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Senior Manager, Total Rewards

Austin, Texas, United States

ICON is building its Total Rewards function from the ground up and is seeking a Senior Manager, Total Rewards to own compensation, benefits, and rewards strategy across a company scaling rapidly in headcount and in the breadth of work it does. The person in this role will design and operate the pay structures, benefits programs, and rewards philosophy that allow ICON to compete for talent across radically different job families — robotics and hardware engineers, software developers, skilled construction crews, corporate professionals, and cleared government personnel — while keeping pay equitable, compliant, and financially sustainable. This is a founding function role with the mandate to bring rigor and structure to how ICON rewards the people building an entirely new category of construction technology.

As part of a small, passionate, accomplished team, you will establish the compensation and benefits infrastructure that lets ICON attract and retain the talent behind its 3D-printed construction technology. As an ICONIC, you will be an industry leader building a total rewards function that spans commercial technology, direct-build construction, and government and defense work under one roof. You will have the opportunity to advance humankind’s ability to provide dignified, affordable, resilient, and sustainable shelter to the world. This role is based on ICON’s Austin, TX campus.

RESPONSIBILITIES:

  •     Own ICON’s compensation strategy end to end: design and maintain salary structures, ranges, and bands; keep them aligned to the Standard Leveling Matrix; and run market benchmarking so pay stays competitive across every division.
  •     Design and manage ICON’s benefits and wellbeing programs — health and welfare plans, retirement, leave, and wellbeing offerings — including plan selection, renewals, open enrollment, and broker and vendor management.
  •     Partner with Finance on compensation budgets, merit and promotion cycles, equity pool planning, and the cost modeling behind rewards decisions.
  •     Advise Talent Acquisition and hiring managers on offers, leveling, and pay decisions, providing the analysis and guardrails that keep offers competitive, equitable, and within structure.
  •     Establish and maintain pay-equity and pay-transparency practices, and ensure compliance with federal, state, and local regulations across the multiple states and job families in which ICON operates.
  •     Build total rewards analytics and reporting — pay-range penetration, market positioning, and cost — to give leadership a clear, data-driven view of how ICON invests in its people.
  •     Account for the distinct rewards needs of ICON’s divisions, including the government, military, and space work in Prime, where compensation practices for cleared and contract-funded roles differ from ICON’s commercial and construction work.
  •     Partner with the Workday Analyst on the systems and data behind compensation and benefits; define the requirements and process, without needing to be the hands-on Workday implementer.
  •     Develop, document, and execute compensation and benefits policies, and build the founding Total Rewards team as the function and ICON grow.
  •     Deep compensation expertise: salary structure and band design, market benchmarking and survey use, incentive and equity plan design, and job leveling.
  •     Broad benefits expertise: health and welfare plan design and administration, retirement programs, and broker and vendor management.
  •     Working command of multi-state compensation compliance — FLSA, pay equity, and pay transparency — with the judgment to know when to bring in Legal.
  •     Strong people analytics: able to turn compensation and benefits data into clear recommendations for non-specialist stakeholders and senior leaders.
  •     Fluency with HRIS and compensation tooling (Workday preferred) as a partner to the systems owner rather than the implementer.
  •     The behavioral range of an M4 leader: sets operational objectives and policy, advises stakeholders on moderately complex matters, and works independently across two disciplines (compensation and benefits).


MINIMUM QUALIFICATIONS:

  •     Seven or more years of progressive experience in compensation, benefits, or total rewards, including ownership of a compensation structure or benefits program.
  •     Demonstrated experience designing or substantially managing salary structures, bands, or market benchmarking.
  •     Experience administering or designing benefits programs, including renewals or open enrollment.
  •     Working knowledge of compensation and benefits compliance across multiple U.S. states.
  •     Able to work on-site at ICON’s Austin, TX campus.

PREFERRED SKILLS AND EXPERIENCE:

  •     Total rewards experience in a high-growth or scaling company.
  •     A total rewards or compensation certification (for example, SHRM Total Rewards Specialty, CCP, or CEBS).
  •     Experience with Workday for compensation and benefits.
  •     Experience spanning distinct job families — for example engineering or technology alongside skilled trades, manufacturing, or government and defense roles.
  •     Prior people management experience or a clear readiness to build and lead a function.
 
ICON is an equal opportunity employer committed to fostering an innovative, inclusive, diverse and discrimination-free work environment. Employment with ICON is based on merit, competence, and qualifications. It is our policy to administer all personnel actions, including recruiting, hiring, training, and promoting employees, without regard to race, color, religion, gender, sexual orientation, gender identity, national origin or ancestry, age, disability, marital status, veteran status, or any other legally protected classification in accordance with applicable federal and state laws. Consistent with the obligations of these laws, ICON will make reasonable accommodations for qualified individuals with disabilities.

Furthermore, as a federal government contractor, the Company maintains an affirmative action program which furthers its commitment and complies with recordkeeping and reporting requirements under certain federal civil rights laws and regulations, including Executive Order 11246, Section 503 of the Rehabilitation Act of 1973 (as amended) and the Vietnam Era Veterans' Readjustment Assistance Act of 1974 (as amended).

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