Sr Manager Rewards

POSITION TITLE: Total Rewards Sr. Manager

DEPARTMENT: Human Resources

FLSA STATUS: Exempt

PRIMARY

LOCATION:

Chandler, AZ Corporate HQ (Hybrid: Mon–Thu in Office; Fri Remote)

REPORTS TO: Vice President of Human Resources

The Senior Manager, Total Rewards leads the design, governance, and administration of compensation, benefits, and retirement programs for Ride Now Group, a publicly traded organization (NASDAQ: RDNW). This role collaborates on the enterprise compensation strategy for both corporate office and store populations, including job architecture, pay structures, annual incentive plans, and long-term incentive (LTI) programs. It also oversees the company's health and welfare benefits, 401(k) plan, and related programs, including vendor management, plan compliance, and cost management.

The Sr. Manager partners with HR VP, Finance, and Executives to keep programs competitive, cost-effective, compliant with public company and ERISA requirements, and aligned to business performance and shareholder interests.

Total Rewards Strategy and Philosophy

• Develop, maintain, and evolve the total rewards strategy and philosophy for corporate, field leadership, and store teams, including market positioning, pay mix, and pay-for-performance principles.
• Build out and continuously refine a full compensation and benefits framework that supports talent attraction and retention across corporate and store environments, accounting for the different labor markets, roles, and economics of each.
• Advise senior HR and business leaders on compensation and benefits trends, competitive practices, and program cost implications.

Job Architecture, Grading, and Pay Structures

• Build out and maintain the job architecture, including job families, levels, career paths, and a consistent job evaluation and grading methodology.
• Build and manage pay grades and salary ranges (min/mid/max) for corporate and store roles, including geographic pay differentials, market zones, and hourly pay structures.
• Lead annual market pricing and salary structure reviews using leading compensation surveys and peer group benchmarking.
• Oversee job evaluation for new and changing roles, reclassifications, and FLSA exempt/non-exempt classification in partnership with Legal and HR Business Partners.
• Monitor pay compression, internal equity, and pay equity, and partner with Legal on pay equity analyses and pay transparency requirements across states.

Annual Incentive Plans

• Partner with finance on annual incentive plans for corporate, district/regional, and store leadership, and any hourly or store-level bonus, commission, or sales incentive programs.
• Partner with finance on modeling incentive costs and payout scenarios and ensure alignment with financial plans and operational priorities such as sales, comp store growth, margin, shrink, and customer experience.
• Manage annual payout calculations, accruals support, and post-year plan effectiveness reviews.

Long-Term Incentive Programs

• Administer equity and long-term incentive programs, including stock options, stock appreciation rights (SARs), restricted stock and restricted stock units (RSUs), and performance shares/units.
• Manage the annual grant cycle, including grant recommendations, approvals, and communications, in partnership with Finance, Legal, and the equity plan vendor (e.g., Fidelity, E
  * TRADE/Morgan Stanley, Schwab, Computershare, Broadridge).
• Model share usage, burn rate, dilution, overhang, and accounting expense (ASC 718), and support share authorization requests.
• Track performance share payout calculations and relative and absolute performance results, in coordination with Finance.
• Support policies and processes related to insider trading windows, stock ownership guidelines, clawbacks, and retirement, termination, and change-in-control treatment of awards.

Health and Welfare Benefits

• Collaborate with the HR VP on the design, administration, and cost management of medical, dental, vision, life, disability, EAP, wellness, voluntary benefits, leave programs, and other welfare plans for corporate and store populations.
• Lead the annual benefits renewal and plan design process, including rate negotiation, funding strategy (self-insured vs. fully insured), stop-loss, and cost projections, in partnership with Finance and the benefits broker/consultant.
• Manage benefits vendors and carriers, including RFPs, contract negotiations, service level agreements, and performance reviews.
• Design benefits…