Compensation Manager

HomeServices of America•Eden Prairie, MN

7d•$113,960 - $149,500

About The Position

Lead and manage the development, administration, and ongoing effectiveness of enterprise compensation programs across multiple business lines, including residential real estate, mortgage, insurance, and settlement services. Serve as the primary compensation consultant to business and HR leaders, translating organizational needs into competitive, equitable, financially responsible, and compliant compensation solutions. This individual contributor role provides enterprise-wide program leadership and exercises significant independence and judgment in the design and management of salary structures, job evaluation frameworks, base pay programs, and incentive compensation plans.

Requirements

Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related field, or 7-10 years of transferrable experience.
5-7 years of progressive compensation experience, including experience with market analysis, job evaluation, salary structure design, and compensation program administration.
Demonstrated experience independently leading compensation programs or enterprise-wide initiatives and consulting with HR and business leaders on complex compensation decisions.
Experience designing, evaluating, or administering incentive compensation programs.
Advanced knowledge of compensation principles, market-pricing methodologies, salary structure design, job evaluation, incentive compensation, pay equity, and applicable wage and hour requirements.
Advanced analytical, financial modeling, and problem-solving skills, with the ability to assess alternatives and develop actionable recommendations.
Advanced proficiency in Excel and experience with HRIS, compensation planning, market-pricing, and reporting tools.
Strong consultation, influencing, written, verbal, and presentation skills, including the ability to constructively challenge assumptions and communicate technical compensation concepts to audiences with varying levels of expertise.
Ability to independently manage compensation programs and initiatives involving multiple stakeholders, competing priorities, and ambiguous situations while exercising sound judgment.
Strong project and program management skills; ability to provide functional leadership without formal supervisory authority and handle highly confidential information with discretion.

Nice To Haves

Experience supporting organizations with multiple business lines, legal entities, or operating models and experience with executive or senior leadership compensation analysis are preferred.
CCP certification preferred but not required.

Responsibilities

Manage compensation programs across multiple business lines, ensuring programs remain competitive, equitable, financially responsible, operationally effective, and compliant with applicable requirements.
Serve as a compensation consultant to HR and business leaders, providing recommendations on compensation decisions, organizational changes, job evaluations, market positioning, and pay-related risks.
Co-Lead market-pricing activities, including survey participation, benchmarking methodology, market analysis, and recommendations regarding competitive positioning and internal equity.
Own the development and maintenance of salary structures, pay ranges, geographic differentials, and job evaluation frameworks in alignment with the company’s job architecture and operating needs.
Establish and maintain compensation governance, guidelines, documentation, and decision frameworks that promote consistent and equitable pay practices across operating companies.
Co-Lead the design, evaluation, implementation, and ongoing management of base pay and incentive compensation programs, including modeling, performance measures, payout structures, plan documentation, and effectiveness reviews.
Lead complex compensation reviews and initiatives by defining scope, deliverables, stakeholder responsibilities, recommendations, and implementation plans.
Ensure compliance with applicable laws and regulations (FLSA, pay equity, etc.).
Partner with and support the compensation leader for compensation analysis and consultation of executive and senior leadership roles, including market benchmarking, competitive assessments, and reporting.
Identify and lead compensation process improvements, reporting enhancements, controls, and HRIS requirements.
Develop and deliver compensation communications, tools, and training for HR partners, managers, and business leaders.
Perform any additional responsibilities as requested or assigned.