human Resources or Total Rewards, a Bachelor’s degree in Human Resource Management or a related field, and a solid understanding of compensation, benefits, and HR systems. Strong communication skills and a commitment to data integrity are essential.

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How does Honeycomb ensure competitive compensation and benefits for its employees?

Honeycomb ensures competitive compensation and benefits through continuous benchmarking against industry trends, conducting regional research, and analyzing market intelligence. The Senior Total Rewards Manager will actively contribute to this process by providing insightful analysis to support competitiveness.

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What kind of culture can a Senior Total Rewards Manager expect at Honeycomb?

At Honeycomb, the culture is grounded in inclusivity, passion, and a fierce commitment to living our values. The Senior Total Rewards Manager will work within a supportive environment that emphasizes autonomy, accountability, and a collaborative spirit among talented peers who are dedicated to continuous improvement.

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What growth opportunities does Honeycomb offer to Senior Total Rewards Managers?

Honeycomb provides a solid growth trajectory for Senior Total Rewards Managers, including access to an annual development allowance, opportunities for continuous education, and a collaborative environment where innovative ideas are welcomed and implemented, fostering professional advancement and leadership development.

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Common Interview Questions for Senior Total Rewards Manager
How do you approach designing a total rewards program?

When designing a total rewards program, it's important to start with a comprehensive understanding of the organization’s goals and employee needs. I ensure to conduct thorough market research and gather data on compensation benchmarks, employee feedback, and industry trends. Collaboration with cross-functional teams throughout the process is key to aligning the rewards structure with company objectives while also being sensitive to employee preferences.

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Can you discuss your experience with analyzing compensation data?

I have extensive experience in analyzing compensation data by employing various analytical tools and methodologies. For example, I look for trends and outliers in compensation structures, comparing them against market benchmarks. This not only informs our compensation strategies but also helps identify areas of improvement to ensure equity across the organization.

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How do you ensure compliance with compensation regulations?

Ensuring compliance begins with a thorough understanding of local employment laws and regulations. I stay updated on legal requirements by participating in industry webinars and consulting with legal experts when needed. Regular audits of compensation practices help identify any deviations, ensuring that our practices are always compliant with applicable laws.

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Describe a time you handled a compensation-related challenge.

In a previous role, I encountered discrepancies in compensation structures across different regions. I initiated a comprehensive review that involved stakeholder interviews, market analysis, and cross-team collaboration. By transparently addressing the findings and proposing equitable solutions, we successfully realigned our compensation strategy with best practices.

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What metrics do you use to evaluate the effectiveness of total rewards?

To evaluate the effectiveness of our total rewards programs, I use a variety of metrics including employee retention rates, employee satisfaction surveys, turnover rates, and internal equity audits. These metrics provide insights into how well our compensation and benefits match employee expectations and our business goals.

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How do you stay informed about trends in total rewards?

I actively engage in continuous learning by attending HR conferences, participating in professional associations, and subscribing to industry publications. Networking with other HR professionals and exchanging best practices is also vital in staying abreast of emerging trends and unique insights in total rewards.

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How would you approach communicating changes in compensation to employees?

Communication of compensation changes should be transparent and timely. I would organize multiple channels for communication, including Q&A sessions, email updates, and one-on-one discussions. It’s crucial to clearly articulate the reasoning behind changes and how they align with employees’ contributions and company values.

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What role does employee feedback play in shaping total rewards programs?

Employee feedback is invaluable for shaping total rewards programs. Regularly soliciting input through surveys and focus groups allows us to understand employee preferences and pain points. This feedback guides us in tailoring our programs to ensure they are both competitive and reflective of our employees’ needs.

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Why do you believe total rewards are essential for employee satisfaction?

Total rewards are fundamental to employee satisfaction because they encompass not only salary but also benefits, recognition, and overall employee experience. A well-structured rewards program motivates employees, promotes loyalty, and enhances morale. It shows employees that the organization values their contributions and is committed to their well-being.

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What strategies do you recommend for continuous improvement in total rewards programs?

I recommend implementing regular reviews of the total rewards strategy, utilizing employee feedback for assessment, and benchmarking against industry standards. Additionally, fostering a culture of innovation where team members are encouraged to share ideas can lead to creative enhancements, ensuring the program evolves with employee needs and market trends.

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Give all software engineering teams the observability they need to eliminate toil and delight their users. Honeycomb was founded by a software engineer (a “dev”) and an infrastructure engineer (an “ops”). We were determined to build a world of sof...

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DATE POSTED
December 24, 2024

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