Manager, Total Rewards

Acting as a key partner to the HR Director, the Manager, Total Rewards leads the execution and ongoing evolution of the organization’s compensation and benefits programs across a global environment. This role supports employees in the U.S. and Canada while partnering closely with our India counterparts to ensure alignment and consistency in Total Rewards practices.

The Manager, Total Rewards is responsible for managing and enhancing compensation and benefits programs that support business objectives and employee experience. This role partners closely with leadership, the Sr. HR Generalist, and management lines to provide guidance on compensation, benefits, and Total Rewards-related decisions, ensuring consistency, compliance, and alignment with company practices.

Reporting directly to the HR Director, this role is ideal for someone who thrives in a remote, professional services environment and operates with a high degree of autonomy. The ideal candidate brings strong analytical capability, sound judgment, and an equitable perspective, with the ability to influence leadership and independently manage compensation and benefits programs.

As the HR function continues to grow, this role offers meaningful opportunities to shape and scale Total Rewards programs within a global organization.

Location: Virtual: Home-based office in the US or Canada

Work Authorization: Citizens or Permanent Residents of USA or Canada. Cannot provide Visa sponsorship.

Key Responsibilities:

• Lead the execution and ongoing management of compensation and benefits programs
• Support the development and refinement of compensation structures, including salary bands, benchmarking, and pay equity analysis
• Manage compensation planning processes, including annual reviews, adjustments, and off-cycle changes
• Partner with leadership to implement, and manage bonus and incentive programs, including sales incentive structures
• Develop, document, and maintain all compensation program materials, including job offer templates, variable compensation plans, commission structures, and program guidelines
• Support compensation and benefits due diligence and integration for M&A activities
• Partner with leadership and management lines to provide guidance on compensation decisions
• Manage benefits programs, including vendor relationships, renewals, and ongoing enhancements
• Partner with leadership to design and support career pathing frameworks and progression models across teams
• Ensure compliance with applicable compensation and benefits regulations across the U.S. and Canada
• Partner with the Sr. HR Generalist to ensure effective execution and administration of Total Rewards programs
• Analyze market trends and internal data to inform recommendations and support Total Rewards strategy
• Proactively identify risks and opportunities related to compensation and benefits and recommend solutions

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• Lead open enrollment planning and execution, ensuring clear communication and a smooth employee experience
• Develop and deliver internal communications related to Total Rewards programs, including education and enablement materials
• Drive process improvements and scalability across Total Rewards programs and operations
• Own and execute Total Rewards initiatives, developing project plans and driving progress against timelines and deliverables

Qualifications:

• 5-6+ years of experience in compensation, benefits, Total Rewards, or related HR roles
• Knowledge of compensation practices, benefits administration, and regulatory requirements in the U.S. and Canada
• Experience developing and executing bonus and incentive programs, within a professional services environment
• Experience with GTM/Sales compensation structures (e.g., commissions, quota attainment, incentive plans)
• Demonstrated ability to operate independently, manage competing priorities, and exercise sound judgment
• Proven experience partnering with leadership on compensation and benefits decisions
• Strong analytical skills with the ability to interpret data and translate insights into actionable recommendations
• Experience with HR systems and tools, including Salesforce, ADP, and compensation benchmarking platforms
• Excellent communication and interpersonal skills, with the ability to influence and build trust across all levels of the organization
• Ability to handle sensitive and confidential information with professionalism and discretion
• Comfortable working in a remote, global environment and collaborating across regions
• Demonstrated ability to leverage AI tools to enhance productivity, analysis, and operational efficiency

Working Successfully at CFG

Cloud for Good is a client-service organization, and as a member of our fully remote team, there are a few non-negotiables that enable collaboration, professionalism, and exceptional client outcomes. We succeed when our teams work in partnership with clients, communicate proactively, and uphold the standards that make Cloud for Good a trusted partner.

Travel Requirements

• All roles at Cloud for Good include a travel component. Business travel—both domestic and international—may be required based on project and client needs. The amount of travel will vary by role but is generally expected to be up to 20% annually. Travel is considered an essential part of this position and supports effective client engagement, collaboration, and company representation.

Work Environment

• Cloud for Good is a fully remote company. Team members are expected to maintain a professional, distraction-free workspace that is camera-ready for video meetings. Collaboration takes place across Zoom, Office 365, Salesforce, and Slack during standard business hours (9:00 a.m. – 5:00 p.m. in your local time zone).

Client Time Zone Alignment

• As a team member, you may be required to adjust your work hours to align with your key client’s time zone to support effective communication, collaboration, and project delivery. Flexibility and coordination with your Project Lead (Services) will help ensure success in this client-facing role.

Disclaimers

Equal Employment Opportunity

• At Cloud for Good, we are proud to be an Equal Opportunity Employer and adhere to the principles of Equal Employment Opportunity (EEO). We do not discriminate in employment decisions or practices on the basis of race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, veteran status, or any other legally protected characteristic.
• Our commitment to non-discrimination applies across every location in which our company operates, and it encompasses all aspects of employment.
• Cloud for Good strongly encourages individuals from diverse backgrounds and identities to apply. Our commitment to diversity not only strengthens our workplace culture but also drives better outcomes for our clients. We value inclusivity and want applicants who may require special assistance or accommodation during the interview process to know we’re here to assist you.

Use of AI in Interviewing

• At Cloud for Good, we believe in conducting interviews that are fair, equitable, and designed to evaluate candidates based on their qualifications and experience, with the organization. To ensure that all candidates are given an equal opportunity to demonstrate their abilities, we prohibit the use of AI or any other type of machine learning tools during the interview process.
• Candidates are expected to participate in the interview process remotely using video conferencing. Any attempt to use AI or similar technology to respond to interview questions, analyze or provide feedback on the interview process, or perform any other interview-related tasks is strictly prohibited and will be considered a violation of our policy and may result in disqualification from the interview process.
• We understand that some candidates may have disabilities or other circumstances that require accommodation during the interview process. In such cases, we will make reasonable accommodations to enable candidates to participate in the interview process to the best of their ability. However, we do not permit the use of AI or similar technology as a substitute for direct participation in the interview.