Manager of Mobility and Relocation
SUMMARY The Manager of Mobility and Relocation will provide strategic leadership, governance, administration, and continuous improvement for Mortenson's workforce mobility and relocation programs. This person will serve as the primary program leader for mobility and relocation strategy, vendor coordination, operational controls, reporting, and leader guidance. Partner closely with Operations, Human Resources, Talent Acquisition, Finance, Payroll, Total Rewards, and external vendors to deliver consistent, clear, and effective solutions for leaders and team members. RESPONSIBILITIES Mobility Program Strategy and Ownership Serve as program owner for mobility programs that support team members working away from home, including pay enhancements and support for temporary or duplicate living expenses. Lead administration and governance of mobility components such as subsistence, housing allowances, relocation incentives, travel home allowances, long-term traveler incentives, office traveler premiums, mobility premiums, and other approved mobility supports. Partner with leaders and HR partners to interpret eligibility, evaluate exceptions, and support consistent treatment across operating groups and projects. Oversee program documentation, eligibility guidance, approval requirements, recurring operating calendars, risks, escalations, and handoffs. Relocation Program Management Serve as the primary internal liaison with the relocation vendor for program administration, service delivery, issue resolution, and process improvement. Partner with Talent Acquisition, HR Talent Partners, Finance, Payroll, and leaders to ensure relocation decisions and communications are clear, timely, and aligned with policy. Monitor relocation program utilization, vendor service quality, team member experience, and recurring issues. Recommend and lead updates to relocation programs, processes, communications, vendor routines, and service practices based on trends and best practices. Process Governance and Controls Own recurring mobility and relocation operating routines, including audits, reporting, approvals, exceptions, payroll handoffs, and documentation updates. Partner with Payroll and HR Operations to ensure mobility payments, changes, retroactive adjustments, overpayments, and related transactions are reviewed and processed accurately. Support governance forums, committee meetings, data reviews, and leadership updates related to mobility and relocation programs. Reporting, Analytics, and Program Effectiveness Oversee reporting and analytics that inform program effectiveness, including mobility and relocation participation, spend, trends, exceptions, overpayments, utilization, and recurring issues. Prepare dashboards, leadership summaries, and program insights that support informed decision-making. Use data to evaluate program effectiveness, identify operational risks, and recommend improvements. Partner with Finance, Payroll, and Total Rewards leaders to support budgeting, forecasting, and program cost visibility. Leader Consultation and Team Member Experience Provide practical guidance to leaders, HR partners, and team members on mobility and relocation program requirements. Resolve escalated questions and complex cases with sound judgment, consistency, and sensitivity to team member experience. Develop communications and education materials that help leaders and team members understand available programs, responsibilities, and process requirements. QUALIFICATIONS Bachelor's degree in Human Resources, Business, Finance, or related field, or equivalent experience. Minimum of seven years of progressive experience in Human Resources, Total Rewards, mobility, relocation, payroll, operations, or related disciplines. Experience leading enterprise programs with multiple stakeholders. Experience with vendor management or external partner coordination, preferably with relocation, benefits, or HR service providers. Strong program leadership, governance, and business acumen. Knowledge of workforce mobility, relocation, Total Rewards, payroll, HR operations, or related program administration. Strong analytical, project management, process improvement, and communication skills. Demonstrated ability to interpret policy, apply judgment, and communicate clearly with leaders and team members. Ability to influence across functions and manage recurring processes, escalations, and stakeholder expectations. A few benefits offered include: (for Non-Craft & Non-Union Craft working 25 hours / week) Medical and prescription drug plans that includes no additional cost vision coverage Dental plan 401k retirement plan with a generous Mortenson match Paid time off, holidays, and other paid leaves Employer paid Life, AD&D, and disability insurance No-Cost mental health tool and concierge with extensive work-life resources Tuition reimbursement Adoption Assistance Gym Membership Discount Program The base pay range for this role is $116,300 - $174,500. (Actual range is higher for the following office locations: Denver, CO and Chicago, IL – 5%, Seattle, WA, and Portland, OR – 10%, Washington, D.C. – 12.5%). Base pay is positioned within the range based on several factors including an individual’s knowledge, skills, and experience, with consideration given to internal equity. This position is eligible for Mortenson’s incentive plan. LI-PM1 LI-hybrid Please make note: Visa sponsorship is not offered for this position. Our postings are typically open a minimum of 5 days and an average of 44 days. ABOUT MORTENSON As a top builder, developer, and EPC (Engineering, Procurement, and Construction), our expertise spans markets like sports, renewable energy, data centers, healthcare, and more. We are builders at heart, working to ensure the built environment has a lasting positive impact. Let’s Redefine Possible® Equal Employment Opportunity Your uniqueness brings new and creative perspectives to the team. Mortenson is committed to providing equal opportunities of employment (EOE) to all individuals, regardless of your race, religion, gender, national origin, age, veteran status, disability, marital status or any other legally protected category. Other Items to Note Mortenson reserves the right to hire any individual without legal or financial obligation on unwanted solicitations. No agency emails, calls, or solicitations are accepted without a valid agreement. Must be currently legally authorized to work in the U.S. without sponsorship for employment visa status (e.g., H1B status, 0-1, TN, CPT, OPT, etc.). We are unable to sponsor or take over sponsorship of an employment Visa at this time.
