Compensation Manager

Aston Carter•Minnetonka, MN

4d•$72 - $81•Hybrid

About The Position

We're looking for an experienced Compensation Manager to lead and evolve our compensation programs while managing a team of seasoned compensation consultants. In this role, you'll help shape compensation strategy, ensure market competitiveness, and support the attraction and retention of top talent. This is an excellent opportunity for someone who thrives as a working leader—providing both strategic direction and day-to-day compensation expertise.

Requirements

Bachelor's degree required; advanced degree preferred.
7+ years of progressive compensation experience.
Strong expertise in sales compensation and/or executive compensation.
Previous people leadership experience, preferably managing compensation professionals.
Exceptional analytical, communication, and stakeholder management skills.
Ability to balance strategic thinking with hands-on execution.

Nice To Haves

Experience leading as a working manager within a compensation function.
Advanced knowledge of compensation design, market analysis, and compensation governance.
Executive compensation experience is a plus.

Responsibilities

Lead, coach, and mentor a team of three Compensation Consultants.
Foster a collaborative, high-performing culture focused on accountability, growth, and continuous improvement.
Set team priorities, delegate work effectively, and ensure successful execution of compensation initiatives.
Design, implement, and manage compensation programs, including: Base salary structures, Incentive compensation plans, Sales compensation programs.
Ensure compensation programs are competitive, equitable, and aligned with organizational goals.
Serve as a subject matter expert across broad-based compensation, sales compensation, and executive compensation.
Develop and maintain compensation frameworks, including job architecture, pay structures, and governance practices.
Conduct market pricing, benchmarking, and compensation analyses to support informed decision-making.
Oversee compensation systems and processes to ensure accuracy, compliance, and scalability.
Partner closely with HR Business Partners and business leaders to provide compensation guidance and strategic support.
Advise stakeholders on complex compensation matters and recommendations.
Communicate compensation philosophy, programs, and changes across the organization.
Lead and contribute to cross-functional initiatives related to total rewards, organizational effectiveness, and process improvement.