Total rewards, compensation & Payroll Manager

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COMPENSATION ANALYSIS Total Rewards, Compensation & Payroll Manager Tennessee | Compensation Strategy, Benefits Administration and Global Payroll CoordinationPrepared for Ideal Tridon Group Department Human Resources / Finance Document date September 29, 2026 Recommended status Full-time, salaried; exemption subject to duties reviewPurpose This document provides a business-ready Tennessee job description and market-informed compensation recommendation for a Total Rewards, Compensation & Payroll Manager. The role combines payroll and benefits leadership with meaningful ownership of merit planning, bonus and sales incentive design, out-of-cycle compensation decisions, market analysis, and compensation technology and vendor management. It is designed for recruiting, internal leveling, workforce planning, and leadership approval.Position Overview Field Position Detail Job title Total Rewards, Compensation & Payroll Manager Location Tennessee; work arrangement determined by the company Department Human Resources / Finance Reports to HR Director or designated Finance/HR leader Direct reports Payroll and/or benefits staff, if assigned Employment status Full-time FLSA classification Recommended exempt, subject to actual duties, authority, salary basis, and legal review Travel Limited; as business needs requirePosition Summary The Total Rewards, Compensation & Payroll Manager leads accurate, timely, secure, and compliant payroll operations; administers employee benefit programs; and manages core compensation programs and processes. The role provides end-to-end support for annual merit planning, bonus and sales incentive design and administration, out-of-cycle pay actions, market pricing and pay analysis, compensation tools, and external compensation vendors. Foundational global experience is essential to coordinate across countries, legal entities, currencies, vendors, and regional stakeholders. The position partners with Human Resources, Finance, business leaders, employees, brokers, benefit and retirement plan providers, payroll vendors, compensation survey providers, technology vendors, and global stakeholders to support equitable, competitive, well-governed total rewards programs. Essential Responsibilities Payroll Operations and ControlsLead end-to-end payroll processing for assigned employee populations and pay cycles, including regular, off-cycle, bonus, commission, correction, and final payrolls.Review and approve payroll inputs, time records, earnings, deductions, garnishments, taxes, benefit deductions, paid time off, retroactive changes, and general ledger outputs.Maintain payroll calendars, approval workflows, standard operating procedures, segregation of duties, access controls, and documented reconciliations.Reconcile payroll registers, tax files, bank funding, direct deposits, benefit deductions, retirement contributions, and payroll-related general ledger accounts.Coordinate quarter-end and year-end activities, including Forms W-2 and 1095-C support, amendments, balancing, and employee communications.Manage payroll tax registrations, filings, notices, and agency or vendor inquiries across applicable jurisdictions, partnering with qualified in-country providers and internal stakeholders where global requirements apply.Coordinate payroll inputs, calendars, funding, reconciliations, controls, and issue resolution with international affiliates and in-country payroll partners, recognizing that local processing and compliance remain subject to applicable country requirements.Oversee wage attachments, child support orders, levies, and other required deductions in coordination with internal and external partners.Protect confidential payroll and employee data and ensure appropriate retention of payroll records.Compensation Strategy and Program ManagementLead the annual merit planning cycle, including budget modeling, planning guides, manager tools, system configuration, approvals, employee data validation, reporting, and implementation in payroll.Partner with HR and business leaders to design, document, administer, and evaluate annual bonus programs and sales incentive plans, including eligibility, performance measures, target opportunities, payout curves, governance, costing, approvals, and payroll execution.Manage out-of-cycle compensation processes for promotions, market adjustments, retention actions, equity corrections, counteroffers, new-hire exceptions, and other pay changes, ensuring consistent documentation, approval authority, internal equity review, and timely payroll implementation.Conduct market pricing and compensation analysis using benchmark surveys, internal pay data, geographic and job-scope differentials, range penetration, compa-ratios, pay compression indicators, and competitive positioning to support hiring, promotion, retention, and workforce planning decisions.Maintain job architecture, compensation grades, salary ranges, incentive targets, and related governance; recommend updates based on market movement, organizational changes, internal equity, and the company's compensation philosophy.Prepare compensation recommendations, executive summaries, decision models, and recurring analytics for leaders, with clear documentation of assumptions, risk, cost, and employee impact.Own compensation tool and vendor management, including survey providers, market-pricing platforms, merit and incentive planning systems, implementation partners, contracts, renewals, budgets, data feeds, user access, service levels, issue resolution, and vendor performance reviews.Coordinate compensation data governance, audits, testing, integrations, and security across HRIS, payroll, performance, sales incentive, and compensation platforms.Support pay equity and compensation compliance reviews in partnership with HR, Legal, Finance, and qualified advisers, and maintain documentation supporting consistent, job-related compensation decisions.Develop manager and employee communications, training, calendars, process documentation, and change-management materials for merit, incentive, market adjustment, and other compensation programs.Benefits AdministrationAdminister health and welfare plans, retirement plan payroll interfaces, life and disability coverage, flexible spending and health savings account deductions, and