Total Rewards Manager

Pie's mission is to empower small businesses to thrive by making commercial insurance affordable and as easy as pie. We leverage technology to transform how small businesses buy and experience commercial insurance.   Like our small business customers, we are a diverse team of builders, dreamers, and entrepreneurs who are driven by core values and operating principles that guide every decision we make.

Overall, the Total Rewards Manager is responsible for the strategy and execution of that strategy for base compensation, short term incentive compensation, long term incentive compensation, equity, benefits, and wellness. The work requires partnership with People Partners and Recruiters as well as the executive team, including the Director of People Operations, SVP of People and Talent, CEO, and CFO.

How You’ll Do It

Serve as the Compensation Partner to deliver strategic compensation support to the organization:

• Provide consultation and guidance to key stakeholders (Director of People Operations, Chief People Officer, CEO, and CFO) as well as other leaders and People Partners regarding compensation strategy, programs, and communications.
• Partner with People Partners and Talent Acquisition for all compensation activities related to their functions.
• Assist with ad-hoc requests and reporting needs.

Compensation analysis:

• Ensure salary and equity structures remain market competitive as the market changes throughout the year.
• Work with People Partners to recommend any necessary off-cycle increases and market adjustments.
• Audit for pay gaps and ensure equitable pay.

Maintain Pie’s job architecture:

• Prepare and/or review job descriptions reflecting job responsibilities, activities, duties, and requirements and recommend appropriate alignment within our job architecture.
• Ensure consistent application of job architecture throughout the organization thereby protecting equitable practices in job levels and compensation
• Assist in maintaining systems to ensure accuracy of compensation data, job profiles, bonus targets, equity, etc.

Contribute to overall compensation strategy:

• Partner with external compensation consultant(s) on executive compensation practices, reviews, and recommendations.
• Assist with equity strategy, planning, and execution.
• Co-owns the implementation of the annual compensation and performance cycle program execution

Administer benefits programs: