Sr. Manager, Total Rewards & HR Site Lead

Description

ABOUT US

G&H is a world leader in optical designing, testing and manufacturing. As experts in the technology of light, G&H works with customers to provide optical systems, assemblies, and components for demanding applications

Headquartered in Ilminster Somerset, UK with primary operations in the USA and Europe, G&H is recognized for the breadth of their acousto-optic, electro-optic, crystal-optic, fiber optic, and precision optic products. G&H is recognized as the preferred source for OEMs in the life sciences, industrial, and aerospace and defense industries, with a history of quality and excellence that dates back over seventy-five years.

ROLE
The Senior Manager, Total Rewards & HR Site Lead plays a dual role:
 

(1) Total Rewards Leadership: designing, implementing, and managing global compensation and benefits programs; ensuring equity, compliance, employee value, and fiscal responsibility.

(2) HR Site Leadership for Keene, NH: serving as the on-site HR representative, coaching leaders, supporting employees, and enabling a high-performance, engaged culture.
 

This role requires strong analytical capability, excellent judgment, multi-state compliance awareness, and the ability to balance strategic planning with hands-on execution. This role will be instrumental in ensuring our total rewards strategy supports the attraction, retention, and engagement of top talent while maintaining internal equity and compliance across all markets.

RESPONSIBILITIES & PERFORMANCE MEASURES

 I. Total Rewards (Compensation & Benefits)

Program Strategy, Design & Administration

• Design and maintain compensation structures, global job frameworks, salary bands, and leveling methodologies that support organizational growth.
• Conduct role evaluations, compensation placement, job benchmarking, and internal equity audits; advise leaders on offers, promotions, and pay adjustments.
• Administer the annual merit and bonus cycle, including modeling, budgeting, data validation, and communication materials for managers and employees.
• Lead the development and administration of short-term incentive plans; evaluate eligibility, metrics, plan governance, and ROI.

Market Competitiveness & Cost Prudence

• Conduct market benchmarking (multi-state and global) using external tools/vendors; recommend pay adjustments based on market movement, retention risk, and performance alignment.
• Partner with HR, Finance, and Executive leadership to forecast compensation and benefit costs and evaluate financial impact.

Benefits & Vendor Management

• Manage U.S. benefits (health, dental, vision, life, disability, retirement, wellness), and collaborate with global HR for UK/local statutory benefits.
• Lead annual renewals, open enrollment, and benefit program analysis; recommend plan design changes to improve value and cost efficiency.
• Manage brokers and benefit vendors, negotiate service terms, monitor service delivery, ensure compliance, and track utilization trends.
• Evaluate and introduce programs that support employee well-being, mental health, retention, and total reward value.

Compliance, Auditing & Governance

• Ensure compliance with ERISA, ACA, FLSA, COBRA, HIPAA, IRS requirements, and multi-state employment laws.
• Establish documentation, recordkeeping standards, and audit controls for compensation and benefits.
• Lead pay equity reviews, reporting, and remediation recommendations.

Communication & Continuous Improvement

• Develop clear employee and manager tools (guides, FAQs, training, compensation tools).
• Track, analyze, and report performance and utilization of total rewards programs; propose actionable improvements.
• Align deliverables to G&H values: customer focus, integrity, action, unity, precision — with continuous improvement behavior expected.

 II. HR Site Lead — Keene, NH

Employee & Leader Support

• Serve as primary point of contact for Keene employees and leadership teams on employment matters, HR procedures, policy interpretation, and employee relations.
• Take ownership of  internal investigations, performance issues, documentation, and escalations; partner with legal and HR leadership where appropriate.
• Provide coaching to managers on employee development, disciplinary actions, and performance optimization.

Employee Engagement & Culture

• Lead site-level engagement initiatives, corporate training, communication efforts, and local employee events that reinforce our values and support a positive work environment.
• Coordinate site engagement surveys and action planning; track engagement metrics, communication effectiveness, and follow-through progress.
• Support the creation and sustainability of a positive, safe, collaborative, and inclusive workplace culture aligned with company values.

Talent & Performance Management

• Facilitate goal-setting, performance reviews, calibration, and development planning processes at the site.
• Support training and development programs; advise leaders on succession planning and skill development needs.
• Assist with headcount planning, staffing strategies, and workforce analytics in partnership with Talent Acquisition and business leaders.

Policy Compliance & Documentation

• Promote compliance with multi-state employment laws, HR policies, and organizational standards.
• Maintain accurate HR records, EEO, and documentation in partnership with HRIS and compliance teams.
• Recommend HR process and policy improvements based on site needs and legal changes.

HR Reporting, Metrics & Administration

• Prepare site HR reports, turnover analyses, workforce trends, and risk indicators; advise leaders on data-driven actions.
• Maintain employee files, data integrity, and reporting accuracy; recommend new tools and enhancements for efficiency.

Collaboration & Communication

• Represent Keene HR in global HR initiatives; ensure alignment with corporate programs and compliance requirements.
• Drive transparent, respectful communication between HR and business partners across departments and regions.

Qualifications & Skills

• Bachelor’s degree in HR, Business, Finance, or related field (Master’s is a plus).
• 7+ years of compensation and benefits experience and 5+ years of HRBP/Generalist work, ideally in a manufacturing, engineering, or technology-driven environment.
• Strong financial modeling, analytics, and advanced Excel capability (required).
• Deep knowledge of U.S. employment law and benefits regulations; global exposure preferred.
• Proven ability to translate complex technical concepts into clear employee communication.
• Strong interpersonal skills with the ability to influence leaders and build trust.
• Experience in a multi-site, international, or fast-growing environment preferred.

Note:  This job description is not intended to be exhaustive in every respect, but rather to clearly define the fundamental purpose, responsibilities and dimensions for the role. Therefore, this job description does not describe any individual role holder. In addition to the contents of this job description, employees are expected to undertake all other reasonable and related tasks allocated by their line manager.

The Company is committed to providing equal employment opportunities for all employees and applicants for employment. The Company does not discriminate in employment opportunity or practices on the grounds of gender, race, religion or belief, age, disability, sexual orientation, gender identity, protected veteran status, or any other characteristic protected by national laws under which the Company operates.

This position will involve having access to items and technical data that may be controlled under U.S. export laws and regulations ("U.S. Export Control Laws"), including but not limited to the Export Administration Regulations ("EAR") and the International Traffic in Arms Regulations ("ITAR").  To comply with the U.S. Export Control Laws, and in conjunction with the review of candidates for those positions within G&H that may present access to export-controlled technical data, G&H must assess whether candidates are "U.S. persons" as defined under the EAR (15 C.F.R. Part 772) and the ITAR (22 C.F.R.  § 120.15).  Certain questions asked during the application process are intended to assess this and will be used for evaluation purposes only.  Failure to provide the necessary information in this regard will result in our inability to consider you further for this position.