Total Rewards Manager (Emeryville, CA Or St. Louis)

Business Unit Overview

BellRing Brands, Inc. is a publicly traded holding company and a rapidly growing leader in the global convenient nutrition category offering ready-to-drink shake and powder protein products. Our brands, Premier Protein, Dymatize and PowerBar appeal to a broad range of consumers and are distributed across a diverse network of channels including club, food, drug, mass, eCommerce, specialty and convenience. BellRing's commitment to consumers is to strive to make highly effective products that deliver best-in-class nutritionals and superior taste. The company has net sales greater than $1.37 billion with primary offices in St. Louis, MO, Emeryville, CA and Munich, Germany. This can be a remote position, and candidates throughout the US will be considered.

Our Company has a people first culture guided by the following core values:

• We Are Builders: The status quo doesn't live here. We constantly strive for better ways to solve challenges to make big leaps forward.

• We Play to Win: We are motivated by our stretch goals. Our competitive spirit drives everyone to work and play hard as a team.

• We Connect and Belong: All are welcome and all belong here. We ensure all voices are heard and we believe diverse perspectives lead to better results.

• We Ring the Bell: The bell in our office reminds us to celebrate often and recognize people across the organization. We show appreciation for both effort and achievement.

Responsibilities

The role you're interested in…

This role will be responsible for the day-to-day management and administration of employee benefit plans to ensure all plans meet strategic objectives. The role will maintain strong relationships with our People Operations team and multiple third-party administrative vendors and consultants. They will stay well-informed on legislative / regulatory developments and ensure full compliance. The role is also responsible for developing recommendations that are aligned with company strategy and goals.

The position will enable our Total Rewards philosophy to be an employer of choice, building business cases and analysis, utilizing industry trends, to support successful outcomes that enhance our employee experience, and positive results. The role will work closely with People Operations and cross-functional teams to implement benefit programs and policies that provide positive impacts and inspire our employees to bring good energy to the world.

The expected pay scale:

• for the Bay Area market pay range is $115k to $125k
• for the St. Louis market pay range is $100k-$110k

Which may vary based on relevant experience, qualifications, geographic area (if applicable), and internal equity for the role.

The work environment…

So, what's it like to work here? If you're based in the greater Bay Area, you'll walk into our Emeryville office each Tuesday morning and start the in-person portion of our hybrid work week at our weekly all-company meeting and find close to 200 of your colleagues sitting on sofas, beanbag chairs, or the floor excitedly talking through the week ahead and watching a newer teammate tell their personal life and career journey followed by a quick update on any hot topics that might be relevant to the week ahead.

We are a dynamic, HYBRID workplace so every employee who lives within 100 miles of our offices is expected to come in each TUESDAY and WEDNESDAY. We aligned on those two common days way back in 2021 to be intentional about connecting in person for things like innovation, impromptu collaboration, having respectful challenges to get to better decisions, leadership role-modeling, and culture building. Great work cultures are built on stories about what great looks like in practice, and great stories on Zoom meetings are few and far between.

Our modern 50,000 sq. foot headquarters straddles the border of the cities of Emeryville, Oakland, and Berkeley, California with free onsite parking and many transportation options.

If you are based in St. Louis the role will start off remote but will become hybrid, reporting into the office Tuesdays and Wednesdays, once the office in St. Louis is established.

You're excited about this opportunity because your time will be filled with…

Benefits and Compensation

• 35%

• Lead administration of all benefit plans and programs in partnership with the PNC People team and third-party providers, ensuring compliance with legal requirements

• Assist in the analysis of benefit programs (medical, dental, vision, 401K, FSA, HSA, Life insurance etc.)

• Assist leadership with annual budget of total rewards programs

• Assist with benefit and total rewards communications including enrollment and new hire guides, annual enrollment presentations and announcements

• Ensure all plan related documents are accurate and up to date (SPD, plan documents, etc.)

• Support leave administration services

• Utilize project management skills to lead key projects

• Assist in the administration of the Employee Benefits Trustees Committee (EBTC)

• Assist in the administration of LTIP (long term incentive plan)

Systems

• 30%

• Lead the vendor relationship between HR and third-party vendor on system administration and set-up (new programming, resolve system issues, troubleshooting and testing, open enrollment, merger and acquisition, etc.)

