Total Rewards, Talent and Culture Manager

About the Voith Group

The Voith Group is a global technology company. With its broad portfolio of systems, products, services and digital applications, Voith sets standards in the markets of energy, paper, raw materials and transport & automotive. Founded in 1867, the company today has around 22,000 employees, sales of € 5.2 billion and locations in over 60 countries worldwide and is thus one of the larger family-owned companies in Europe.

Voith US Inc. is hiring for:

Total Rewards, Talent and Culture Manager 
Appleton, WI (Hybrid)
 

 

 

Interested to learn about Voith? Check out our video "Voith Careers" on YouTube.

 

Reasons you’ll love working here: 
•    Flexibility with Work/Life Balance 
•    Competitive Compensation and Benefits Package 
•    401K with generous company match 
•    Climate-Neutral Footprint Worldwide 
•    Tuition reimbursement 

 

Summary:

The Total Rewards Manager translates the global Total Rewards strategy and standards into effective country‑level execution across all countries in North America. The role ensures that global concepts, frameworks, and guardrails are consistently implemented locally, while defining only those additional local standards required by legislation or market needs, without contradicting the global Total Rewards philosophy.

As the primary point of contact for all regional Total Rewards topics, this position provides expert guidance to business leaders and P&C teams, ensures high‑quality delivery of all regional Total Rewards cycles, and produces robust analyses and reporting for informed decision‑making. In close partnership with the global Total Rewards team, the role contributes regional insights to the further development of global solutions and projects, supporting continuous improvement of Voith’s Total Rewards landscape.

 

Responsibilities:

 

Regional Total Rewards Advisory & Governance – 25%

Ensures consistent and compliant local implementation of global Total Rewards standards while defining only necessary, aligned local requirements. This creates transparency, reduces exceptions, and enables faster, well‑governed decisions across the region.

• Acts as the regional Total Rewards authority and primary contact for all compensation and benefit topics within the region.
• Ensures implementation of global Total Rewards standards, policies, and frameworks across North America.
• Defines and documents additional local standards only where legally or commercially required, ensuring full alignment with global principles.
• Safeguards fairness, transparency, and legal compliance, managing escalations within defined governance.

 

Compensation – 20%

Delivers fair, market‑competitive, and cost‑controlled compensation outcomes through high‑quality salary structures, benchmarking, and analytics. Enables data‑driven annual salary review and pay progression decisions while safeguarding legal compliance.

• Ensures creation, maintenance, and application of regional salary ranges and local pay systems within global guardrails, steering market alignment and internal equity.
• Leads regional market pricing, survey participation, and data submissions, providing insights for annual salary review budgets and pay progression.
• Safeguards compliance with country‑specific compensation laws and reporting obligations, ensuring integrity of compensation processes.

 

Benefits – 20%

Translates global benefits standards into competitive and sustainable local offerings with clear cost and value transparency. Strengthens Employer‑of‑Choice positioning while balancing employee needs and affordability.

• Support the design of the regional benefit strategies in alignment with business goals and objectives.
• Oversees regional benefits design and administration (including retirement and health and wellness benefits).
• Manages regional vendors and ensures transparency on coverage and cost.
• Ensures alignment with global Benefits & Welfare standards and local legal requirements.

 

Organization – 20%

Ensures consistent job architecture application and robust job evaluations to drive transparency, internal equity, and comparability. Provides a reliable basis for pay, career, and workforce decisions.

• Ensures job profiles and job descriptions follow global templates and