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Classification Compensation Jobs in Minnesota (NOW HIRING)

Aston Carter

Compensation Manager

Hopkins, MN · On-site

$72 - $81/hr

Compensation Manager Are you a strategic compensation professional who enjoys balancing big-picture ... Eligibility requirements apply to some benefits and may depend on your job classification and ...

Aston Carter

Compensation Manager

Hopkins, MN

$72 - $81/hr

Compensation Manager Are you a strategic compensation professional who enjoys balancing big-picture ... Eligibility requirements apply to some benefits and may depend on your job classification and ...

Aston Carter

Compensation Manager

Hopkins, MN · On-site

$72 - $81/hr

The Compensation Manager oversees salary structures, incentive plans, market analysis, job ... Eligibility requirements apply to some benefits and may depend on your job classification and ...

Compeer Financial

Compensation Analyst

Lakeville, MN · Hybrid

The responsibilities include conducting analysis on internal and external salary data, evaluating jobs to determine classification and salary, ensuring compensation practices are in alignment with ...

Aston Carter

Compensation Manager

Hopkins, MN · On-site

$72 - $81/hr

Job Title: Compensation Manager The Compensation Manager is responsible for developing ... Eligibility requirements apply to some benefits and may depend on your job classification and ...

Aston Carter

Compensation Manager

Hopkins, MN · Hybrid

$72 - $81/hr

The Compensation Manager oversees salary structures, incentive plans, market analysis, job ... Eligibility requirements apply to some benefits and may depend on your job classification and ...

Osaic

Senior Compensation Analyst

Oakdale, MN · Hybrid

$100K - $125K/yr

Our competitive compensation is just one component of Osaic's total compensation package ... Conduct job evaluations, including FLSA classification and leveling alignment * Benchmark roles ...

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Showing results 1-20

All JobsClassification Compensation JobsClassification Compensation Jobs in Minnesota

Classification Compensation information

See Minnesota salary details

$34.8K

$112.4K

$166K

How much do classification compensation jobs pay per year?

As of Jul 16, 2026, the average yearly pay for classification compensation in Minnesota is $112,368.00, according to ZipRecruiter salary data. Most workers in this role earn between $94,000.00 and $129,800.00 per year, depending on experience, location, and employer.

What are the 7 levels of the job title hierarchy?

In classification and compensation roles, the job title hierarchy typically includes seven levels: entry-level, associate, specialist, senior, lead, manager, and director. These levels reflect increasing responsibility, expertise, and scope of work, and are used to structure pay grades and career progression within organizations.

What are the four types of compensation?

In classification and compensation roles, the four main types of compensation are base pay, which is the fixed salary or hourly wage; variable pay, such as bonuses and incentives; benefits, including health insurance and retirement plans; and non-monetary rewards like recognition and career development opportunities. These components together help organizations attract, motivate, and retain employees based on job value and performance.

What are the 4 categories of employment?

In classification and compensation roles, employment is typically divided into four categories: full-time, part-time, temporary, and contract. These categories determine work hours, benefits, and job stability, and understanding them helps in job planning and negotiations.

What is job classification in compensation?

Job classification in compensation is the process of categorizing jobs into specific groups based on duties, responsibilities, and required skills. It helps establish pay structures and ensures internal equity by standardizing job roles across an organization. This system often involves job descriptions, grading, and the use of classification tools or guides.

What is classification and compensation in human resources?

Classification and compensation refers to the process of evaluating and organizing jobs within an organization to ensure employees are paid fairly and consistently according to their job responsibilities, qualifications, and market value. This involves categorizing positions into job families or grades (classification) and determining appropriate salary ranges and benefits (compensation). HR professionals in this area analyze job descriptions, conduct market research, and help develop pay structures that support organizational goals and compliance with labor laws.

What are the key skills and qualifications needed to thrive as a Classification Compensation Specialist, and why are they important?

To excel as a Classification Compensation Specialist, you need a solid understanding of job analysis, compensation structures, and HR regulations, typically supported by a bachelor's degree in human resources or a related field. Familiarity with HR information systems (HRIS), compensation analysis software, and market survey tools is common in this role. Attention to detail, analytical thinking, and strong communication skills help professionals interpret data and explain compensation decisions clearly. These skills ensure fair and competitive pay practices that support organizational goals and maintain employee satisfaction.

What is the difference between Classification Compensation vs Compensation Analyst?

AspectClassification CompensationCompensation Analyst
Required CredentialsTypically requires HR or compensation certification, knowledge of job classification systemsRequires compensation certifications, analytical skills, and understanding of pay structures
Work EnvironmentOften within HR departments, focusing on job structure and classification systemsWorks in HR or compensation teams, analyzing pay data and market trends
Employer & Industry UsageUsed across various industries for job evaluation and classificationCommonly employed in organizations to develop and manage compensation programs

Classification Compensation focuses on categorizing jobs and establishing pay grades, while Compensation Analysts analyze market data to develop competitive pay structures. Both roles are essential in HR but serve different functions within compensation management.

