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Description

Schnabel is an employee-owned, professional engineering and consulting firm that focuses on solving problems related to the earth and environment through specialization in geotechnical, geostructural, tunnel, and dam engineering. Schnabel’s high standards for quality, business ethics, and concern for the communities in which we live are a vital part of who we are. Schnabel is an ENR Top 500 Design Firm with 700+ employees in 30 offices throughout the United States.

Recognized by CE News as one of the Best Engineering Firms to Work for, Schnabel provides employees with a competitive benefits package including maternity leave, tuition reimbursement for continuing education, health, dental, life and disability insurance and a wellness program. As an employee-owned company, through the Employee Stock Ownership Plan, Schnabel employees directly benefit from the success of our growing firm.

Benefit options include:

+ Medical insurance

+ Dental insurance

+ Flexible spending accounts

+ Employee life & ADD insurance (100% company-paid)

+ Short-term disability (100% company-paid)

+ Long-term disability

+ Supplemental life insurance

+ 401(k) and profit-sharing plan

+ Employee stock ownership plan (ESOP)

+ Bonus program

+ Paid time off

+ 9 Paid Holidays

+ Wellness program

+ Professional development and tuition reimbursement

Position Summary:

The Total Rewards Manager leads the design, execution, and continuous improvement of our compensation, benefits, and total rewards programs. This role is critical in shaping the firm’s approach to attracting, retaining, and rewarding top talent in a competitive industry. You will partner closely with senior leaders and HR functional teams to ensure our total rewards strategy aligns with our core values—integrity, accountability, and stewardship—and supports our business goals.

Key Responsibilities:

Strategic Leadership

+ Serve as the firm’s lead expert on total rewards strategy, collaborating and advising with leadership on compensation, benefits, and wellness trends and best practices that drive desired goals and support a “One Schnabel” mindset.

+ Develop and implement a comprehensive total rewards philosophy that supports business objectives and enhances employee experience.

+ Lead cross-functional initiatives to evolve total rewards strategy and offerings in a geographically distributed, professional services environment.

+ Demonstrate adaptability in responding to changing business needs, market conditions, and workforce expectations while maintaining strategic alignment.

+ Partner with senior leaders to provide strategic planning and thought leadership, ensuring total rewards programs support long-term organizational goals.

Compensation Strategy

+ Bring deep, hands-on expertise in compensation design and execution, including base salary structures, variable pay programs, and incentive plans.

+ Serve as a trusted advisor to leadership on complex compensation decisions, balancing competitiveness, equity, and fiscal responsibility.

+ Drive end-to-end annual compensation strategy execution, including salary increase cycles, market benchmarking, and pay equity analysis.

+ Conduct FLSA job evaluations and ensure compliance with federal and state wage and hour laws.

Benefits & Wellness Strategy

+ Oversee the strategic direction of employee benefits and wellness programs, including vendor selection and management, plan design, and cost optimization.

+ Evaluate and recommend enhancements to ensure offerings remain competitive and aligned with employee needs.

+ Manage strategic vendor relationships and performance.

Data & Analytics

+ Provide actionable insights through compensation and benefits analytics, dashboards, and reporting.

+ Monitor market trends and conduct regular benchmarking to inform program design and decision-making.

+ Identify and execute opportunities to digitize/optimize total rewards technical infrastructure

Collaboration & Communication

+ Partner with HR leadership, Finance, and executive stakeholders to align total rewards with organizational goals.

+ Partner with the ESOP Committee, ESOP Committee Chair, and HR Operations team to support effective communication and administration of the ESOP.

+ Communicate complex compensation and benefits concepts clearly and effectively to diverse audiences.

+ Support change management and communication strategies related to total rewards initiatives.

+ Other duties as assigned.

Qualifications:

+ Bachelor’s degree in Human Resources, Business, Finance, related field, or commensurate experience.

+ 10+ years of progressive experience in compensation and benefits management, with significant depth in compensation strategy and design.

+ 3+ years of experience in a strategic or leadership capacity.

+ Proven ability to influence and collaborate with senior leaders and cross-functional teams.

+ Demonstrated adaptability and ability to lead through change in a dynamic business environment.

+ Commitment to ethical compensation practices and aligning total rewards with business goals.

+ Strong analytical and statistical skills and proficiency with compensation tools and HRIS platforms.

+ Ability to manage multiple priorities in a fast-paced, distributed environment.

+ Experience in a firm that includes fully onsite, hybrid, and fully remote teams.

Preferred Qualifications:

+ Master’s degree, GRP or CCP (WorldatWork) certification, or other compensation/benefits credentials a plus

+ Experience in an engineering or professional services environment.

+ Experience in an employee-owned (ESOP) firm.

+ Experience with health captive programs.

+ Advanced Excel and data modeling capabilities.

+ Experience with compensation and benefits platforms (e.g., MarketPay, Mercer, Payfactors).

Other Requirements:

+ Ability to pass a background check which may include criminal history, motor vehicle record and credit check

+ Ability to pass a pre-employment screening

The compensation range for this position is between $134,000 to $160,000. Compensation for this position may vary based on geographic location and other factors. We remain committed to providing competitive and equitable compensation to all employees, regardless of their location.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

This employer is required to notify all applicants of their rights pursuant to federal employment laws.

For further information, please review the Know Your Rights (https://www.eeoc.gov/poster) notice from the Department of Labor.