# Total Rewards Manager at Cadence Solutions

> Remote · region unclear · Manager · Other · open. Source: https://alderhq.app/jobs/greenhouse%3Asolutions%3A4721708006 (read 2026-11-04).

## Facts (observed)

- Company: [Cadence Solutions](https://alderhq.app/companies/cadence-solutions)
- Location text: remote; Remote
- Where it can be done from (inferred): Remote · region unclear (evidence: "Location: remote; Remote")
- Posted: 2026-10-14 (21 days ago)
- First seen by alder: 2026-11-02 · last verified: 2026-11-04
- Reposted: 0 times · edited: 0 times
- Apply on the employer's site: https://job-boards.greenhouse.io/solutions/jobs/4721708006

## Pay and sponsorship

- Posted pay: not posted

## Description (the employer's text)

Cadence is the clinical AI company automating the treatment of chronic disease. Its Clinical Intelligence takes on the routine, high-volume work of chronic care – monitoring patients, surfacing risks, and coordinating action – so clinicians can focus on the decisions that require them. Grounded in partnerships with more than 20 leading health systems, deep EMR integrations, dedicated medical group, and experience serving a population of more than 100,000 patients, the system learns from real-world care delivery, improving as it scales. Cadence has been recognized by TIME as one of the Top 100 HealthTech Companies and by LinkedIn as a Top Startup (#4, 2025).

### WHAT YOU’LL DO

The Total Rewards Manager will lead the day-to-day execution and evolution of compensation and benefits programs across Cadence. You will combine analytical depth with hands-on operational ownership to deliver competitive, equitable, financially sustainable rewards and a clear, responsive employee experience.

You will build scalable processes for a distributed workforce spanning clinical, non-exempt, and corporate roles, partnering closely with People, Finance, Payroll, Talent Acquisition, Legal, and stock administration. A near-term priority is establishing reliable benefits operations as the company transitions from a professional employer organization to direct administration.

### Benefits Strategy & Vendor Management

- Own the benefits broker relationship, setting priorities, reviewing service delivery, coordinating renewals, and evaluating recommendations on plan design, cost, and employee needs.
- Coordinate the broker, medical and disability carriers, benefits administration platform, and other providers across plans covered by the company’s wrap arrangements; clarify responsibilities and resolve cross-vendor issues.
- Evaluate benefit costs, utilization, employee feedback, and vendor performance; develop recommendations and budgets in partnership with Finance and People leadership.
- Coordinate plan documentation, required notices, reporting, and compliance activities with the broker, administrators, Legal, and Finance, maintaining clear owners and deadlines.
### Benefits Operations & Employee Support

- Own the benefits service model, including employee inquiries, escalations, knowledge resources, service standards, and vendor handoffs.
- Serve as the designated reviewer for system workflows and benefit requests, including qualifying life events, dependent changes, enrollment corrections, and COBRA handoffs; validate supporting documentation, eligibility, effective dates, and downstream updates under established procedures.
- Partner with Payroll and Finance to reconcile elections, deductions, carrier eligibility, and invoices; investigate discrepancies and coordinate timely corrections.
- Lead annual open enrollment from renewal planning through system testing, employee communications, enrollment reconciliation, and post-enrollment issue resolution.
- Partner with Talent Acquisition and onboarding teams to explain benefits accurately and ensure new hires receive timely enrollment guidance.
- Partner with leave administration on benefits continuation and disability-related handoffs, maintaining clear ownership across functions.
### Benefits Transition & Systems

- Lead benefits workstreams for the transition from a professional employer organization, documenting which services must move to internal teams or new vendors and establishing coverage for inherited employee-support volume.
- Partner with People systems owners and vendors on plan configuration, eligibility rules, approval workflows, carrier connections, and payroll deductions.
- Own benefits acceptance testing, data reconciliation, employee communications, and readiness checks before launch; track defects and post-launch stabilization.
- Maintain documented procedures, access controls, reviewer coverage, and escalation paths so critical benefits processes remain reliable during absences and peak periods.
### Compensation Programs & Market Intelligence

- Lead two compensation cycles each year, coordinating timelines, budgets, eligibility, planning data, manager guidance, approvals, payroll handoffs, and employee communications.

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Data: alder (https://alderhq.app). Cite https://alderhq.app/jobs/greenhouse%3Asolutions%3A4721708006 and the date you read it. Observed facts come from the employer's own listing; location reach, level, family and skills are inferences.