other company-sponsored benefits.Coordinate new-hire enrollments, qualifying life events, status changes, terminations, beneficiary changes, and annual open enrollment activities.Validate eligibility and payroll deductions through routine audits of HRIS, payroll, carrier, broker, and vendor records.Reconcile carrier invoices and employee deductions; research and resolve variances promptly.Support required benefit notices, plan communications, eligibility documentation, COBRA administration, Affordable Care Act data, nondiscrimination testing support, and retirement plan audit requests.Serve as an escalation point for employee payroll and benefit questions, providing accurate and respectful service while protecting privacy.Partner with brokers and vendors on renewals, implementation, file feeds, service issues, performance metrics, and process improvements.Leadership, Systems, and ComplianceLead, train, coach, and cross-train payroll and benefits team members as assigned.Monitor payroll and benefit processes for compliance with applicable federal, state, local, and country-specific requirements and company policy; coordinate with regional HR, Finance, Legal, in-country providers, or external counsel as appropriate.Own HRIS/payroll configuration governance, testing, integrations, upgrades, data quality, user access, and issue resolution.Prepare management reports, labor and benefit cost analyses, audit schedules, control evidence, and ad hoc reporting.Lead process improvement initiatives that increase accuracy, timeliness, automation, documentation, and employee experience.Maintain business continuity and backup procedures for critical payroll and benefits activities.Qualifications RequiredBachelor's degree in accounting, finance, human resources, business administration, or a related field, or an equivalent combination of education and relevant experience.At least 7 years of progressive payroll experience, including multi-state payroll exposure, with at least 2 years in a lead, supervisory, or management capacity.Foundational experience supporting international or global payroll operations, including coordination with regional stakeholders, in-country providers, multiple legal entities, or cross-border payroll and benefits processes.Hands-on experience administering employee benefits and reconciling benefit deductions and vendor invoices.Working knowledge of payroll taxation, wage and hour requirements, payroll accounting, garnishments, leave and deduction coordination, and year-end reporting.Advanced spreadsheet skills and proficiency with a modern payroll and HRIS platform.Demonstrated ability to manage confidential information, deadlines, audits, and high-volume detail with strong judgment.Hands-on experience leading annual merit planning, compensation budgeting, manager planning workflows, approvals, and payroll implementation.Experience designing or administering annual bonus and sales incentive programs, including plan documentation, modeling, eligibility, performance measures, payout calculations, governance, and communication.Demonstrated experience with market pricing, salary surveys, job matching, salary structures, out-of-cycle compensation analysis, internal equity review, and executive-ready compensation recommendations.Experience managing compensation technology and external vendors, including contracts, implementations, data quality, integrations, user access, service delivery, and renewals.PreferredCertified Payroll Professional (CPP) or Fundamental Payroll Certification (FPC).Certified Employee Benefit Specialist (CEBS), SHRM-CP/SHRM-SCP, PHR/SPHR, or related credential.Experience in a manufacturing, distribution, or multi-location environment.Experience with payroll implementations, mergers or acquisitions, shared services, or process centralization.Certified Compensation Professional (CCP), Certified Sales Compensation Professional (CSCP), or related compensation credential.Experience with compensation survey platforms, market-pricing tools, merit planning systems, and sales incentive compensation applications.Core Competencies Technical Leadership and Service Payroll controls and reconciliation Accountability and sound judgment Benefits administration Employee service and communication Tax and regulatory coordination Team leadership and coaching Data analysis and reporting Cross-functional partnership HRIS/payroll systems Continuous improvement Audit readiness Confidentiality and integrity Merit and salary planning Compensation judgment and governance Bonus and sales incentive design Executive communication and influence Market pricing and pay analysis Vendor and stakeholder management Compensation systems and data governance Change management and trainingPhysical and Work Requirements This role primarily performs office and computer-based work. The employee must be able to communicate effectively, review detailed information, use standard office technology, and work extended hours during payroll deadlines, year-end processing, open enrollment, audits, implementations, or other critical events. Reasonable accommodations may be provided in accordance with applicable law. Equal Employment Opportunity Ideal Tridon Group is committed to fair and consistent employment practices. Employment decisions should be based on job-related qualifications, business needs, and performance, without unlawful discrimination. This job description does not create a contract of employment and may be revised as business needs change.Compensation Analysis Market data for Payroll Manager roles in Tennessee varies significantly by source and methodology. The recommendation below uses a blended judgment approach and recognizes that this position has broader total rewards scope than a traditional payroll manager. Additional value is placed on ownership of merit planning, bonus and sales incentive design, out-of-cycle compensation analysis, market pricing, salary structure support, compensation technology and vendor management, benefits administration, management accountability, multi-state complexity, systems ownership, and audit responsibilities. Current Market Reference Points Source Geography / Date Market Result Tennessee, Sep. 1, 2026 $104,214 average; $93,656 to $113,358 middle 50%; $121,683 90th percentile Indeed Tennessee, updated Aug. 21, 2026 $93,489 average; reported low $69,232 and high $126,247 ZipRecruiter Tennessee, Sep. 28, 2026 $81,137 average; $64,400 to $94,400 majority range; $110,275 90th percentile SalaryExpert Tennessee, Aug. 5, 2026 $113,555 average base; $81,002 entry-level; $130,107 senior-level Nashville, Sep. 1, 2026 $105,976 average; $95,239 to $115,274 middle 50%; $123,740 90th percentileInterpretation: The survey spread reflects differences in job scope, employer size, data collection methods, and how “Payroll Manager” is defined. A role that combines payroll and benefits leadership with recurring compensation program ownership should be positioned above a payroll-only manager of comparable organizational scale. Final range validation should include compensation or total rewards manager benchmarks in addition to payroll manager references. Recommended Base Salary Range Compensation Element Recommendation Rationale Base salary range $100,000 to $123,000 Expanded Tennessee range for a manager combining payroll, benefits, and meaningful compensation program ownership. Hiring target $108,000 to $116,000 Appropriate for a fully qualified candidate with independent payroll ownership and demonstrated merit, incentive, market-pricing, and benefits experience. Advanced placement $117,000 to $123,000 Use for complex multi-state or global scope, significant sales incentive design, advanced compensation analytics, broad systems ownership, direct reports, or substantial governance accountability. Annual incentive target 10% to 15% of base salary Suggested target reflecting broader total rewards and compensation accountability, tied to payroll, benefits, compensation program delivery, controls, service, and company performance. Estimated target cash $110,000 to $141,450 Base range plus a 10% to 15% target incentive; actual payout depends on plan terms and performance.Recommended Grade Positioning Recommended midpoint: $111,500. A practical internal range for the expanded role is $100,000 to $123,000. This positioning recognizes the added compensation program accountabilities while preserving room for development. Final placement should consider internal equity, payroll size, number of legal entities and states, compensation program complexity, merit and incentive plan ownership, sales incentive scope, number of supported employee populations, direct reports, system complexity, benefit plan complexity, credentials, and depth of management experience.Candidate Placement Guide Profile Suggested Base Placement Developing manager $100,000 to $107,000 Fully proficient manager $108,000 to $116,000 Highly experienced / complex scope $117,000 to $123,000Pay DifferentiatorsPayroll population size, payroll frequency, number of legal entities, and number of states, countries, or jurisdictions supported.Direct accountability for benefits administration, annual enrollment, retirement plan interfaces, deductions, invoice reconciliation, ACA data, and audit support.People leadership scope and responsibility for approving payroll or vendor funding.Experience with HRIS/payroll implementation, integrations, acquisitions, or shared-service transformation.CPP, CEBS, SHRM, or related credentials and demonstrated depth in controls, tax, accounting, and compliance.Internal equity with comparable managers and the organization’s compensation philosophy.Ownership of annual merit planning, salary structure administration, market pricing, pay equity analytics, and out-of-cycle compensation governance.Depth of bonus and sales incentive design responsibility, including plan modeling, documentation, sales crediting coordination, payout calculation, and executive governance.Scope of compensation technology and vendor accountability, including market data platforms, planning tools, incentive systems, contracts, integrations, and service performance.Total Rewards ConsiderationsHealth, dental, vision, life, disability, retirement, paid time off, holidays, and other company-sponsored benefits.Annual incentive eligibility with clearly documented measures and payout governance.Professional development and certification support for CPP, CEBS, or related credentials.Flexible or hybrid work arrangements where consistent with payroll security, operational needs, and company policy.Appropriate backup coverage and staffing to reduce key-person risk during payroll deadlines and open enrollment.Classification and Compliance Notes The recommended pay range is well above the current federal salary level stated by the U.S. Department of Labor for the executive, administrative, and professional exemptions. However, salary level alone does not determine exempt status. The company should evaluate the position’s actual primary duties, management authority, exercise of discretion, salary basis, and applicable law before final classification. Tennessee employers must maintain appropriate unemployment insurance registration and payroll processes when liability applies. The role should coordinate state unemployment administration and notices with the company’s payroll tax provider and internal Finance and HR teams. The final job description and operating procedures should be reviewed against the company’s actual payroll footprint and benefit plans.Approval and Review Approval Role Name Signature / Date HR DirectorFinance LeaderHiring ManagerCompensation ReviewSources and Methodology Market information was reviewed as of September 29, 2026. Public salary sources use different methods and should be treated as directional benchmarks rather than a substitute for a formal employer compensation survey. The recommended range is an HR judgment based on the external references below and the expanded benefits administration scope defined in this document. , Payroll Manager Salary in Tennessee , Payroll Manager Salary in Nashville, TennesseeIndeed, Payroll Manager Salary in TennesseeZipRecruiter, Payroll Manager Salary in TennesseeSalaryExpert, Payroll Manager Salary in TennesseeU.S. Department of Labor, FLSA Earnings ThresholdsTennessee Department of Labor and Workforce Development, Unemployment Insurance TaxImportant Use Note This document is a business and compensation planning resource, not legal, tax, accounting, or benefits advice. xzbcwsv Confirm final duties, reporting relationships, pay grade, incentive eligibility, exempt status, payroll tax requirements, and benefit compliance with appropriate internal leaders and qualified advisers.