Compensation Manager

Aston Carter•Minnetonka, MN

1d•$72 - $81•Hybrid

About The Position

The Compensation Manager is responsible for developing, implementing, and managing the organization’s compensation programs to ensure internal equity, external competitiveness, and compliance with applicable laws and regulations. This role partners closely with HR leadership and business leaders to design compensation strategies that attract, retain, and motivate top talent while aligning with the company’s overall business objectives. The Compensation Manager oversees salary structures, incentive plans, market analysis, job evaluations, and compensation-related policies, providing expert guidance and data-driven recommendations to support organizational goals. This is a working manager role responsible for overseeing a team of three tenured compensation consultants.

Requirements

Bachelor’s degree; advanced degree preferred.
7+ years of progressive experience in compensation, with a focus on sales compensation and/or executive compensation.
Previous leadership experience, ideally managing compensation professionals.
Advanced analytical, communication, and stakeholder management skills.

Nice To Haves

Experience as a working leader.
Sales Compensation expertise.
Executive compensation experience is a bonus.

Responsibilities

Provide daily oversight, coaching, and professional development for a team of three Sr. Compensation Consultants.
Foster a collaborative, high-performance culture focused on continuous improvement and accountability.
Delegate assignments, set clear goals, and monitor progress to ensure team objectives are met.
Lead the design, implementation, and ongoing management of compensation programs, including base pay, incentive plans, and sales compensation structures.
Ensure programs are competitive, equitable, and aligned with organizational goals.
Maintain advanced working knowledge of compensation principles in general compensation, Executive and Sales Compensation.
Develop and maintain compensation infrastructure, including job architecture, pay structures, and governance frameworks.
Oversee compensation systems and processes to ensure accuracy, compliance, and scalability.
Collaborate with HR Business Partners and business leaders to understand needs, advise on compensation matters, and support strategic initiatives.
Provide guidance on complex compensation issues, including market analysis, benchmarking, and regulatory compliance.
Communicate compensation philosophy and changes to stakeholders.
Lead or participate in cross-functional projects related to total rewards, process improvement, and organizational effectiveness.