Compensation Manager

Nexus Family Healing•Plymouth, MN

2d•Hybrid

About The Position

Nexus Family Healing is hiring a Compensation Manager to join their team. For over 50 years, Nexus has been dedicated to empowering children, families, and adults through mental health services. As a progressive leader in youth and family mental health, Nexus is committed to closing gaps in care and creating brighter futures. The organization values diversity, equity, and inclusion, striving for a workforce that reflects the diverse communities they serve. The Compensation Manager will be responsible for administering and advancing the organization’s compensation programs, pay structures, and job pricing processes. This role serves as the primary compensation resource, supporting analysis, market pricing, pay structure maintenance, pay equity initiatives, and job architecture activities, reporting to the Vice President of Talent Strategy.

Requirements

Bachelor’s degree in Human Resources, Finance, Business Administration, Business Management, or related field
5+ years of progressive compensation experience
Demonstrated experience with Compensation program administration, projects, or process coordination.
Demonstrated experience maintaining salary structures, pay grades, and compensation data within an HRIS or compensation system.
Demonstrated experience with Job pricing, market analysis, and salary structure maintenance.
Experience utilizing compensation surveys, labor market data, and compensation benchmarking tools
Advanced proficiency in Microsoft Excel, including data analysis, modeling, reporting, and presentation of findings
Strong analytical, organizational, communication, and problem-solving skills
Demonstrated ability to manage highly sensitive and confidential information with discretion
Must possess a valid driver's license.
Must meet state regulatory agency and Nexus Home Office driving requirements

Nice To Haves

Master’s degree in Human Resource Management or MBA
Certified Compensation Professional (CCP) certification
Previous experience supervising or leading employees, preferably within a compensation, HR, finance, or analytics function
Experience supporting compensation functions within healthcare, behavioral health, human services, nonprofit, or multi-site organizations
Experienced serving as an organization’s strategic Total Rewards SME

Responsibilities

Administer and support the organization's compensation programs and processes, ensuring alignment with organizational goals, budget considerations, and market competitiveness.
Partner with the Vice President of Talent Strategy and Finance to support annual compensation planning, market reviews, budget development, and compensation recommendations.
Collaborate with Talent Strategy and Talent Acquisition partners to develop and maintain tools, resources, and programs that support employee attraction, engagement, and retention.
Identify positions or job families experiencing recruitment or retention challenges and conduct compensation analyses to support market-based recommendations.
Assist in evaluating compensation practices and recommending enhancements that support organizational competitiveness and pay equity.
Maintain the organization's pay structures, salary grades, and associated compensation documentation within the HRIS, compensation systems, and shared drives.
Review job descriptions and position requirements to identify appropriate market matches and compensation benchmarks.
Source and analyze compensation data from salary surveys, industry resources, and compensation databases to support job pricing decisions.
Conduct market pricing analyses using established methodologies and develop salary range recommendations, including minimum, midpoint, and maximum pay rates.
Provide compensation guidance to Talent Acquisition and hiring managers to promote equitable hiring practices and consistency in compensation decisions.
Assist leaders in understanding pay range placement, salary administration guidelines, and compensation policies.
Educate and provide leaders with information and training material relating to pay equity and wage compression.
Serve as the organization’s ‘SME’ relating to all compensation reporting, including but not limited to base, variable, and bonus compensation.
Develop, maintain, and distribute compensation-related reports, dashboards, and analyses, including salary, incentive, turnover cost, vacancy, and labor market data.
Conduct routine pay equity, wage compression, and internal compensation reviews and provide recommendations to Talent Strategy leadership.
Support compliance with applicable compensation laws, regulations, and organizational compensation policies.
Maintain compensation policies, procedures, guidelines, and documentation to ensure consistency and audit readiness.
Monitor compensation and total rewards trends and share relevant market intelligence and recommendations with Talent Strategy leadership.
Assist in preparing compensation presentations, analyses, and supporting materials for executive leadership and key stakeholders.
Serve as the primary compensation contact and subject matter resource for managers, HR partners, and Talent Acquisition.
Provide guidance and education regarding compensation policies, salary administration practices, market pricing, and pay structure interpretation.
Support compensation-related projects and organizational initiatives as assigned by the Vice President of Talent Strategy.
Directly supervise the Compensation Department team member(s), providing day-to-day guidance, coaching, performance management, and professional development support.
Establish priorities and delegate work assignments to ensure timely completion of compensation analyses, job pricing activities, reporting, and compensation administration processes.
Review and approve compensation analyses, market pricing recommendations, salary structure updates, and reporting outputs to ensure quality, consistency, and accuracy.
Conduct regular one-on-one meetings, performance evaluations, and development planning discussions to support employee engagement, accountability, and professional growth.
Partner with the Vice President of Talent Strategy to identify departmental priorities, resource needs, process improvements, and opportunities to enhance compensation services across the organization.
Foster a collaborative, customer-focused approach to compensation support, building strong partnerships with leaders, Talent Acquisition, Finance, HR, and Agency stakeholders.
Attend and participate in staff meetings, leadership meetings, and training sessions as required.
Partner with the Talent Strategy team to develop, maintain, and update job descriptions that accurately reflect role responsibilities, qualifications, scope, and organizational expectations.
Support the creation of new positions and revisions to existing roles by gathering information, drafting job documentation, and ensuring alignment with organizational structure and business needs.
Maintain consistency in job descriptions, titles, levels, competencies, and formatting in accordance with established job architecture and compensation frameworks.
Collaborate with leaders and Talent Strategy partners to ensure job descriptions clearly define essential functions, reporting relationships, knowledge, skills, and experience requirements.
Partner with Talent Strategy, hiring leaders, and cross-functional stakeholders to facilitate timely completion, approval, and implementation of job description changes.
Maintain relationships with compensation survey providers, data platforms, and external compensation resources.
Participate in compensation surveys and validate organizational data submissions.
Evaluate compensation resources and survey tools and provide recommendations regarding utilization and value.
Coordinate with external consultants and vendors, as needed, to support compensation projects and market analyses.
Proactively determine when to enlist and engage compensation consultants based upon organizational changes.