• Serve as Subject Matter expert on HRIS platform, systems and processes, including reporting, preparing reports and analysis for leaders and People Team

• Lead projects through various stages from initial assessment to implementation

• Collaborate with IT and other cross-functional departments to integrate HRIS with other systems and tools

• Partner with People Team and leaders to understand goals, system requirements and gaps

Compliance

• 20%

• Responsible for all benefit compliance and audit filings and functions, including interfacing with internal and external auditors and working with third-party vendors on 5500 filings

• Responsible for the management and overseeing of HR Compliance and reporting across compensation and benefit programs. This includes working with the third-party vendor on the annual AAP, California Pay, EEO-1 and VETS-4212

• Partner cross-functionally on ad hoc compliance and strategic projects as needed

The daily stuff everyone does but few quantify -- 15%

• Attending meetings and presentations

• Participating in company-wide activities and events galore

• Impromptu conversations with colleagues

• Administrative tasks like email, Teams messaging, calendaring, expense reports, and other non-value added work

Qualifications

What are we looking for?

Education:

• Bachelor's degree or equivalent work experience

Experience:

• Experience with total rewards strategy development and implementation

• Experience with benefits administration platforms

• Knowledge of equity program structures and administration

Skills and mindset:

• HR generalist experience in major field sub-disciplines, especially, benefits, vendor management, compliance, leave management, employment law, and leadership

So, if after reading through this long list you're thinking-I'm not sure I meet 100% of these requirements, should I still apply? YES-if you embody a growth mindset, see challenges as opportunities to develop, and find innovative ways to get the real work that matters done, you sound like our kind of candidate!

The 5 capabilities or mindsets most relevant to this role:

• Be a builder

• Strong project management and execution skills

• Bring people along by providing context and cascading information; share openly and inclusively

• Play to win-exceed stretch goals and have fun doing it along the way

• Enterprise strategic view-take the full company perspective over departments or channels

You will thrive here and may just do the best work of your life if…

• You want to be an integral part of shaping an amazing work culture and being a culture-add

• You are comfortable being natural, casual, open, and even a bit playful at work

• You like to get sh*t, I mean-stuff done

• You can be both clear and kind-empathetic yet hold people accountable

• You can do periods of focused, deep work on projects that drive the business forward

This may not be your ideal next career move if…

• You like a lot of structure, rules, and uniformity

• You like hierarchy, and command and control management

• You like a "big company" impersonal, cog-in-the-machine vibe-that ain't us

• You want to build a beautiful, orderly bureaucracy

• Dealing with ambiguity or experimentation is not your jam

• You try to resolve challenging interpersonal situations over instant messaging

• You prefer engaging with your camera off, better yet, on mute, and demonstrating excellence through email

Here's the deal with our not-so-standard, um…standard interview process because we know you are the curious type, which is why you're still reading this…

• Quick 30 min phone chat with a high energy member of our Talent Acquisition team to do a quick overview of your background and answer any burning questions you have

• Team interviews are kept to a minimum to foster a more efficient, candidate-friendly process (too many interviewers yields little value and drags out the process for you-and who wants that, right?):

• A short series of in-person or video interviews in a 1:1 setting; these are usually with the hiring manager, one or two other team members, and a person from another team to get broader perspectives (note: we don't do panel interviews because they don't give interviewers a chance to ask you unique questions, and we assign interviewers different roles so we're probing different capabilities)

• A case study or job task to simulate what you'd actually be doing in the role (since your job is not actually to be interviewed for a living, why is that the thing companies rely on so much?) Yes, there will be a small panel for this one so you don't have to do it more than once, and yes, they might ask you some kind yet probing questions at the end after the raucous applause stops.

Once your interview concludes, the team will meet for an in-depth consultative process to ensure we are hiring the right person for the right job. Interviewers must come in with a strong yes or no vote beforehand to avoid group thinking with supporting reasons. The collective thoughts on your candidacy will be discussed in an environment of safety to challenge ideas respectfully, debate. and be open to all important qualifications of the candidates. A trained, disinterested bias blocker will be present to help mitigate bias so the team can make a sound hiring decision. The moment of truth arrives when the hiring manager makes the big decision. If you nailed the interviews and the case study was brilliant, guess what? The offer is all yours! And the ball is in your court. Will you accept? We sure hope so because this place is the real deal, and don't just believe us-just ask the 93% of our people who said this is a great place to work in our most recent employee survey.