Compensation Manager

Compensation ManagerMinnesota-Based | Primarily Remote | $90,000–$110,000Robert Half is partnering with a multi-state, mission-driven organization to identify a Compensation Manager to lead and advance its compensation programs, pay structures, and job pricing processes.This position is best suited for candidates based in Minnesota, with a primarily remote work arrangement and occasional in-person meetings preferred.Reporting to the VP of Talent Strategy, the Compensation Manager will serve as the organization's primary compensation subject matter expert, overseeing day-to-day compensation operations while partnering with Talent Acquisition, Finance, HR, and organizational leadership. This role offers the opportunity to influence compensation strategy, pay equity, market competitiveness, and job architecture across a complex, multi-site workforce.Key ResponsibilitiesAdminister and enhance compensation programs, policies, and processes to support organizational goals, budget considerations, and market competitiveness.Maintain salary structures, pay grades, job architecture, and compensation documentation within HRIS and related systems.Conduct job evaluations, market pricing, salary benchmarking, and compensation analyses using salary surveys, market data, and industry resources.Develop salary range recommendations and provide guidance on pay decisions, salary placement, and compensation practices.Conduct pay equity, internal equity, and wage compression analyses, providing recommendations to leadership.Develop and maintain compensation reports, dashboards, and analyses related to salaries, incentives, turnover costs, vacancies, and labor market trends.Partner with Talent Acquisition and hiring leaders on compensation recommendations, offer approvals, sign-on bonus requests, and hiring-related pay decisions.Collaborate with Finance and Talent Strategy leadership on annual compensation planning, market reviews, budget development, and strategic initiatives.Support the development and maintenance of job descriptions, job titles, career frameworks, and consistent job levels across the organization.Serve as a trusted compensation resource for organizational leaders, providing guidance on policies, salary administration, pay equity, and market competitiveness.Supervise and develop a Compensation Analyst, establishing priorities, reviewing work, and supporting professional growth.Manage compensation survey participation, vendor relationships, and external resources as needed.