How does a Classification Compensation specialist typically collaborate with HR and department managers to maintain equitable pay structures?

Classification Compensation specialists work closely with HR teams and department managers to gather job data, analyze roles, and ensure pay structures are fair and compliant with regulations. They often facilitate job evaluations, review market salary data, and provide recommendations for adjustments or reclassifications. Regular meetings and open communication are essential, as specialists must balance organizational budget constraints with employee retention and satisfaction goals. This collaborative approach helps maintain consistency, transparency, and equity in compensation across the organization.
What are popular job titles related to Classification Compensation jobs in Minnesota? For Classification Compensation jobs in Minnesota, the most frequently searched job titles are:
What job categories do people searching Classification Compensation jobs in Minnesota look for? The top searched job categories for Classification Compensation jobs in Minnesota are:
What cities in Minnesota are hiring for Classification Compensation jobs? Cities in Minnesota with the most Classification Compensation job openings:
Classification Compensation jobs near you
Compensation Manager

Compensation Manager

Aston Carter

Hopkins, MN • On-site

$72 - $81/hr

Full-time, Contractor

Medical, Dental, Vision, Life, Retirement, PTO

Posted 14 days ago

Job description

Now Hiring: Compensation Manager
Are you a strategic compensation professional who enjoys balancing big-picture thinking with hands-on execution? 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.
What You'll Do
Leadership & Team Management
  • 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.

Compensation Strategy & Program Management
  • 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.

Compensation Infrastructure & Analytics
  • 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.

Business Partnership
  • 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.

What We're Looking For
Required Qualifications
  • 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.

Preferred Qualifications
  • 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.
Job Type & Location
This is a Contract to Hire position based out of Hopkins, MN.
Pay and Benefits
The pay range for this position is $72.00 - $81.00/hr.
Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to specific elections, plan, or program terms. If eligible, the benefits available for this temporary role may include the following:
• Medical, dental & vision
• Critical Illness, Accident, and Hospital
• 401(k) Retirement Plan - Pre-tax and Roth post-tax contributions available
• Life Insurance (Voluntary Life & AD&D for the employee and dependents)
• Short and long-term disability
• Health Spending Account (HSA)
• Transportation benefits
• Employee Assistance Program
• Time Off/Leave (PTO, Vacation or Sick Leave)
Workplace Type
This is a hybrid position in Hopkins,MN.
Application Deadline
This position is anticipated to close on Jul 22, 2026.
About Aston Carter
Aston Carter provides world-class corporate talent solutions to thousands of clients across the globe. Specialized in accounting, finance, human resources, talent acquisition, procurement, supply chain and select administrative professions, we extend the capabilities of industry-leading companies. We draw on our deep recruiting expertise and expansive network to meet the evolving needs of our clients and talent community with agility and excellence. With offices across the U.S., Canada, Asia Pacific and Europe, Aston Carter serves many of the Fortune 500. We are proud to be a ClearlyRated Best of Staffing® Platinum Award winner for both client and talent service.
The company is an equal opportunity employer and will consider all applications without regard to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law.
If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing process due to a disability, please email astoncarteraccommodation@astoncarter.com for other accommodation options.
San Francisco Fair Chance Ordinance: Pursuant to the San Francisco Fair Chance Ordinance, for all positions located in the city and county of San Francisco, we will consider for employment qualified applicants with arrest and conviction records.
Massachusetts Lie Detector: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
Use of Artificial Intelligence (AI): We may use Artificial Intelligence (AI) to support parts of our hiring process, including sourcing, screening, and evaluating candidates. AI helps assess applications and qualifications, but final decisions are made by our hiring team. By applying, you acknowledge and agree that your application may be reviewed using AI tools.
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About Aston Carter

Sourced by ZipRecruiter

At Aston Carter, we're dedicated to expanding career opportunities for the skilled professionals who power our business. Our success is driven by the talented, motivated people who join our team across a range of positions - from recruiting, sales and delivery to corporate roles. As part of our team, employees have the opportunity for long-term career success, where hard work is rewarded and the potential for growth is limitless. Established in 1997, Aston Carter is a leading staffing and consulting firm, providing high-caliber talent and premium services to more than 7,000 companies across North America. Spanning four continents and more than 200 offices, we extend our clients' capabilities by seeking solvers and delivering solutions to address today's workforce challenges. For organizations looking for innovative solutions shaped by critical-thinking professionals, visit AstonCarter.com. Aston Carter is a company within Allegis Group, a global leader in talent solutions.

Industry

Recruiting and staffing services

Company size

1,001 - 5,000 Employees

Headquarters location

Hanover, MA, US

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