Global Total Rewards Manager

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        "jobDescription": {
          "text": "<p>This role follows a hybrid work model, offering flexibility to work remotely while coming together in the office in Red Wing, MN on Tuesdays and Wednesdays for collaboration. There may also be occasional in-person “Moments that Matter” and key business needs throughout the year that require additional days in the office. Candidates should live within commuting distance of Red Wing, MN at the time of hire. At Red Wing, regardless of working in roles that are fully remote, onsite, or hybrid, what matters most is working together, staying connected, and putting care into everything we do.</p><p>The Global Total Rewards Manager serves as the primary subject matter expert (SME) for global compensation, benefits, and total rewards programs. This role is responsible for both the development and hands-on execution of total rewards initiatives that support the organization’s business and people strategies.</p><p>The Global Total Rewards Manager will shape and advance the company’s global total rewards philosophy and framework to drive business performance, enhance the employee experience, and ensure market competitiveness - including compensation, health &amp; well-being, retirement, leaves of absence, and recognition programs.</p><p><strong>What you'll do:</strong></p><ul><li>Serve as the primary internal expert on compensation, benefits, and total rewards programs, providing strategy, guidance, and recommendations to HR leadership and business stakeholders</li><li>Define and evolve global total rewards strategies, while directly executing programs aligned to business, financial, and people priorities</li><li>Partner closely with HR leadership to advise on program design, policy decisions, and emerging trends, using data and insights to support decision-making</li><li>Lead global job structure administration, job evaluations, and compensation programs including base pay, incentives, and sales compensation</li><li>Manage the design and administration of health, welfare, and well-being programs, including vendor management, renewals, and open enrollment</li><li>Provide governance and operational oversight for retirement programs, partnering with vendors, brokers, and fiduciary groups</li><li>Lead execution of annual compensation cycles (merit, bonus, incentive plans), including system administration, manager support, and communications</li><li>Conduct analysis and benchmarking to inform recommendations and improve program effectiveness</li><li>Ensure programs are administered in compliance with applicable laws, regulations, and company policies globally</li><li>Maintain vendor relationships and continuously improve processes, systems, and tools to enhance efficiency and employee experience</li></ul>",
          "title": "Job Description"
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        "qualifications": {
          "text": "<p><strong>MINIMUM EDUCATION AND EXPERIENCE:</strong></p><ul><li>8 - 10+ years of experience in compensation, benefits, or total rewards roles, including people and program leadership</li><li>Bachelor’s degree may be beneficial, not required</li><li>Experience serving as a functional SME while partnering with senior HR or business leaders</li><li>Experience executing compensation planning cycles and benefits administration</li><li>Exposure to global compensation and/or benefits programs preferred</li></ul><p><strong>REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES:</strong></p><ul><li>Strong subject matter expertise in compensation and benefits design and administration</li><li>Ability to balance strategic thinking with hands-on execution, translating vision into actionable results</li><li>Strong consulting and influencing skills without direct authority</li><li>Ability to translate data and market insights into actionable recommendations</li><li>Strong partnership skills with HR leadership and cross-functional teams</li><li>Excellent and collaborative communication skills across multiple levels and audiences</li><li>Strong analytical and problem-solving capabilities utilizing financial literacy and business acumen</li><li>Ability to remain agile, manage competing priorities and operate effectively in ambiguity</li><li>Knowledge of applicable compensation and benefits regulations and compliance requirements</li><li>Continuous learning and improvement mindset with focus on innovation and operational excellence</li><li>Ability to identify and nurture talent, providing constructive feedback and proactive coaching for growth</li></ul><p><strong>PHYSICAL DEMANDS:</strong></p><ul><li>Primarily office-based work involving frequent communication and computer use</li><li>Occasional travel required for meetings and vendor engagements</li></ul>",
          "title": "Qualifications"
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        "companyDescription": {
          "text": "<p>Red Wing Shoe Company is based in Red Wing, Minnesota, just 40 minutes from St. Paul, where our corporate office sits along the Mississippi River in downtown Red Wing.&#xa0; We are a global company with 2300 employees around the world, but we maintain a close-knit&#xa0;family atmosphere that comes with being a privately-held company. We’re rich in history and tradition, but innovation drives us to deliver best-in-class product solutions and highly rated customer experiences.&#xa0; Focus&#xa0;on our employees and company culture results in meaningful employee engagement across the organization. Our Guiding Behaviors&#xa0;of Living our Values, Honoring our Brands, Inspiring our People, Centering on our Customers, and Preserving the long term success and legacy of our Company are the foundation on which we build our future.</p><p>Our comprehensive benefits package for full-time employees includes medical, dental, and vision coverage, along with health savings and flexible spending accounts, life and disability insurance, generous paid time off and holidays, a 401(k) match, employee discounts, and valuable well-being benefits like free EAP services, financial planning assistance, and well-being coaching all designed to support your health and financial security.</p><p>The targeted hiring range for this full-time position is $119,900 - $161,900 depending on qualifications; however, the expanded salary range provides opportunities for advancement. Our salary ranges are determined by role, level, and job location. Within the range, individual pay is determined by factors including job-related skills, competencies, experience, and relevant education, training or a combination of these things and market demand. Your recruiter can share more about the specific salary range and benefits for your location during the hiring process.</p>",
          "title": "Company Description"
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          "text": "<p><strong>Red Wing Shoes is an Equal Opportunity Employer</strong><strong>.</strong></p><p>Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.<br>\nIndividuals with disabilities needing assistance in completing an application may contact <a href=\"mailto:[email protected]\" rel=\"noopener noreferrer\">[email protected]</a> or call 651-388-8211.</p><p>Please view Equal Employment Opportunity Posters provided by OFCCP at&#xa0;<a href=\"https://nam10.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.dol.gov%2Fofccp%2Fregs%2Fcompliance%2Fposters%2Fofccpost.htm&amp;data=05%7C01%7CKrissy.Owens%40redwingshoes.com%7C268bcb17abee43f2694808da2301a377%7C9ce83773ccc5486db7a875038586fb71%7C0%7C0%7C637860787544723257%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C3000%7C%7C%7C&amp;sdata=q5mf8qnLO85HaOYwzVrXiv16BSVj1No4lhQ9Cxu1XmM%3D&amp;reserved=0\" rel=\"noopener noreferrer\">https://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm</a></p><p>All offers of employment are contingent on satisfactory results of a background check.</p><p>Red Wing Shoe Company, Inc. is a drug-free workplace.</p><p>Red Wing Shoe Company will not be using recruitment agencies or firms to fill this position and we will not accept unsolicited resumes or candidate information. No agency calls please.<br>\n<br>\nThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)</p>",
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