Manager, Total Rewards

The Total Rewards Manager is an experienced compensation professional and trusted thought partner within the Total Rewards function. This role leads complex compensation initiatives, provides strategic consultation to HR and business leaders, and translates workforce, market, and organizational data into actionable recommendations. Operating with a high degree of autonomy, the Manager helps shape compensation programs, processes, and frameworks that support business strategy, talent outcomes, and organizational growth.

Essential Functions:

Safety:

Embrace the values of the Enpro safety pledge in each of the below responsibilities. Participate in the organization’s safety culture and aim to continuously improve safety within all aspects of your work.

Respect:

Foster a work environment that promotes mutual respect of all colleagues and creates an environment focused on a dual-bottom line.

Excellence:

Promote the Enpro culture around creating value and driving excellence in our organization by:

PRIMARY RESPONSIBILITIES:

Compensation Strategy & Program Leadership

• Lead the analysis, design, and implementation of compensation structures, job architectures, and incentive programs in alignment with enterprise and segment strategies.
• Serve as a subject‑matter expert on compensation practices, advising HR leaders on complex pay decisions related to hiring, promotions, internal equity, and organizational changes.
• Play a lead role in enterprise‑wide compensation initiatives, including annual merit and incentive cycles, job pricing, and pay equity assessments.
• Partner closely with HR and business leaders to evaluate workforce challenges, organizational changes, and compensation opportunities, developing recommendations that balance business needs, market competitiveness, internal equity, and employee experience.

Advanced Analytics & Insights

• Conduct sophisticated analyses of compensation and workforce data to identify trends, risks, and opportunities.
• Translate complex findings into clear, compelling insights and recommendations for HR leadership and senior stakeholders.
• Lead the end‑to‑end salary survey process, including data submission, validation, market interpretation, and application to compensation decisions.
• Build and maintain advanced models, reports, and dashboards that enable proactive decision‑making and long‑term planning.
• Leverage compensation, workforce, and market data to identify emerging trends, assess program effectiveness, and support strategic workforce decisions.

Process Optimization & Systems

• Lead initiatives to improve and scale compensation processes through automation, system enhancements, and redesigned workflows.
• Partner with Total Rewards and HRIS for compensation system enhancements, including requirements gathering, testing, validation, and user acceptance.
• Establish best practices, documentation, and governance to ensure accuracy, consistency, and compliance across compensation activities.
• Design and deliver targeted training and enablement resources for HR partners and people leaders on compensation philosophy, programs, and tools.
• Lead the evaluation and implementation of new tools, processes, and methodologies that improve the effectiveness, scalability, and governance of Total Rewards programs.

Consultative Partnership

• Act as a strategic advisor and escalation point for compensation‑related questions from HR and business leaders.
• Build strong, collaborative relationships with segment and divisional HR teams to promote consistency and continuous improvement.
• Influence compensation decisions through thoughtful analysis, business acumen, and the ability to communicate complex concepts to diverse stakeholder groups.

QUALIFICATIONS/EDUCATION/WORK EXPERIENCE

• Bachelor’s degree in HR, Business, or related field.
• 7+ years of progressive compensation or Total Rewards experience.
• Advanced Excel and compensation analytics expertise.
• Strong communication, influence, and project leadership skills.

PREFERRED EXPERIENCE

• Experience supporting enterprise compensation programs or large-scale compensation initiatives.
• Experience with compensation frameworks, organizational structures, market pricing, or compensation governance.
• Exposure to areas such as job architecture, pay equity analysis, incentive compensation (including sales), pay transparency, or compensation technology implementations.
• Demonstrated ability to manage complex projects and influence stakeholders across multiple functions.

EEO and Culture Statement:

Enpro is a leading industrial technology company focused on critical applications across many end-markets, including semiconductor, industrial process, commercial vehicle, sustainable power generation, aerospace, food and pharma, photonics and life sciences. The company operates in two segments: Sealing Products and Advanced Surface Technologies.

At Enpro, we believe that diversity drives innovation and inclusion fosters growth. We are committed to creating a workplace where everyone feels valued and respected. Our employment decisions are based on merit, qualifications, and business needs, without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability, genetic information, marital status, military service, or any other status protected by applicable law.  If you require accommodation due to a disability at any time during the recruitment and/or assessment process, please contact Human Resources, and we will make all reasonable efforts to accommodate your request.

Legal authorization to work in the United States is required. We will not sponsor employment visas now or in the future for this job.