Compensation Manager

Eide Bailly LLP•Minneapolis, MN

2d•Remote

About The Position

The Compensation Manager manages Eide Bailly’s compensation programs and processes to support competitive, equitable, and compliant pay practices. This role is responsible for compensation strategy, market benchmarking, pay structure development, annual compensation and bonus cycles, and compensation governance. The manager serves as a trusted advisor to Firm leaders, HR partners, and Talent Acquisition, and manages and develops compensation team members. The position oversees compensation programs, policies, tools, annual and exception compensation and bonus processes, market survey participation, compensation ranges and guidelines, job leveling, and pay recommendations. It uses compensation, workforce, and market data to evaluate trends and program effectiveness, and applies automation and AI-enabled tools to improve analysis, reporting, and decision-making. The role also monitors regulatory requirements, supports acquisitions and organizational changes, collaborates with HRIS, Finance, Payroll, and other teams, and manages compensation staff and assigned projects.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, Accounting, or a related field.
Seven or more years of progressive compensation or related human resources experience, including market benchmarking, compensation analysis, pay programs, or compensation cycles.
Previous experience leading compensation processes, projects, or staff.
Advanced knowledge of compensation principles, market benchmarking, salary structures, job evaluation, internal equity, and compensation program administration.
Strong knowledge of federal, state, and local wage and hour, pay transparency, pay equity, and compensation-related requirements.
Sound judgment in evaluating complex compensation issues and developing practical, defensible recommendations.
Ability to analyze large and complex datasets accurately and translate findings into clear business insights.
Strong consultation and communication skills when presenting compensation information to leaders, HR partners, and other stakeholders.
Ability to handle confidential and sensitive information with discretion, professionalism, and appropriate data controls.
Ability to build effective working relationships and collaborate across HR, Finance, Payroll, Talent Acquisition, leadership, and other functional teams.
Advanced proficiency with Microsoft Excel and experience using compensation, HR information, reporting, and data-analysis systems.
Must be authorized to work in the United States now or in the future without visa sponsorship.

Nice To Haves

Certified Compensation Professional, PHR, SHRM-CP, or similar professional certification.

Responsibilities

Manage and continuously improve compensation programs, policies, practices, and related tools.
Oversee annual and exception compensation, promotion, and bonus processes, including planning, system preparation, data review, leadership guidance, approvals, and implementation.
Apply the Firm’s compensation philosophy to support consistent, market-aligned, and performance-driven pay decisions.
Develop compensation recommendations that consider market competitiveness, internal equity, employee experience, performance, geography, and Firm practices.
Lead participation in industry compensation surveys and oversee survey data collection, validation, submission, and analysis.
Maintain relationships with survey providers and evaluate market data sources.
Oversee development and maintenance of compensation ranges, structures, and guidelines across positions, service lines, locations, and geographic markets.
Consult with Firm leaders, HR business partners, and Talent Acquisition on hiring ranges, promotions, compensation adjustments, retention concerns, and other pay decisions.
Advise on job leveling, position evaluations, organizational structure, and role alignment to support workforce planning and career progression.
Partner with HR and business leaders to identify compensation risks and internal equity concerns and recommend appropriate actions.
Use a total rewards perspective when developing recommendations, considering base pay, incentives, benefits, and career growth opportunities.
Use compensation, workforce, and market data to identify trends, evaluate program effectiveness, model outcomes, and provide leadership insights.
Use emerging technologies, automation, and AI-enabled tools to improve analysis, streamline processes, enhance reporting, and support data-driven decisions.
Establish and maintain compensation governance processes, decision-making frameworks, and leader guidance.
Monitor compensation-related regulatory requirements and support compliance with applicable federal, state, and local laws.
Support acquisitions, organizational changes, and integration through compensation analysis, job alignment, employee data evaluation, and integration needs.
Partner with HRIS, Finance, Payroll, Talent Acquisition, and other teams to implement compensation changes and improve processes and systems.
Manage, develop, and mentor compensation staff; set priorities, review work, and support team objectives.
Ensure timely and accurate performance on assigned projects and comply with project budgets, turnaround times, and deadlines.