Director, Compensation

Medica•Minnetonka, MN

3h•$130,300 - $195,510•Hybrid

About The Position

The Director of Compensation provides strategic direction and operational leadership for Medica’s enterprise compensation function. This role builds and governs a clear, equitable, and scalable job and compensation architecture; leads executive and board compensation analysis and materials; and develops a high-performing team supported by disciplined processes, effective technology, and automation. The Director serves as a trusted thought partner to business leaders, HR Business Partners, Finance, Legal, and other stakeholders, translating market expertise and data into practical recommendations that support business, talent, and financial objectives. Perform other duties as assigned.

Requirements

Bachelor's degree or equivalent combination of education and relevant experience
10 years of progressive compensation or total rewards experience, including experience designing job architecture and salary structures, supporting executive compensation and board governance, leading teams, and implementing compensation processes or technology

Nice To Haves

5 years of people leadership experience
Certified Compensation Professional or similar credential

Responsibilities

Lead the design, implementation, and ongoing governance of enterprise job architecture, including job families, career streams, levels, titles, job descriptions, market-pricing standards, salary structures, and pay administration guidelines
Partner across HR and the business to map roles, calibrate decisions, strengthen internal equity and external competitiveness, enable career paths, talent mobility, workforce planning, and reliable workforce data
Direct executive and board compensation strategy, benchmarking, program design, annual processes, and governance
Prepare accurate, concise, decision-ready analyses and materials for executive leadership and the Board or its committees; coordinate with Finance, Legal, and external advisors; and maintain appropriate controls, confidentiality, documentation, and alignment with organizational strategy and market practice
Serve as a trusted advisor to business leaders and HR partners on compensation strategy, organization design, talent decisions, offers, promotions, retention, and pay actions
Translate complex market data, internal equity considerations, performance, affordability, and business context into clear options and recommendations; influence decisions through expertise, sound judgment, transparency, and collaborative problem solving
Standardize and document core processes; strengthen controls and data quality; and implement tools, workflows, integrations, and automation that simplify administration, improve employee and leader experience, reduce manual effort, and produce timely, reliable insights
Oversee broad-based compensation programs and annual cycles, including salary structure administration, market pricing, merit and incentive planning, pay equity monitoring, reporting, and communications
Establish governance, service measures, audit routines, and change-management practices; monitor program effectiveness, external developments, risks, and exceptions; and recommend improvements that increase consistency, compliance, scalability, and business value
Leads and develops employees to achieve business objectives while fostering an inclusive, compliant, and performance-driven work environment
Build and lead a high-performing compensation team with clear roles
Sets clear expectations, operating priorities, and service standards; provides ongoing coaching, feedback, and development
Builds team capability, succession depth, collaboration, and accountability while aligning resources to enterprise priorities
Creates an inclusive environment and ensures compliance with company policies, employment laws, and HR programs
Leads through change, removes barriers, and equips the team with effective processes, tools, and data to deliver high-quality results