Total Rewards Manager

AI in this role

Manage total rewards activities, compensation reviews, and benchmarking as a Total Rewards Manager at PwC.

compensation-and-benefitsjob-benchmarkinghrdata-analysis

Line of Service

Internal Firm Services

Industry/Sector

Not Applicable

Specialism

IFS - Human Capital (HC)

Management Level

Manager

Job Description & Summary

At PwC, we help clients build trust and reinvent so they can turn complexity into competitive advantage. We’re a tech-forward, people-empowered network with more than 370,000 people in 149 countries. Across audit and assurance, tax and legal, deals and consulting we help clients build, accelerate and sustain momentum. Find out more at www.pwc.com.

Our Firmwide Corporate Services unite to help build our competitive advantage with first class support internally. Spanning Administration, Business Development, Chairman’s Office, Compliance, Finance, Human Resources, Learning and Development, Legal, Marketing and Communications, Operations and Change Management, and Technology, we power our lines of services to make sure all of us have the right sources, services and technology to be the best we can be.

Not all of us work directly with external clients. Some of our most talented people choose to harness their skills, experience, expertise and service excellence within PwC. The possibilities are endless and our business landscape is changing everyday.

Our Total Rewards team plays an important role in supporting the attraction, engagement, and retention of key talent for the Firm. As a Rewards Manager, you will work closely with the Senior Manager, Rewards to manage the Firm's compensation activities, including annual increment and bonus reviews, and the configuration and testing of compensation data. You will also handle benchmarking requests and contribute to broader compensation projects and reviews. Within the HR team, you will act as a trusted advisor to internal stakeholders on compensation and benefits policies, frameworks, and guidelines

How will you value-add?

Lead or support the annual merit and bonus review cycles, including drafting and communicating guidelines in alignment with the Firm's rewards governance and timeline. Analyze compensation data and prepare reports and insights for Management discussion.
Lead strategic compensation projects including review, development and implementation of salary and bonus structures, to ensure competitiveness and cost-effectiveness through data benchmarking, cost-modelling and scenario analysis.
Conduct job benchmarking and propose equitable and competitive salary recommendations using market surveys or industry data.
Act as a trusted advisor to HR Business Partners and business leaders, providing guidance on compensation-related matters, reviewing and assessing policy changes to support business priorities and decision-making.
Manage the configuration and rollout of the compensation module in Workday, including UAT testing, liaising with stakeholders on configuration parameters, and supporting stakeholder training.
Ensure data updates, validation, and cleansing are carried out accurately to maintain data integrity in compensation reviews
Partner with the Employer Branding and Engagement team on rewards-related communications.

About you

Bachelor's degree in Human Resources, Business, or a related discipline.
Minimum 5 years of relevant experience in Compensation & Benefits, accounting or finance-trained background will be advantageous.
Strong knowledge of total rewards practices, including job evaluation, salary structures, and market benchmarking
Strong numerical, analytical, and data interpretation skills with high attention to detail
Ability to translate market data into practical compensation recommendation
Hands-on experience with HRIS platforms; working knowledge of Workday (Compensation module) preferred.
Strong stakeholder management, communication, and influencing skills

Education (if blank, degree and/or field of study not specified)

Degrees/Field of Study required:

Degrees/Field of Study preferred:

Certifications (if blank, certifications not specified)

Required Skills

Optional Skills

Accepting Feedback, Accepting Feedback, Active Listening, AI Fluency, AI-Human Collaboration, Analytical Thinking, Benchmarking Studies, Benefits Administration, Benefits Program Design, Bonus Program Design, Coaching and Feedback, Co-Creation, Communication, Compensation Strategy, Compensation Structuring, Compliance Awareness, Conducting Research, Creativity, Data Analysis, Data Analytics, Data-Driven Decision Making (DIDM), Data-Driven Insights, Data Storytelling, Digital Tooling, Embracing Change {+ 35 more}

Desired Languages (If blank, desired languages not specified)

Travel Requirements

Not Specified

Available for Work Visa Sponsorship?

Government Clearance Required?

Job Posting End Date

How we rate this

Total Rewards Manager at PwC rates 0 out of 100 for how much of the daily work is AI. That makes it Little AI (AI Level 1 of 4). The level is about AI in the job, not seniority.

Classification

Little AI. AI is not part of the work.

●●●● Builds AI80 to 100
●●●○ Works on AI60 to 79
●●○○ Uses AI40 to 59
●○○○ Little AI0 to 39

Levels come from how often the tools, models and workflows of the role are named in the posting itself. Open the description and count.

Prepare for this job

A free preview built only from this posting: what it asks for, what you could be asked in an interview, and how to adjust your resume.

Skills and AI tools this role asks for

Compensation And BenefitsJob BenchmarkingHrData Analysis

Questions you could be asked

Tell me about a project where compensation and benefits was part of your work. What did you do?
Tell me about a project where job benchmarking was part of your work. What did you do?
Tell me about a project where hr was part of your work. What did you do?
Tell me about a project where data analysis was part of your work. What did you do?

Adapt your resume

List these exact terms on your resume: Compensation And Benefits, Job Benchmarking, Hr, and Data Analysis. An applicant tracking system matches the wording, not the idea.
Attach one line of real, concrete experience to at least one of them — a tool named with nothing behind it rarely survives a human read.

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