Compensation Manager

Job Description

Job Description

Compensation Manager

Minnesota-Based | Primarily Remote | $90,000–$110,000

Robert 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 Responsibilities

• Administer 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.

Qualifications

• Bachelor's degree in Human Resources, Finance, Business Administration, or a related field.
• 5+ years of progressive compensation experience, including compensation program administration, job pricing, market analysis, and salary structure maintenance.
• Experience maintaining pay grades, salary structures, and compensation data within an HRIS or compensation system.
• Experience utilizing compensation surveys, salary benchmarking tools, and labor market data.
• Advanced Microsoft Excel skills, including data analysis, modeling, reporting, and presenting findings.
• Strong analytical, organizational, communication, and problem-solving skills.
• Ability to manage sensitive and confidential information with discretion.
• Valid driver's license.

Preferred Qualifications

• Certified Compensation Professional (CCP) designation.
• Previous experience supervising or leading employees.
• Experience supporting compensation functions within healthcare, nonprofit, or other multi-site organizations.

Compensation & Work Environment

• Salary: $90,000–$110,000, depending on experience and qualifications.
• Location: Minnesota-based candidates strongly preferred.
• Work arrangement: Primarily remote, with occasional in-person meetings preferred.
• Team: Direct supervision of a Compensation Analyst.
• HRIS: UKG.

Why Consider This Opportunity?

• Broad ownership of compensation programs and processes.
• Opportunity to influence compensation strategy, pay equity, and job architecture.
• Close partnership with Talent Acquisition, Finance, HR, and organizational leadership.
• A collaborative, mission-driven environment focused on supporting children, families, and communities.
• Opportunities for professional development and career growth.

If you bring strong compensation expertise and enjoy combining hands-on analysis with strategic partnership and process improvement, we welcome the opportunity to connect.