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Compensation Assistant Jobs in Minnesota (NOW HIRING)

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Compensation Assistant information

What is the difference between Compensation Assistant vs Benefits Coordinator?

AspectCompensation AssistantBenefits Coordinator
CredentialsHigh school diploma or equivalent; some roles may require a bachelor’s degreeHigh school diploma or equivalent; some roles may require a bachelor’s degree
Work EnvironmentOffice setting, HR departmentOffice setting, HR or benefits department
Employer & Industry UsageUsed across various industries for payroll and compensation supportCommon in healthcare, corporate, and government sectors for benefits management
Search & Comparison IntentOften compared for entry-level HR roles focusing on pay structuresCompared for roles managing employee benefits programs

The Compensation Assistant primarily supports salary and pay structure tasks within HR departments, focusing on compensation data and payroll. In contrast, the Benefits Coordinator manages employee benefits programs like health insurance and retirement plans. Both roles require similar credentials and are found in similar work environments, but they focus on different aspects of HR functions.

What are the key skills and qualifications needed to thrive as a compensation assistant?

To thrive as a Compensation Assistant, you need a strong understanding of payroll processes, data entry, and basic HR principles, often supported by a degree in human resources or business administration. Familiarity with HRIS systems, payroll software, and spreadsheet tools like Microsoft Excel is typically required. Attention to detail, confidentiality, and strong organizational skills help distinguish top performers in this position. These capabilities ensure accurate compensation processing, data integrity, and effective support for HR functions within an organization.

How does a compensation assistant typically collaborate with HR and payroll teams?

As a Compensation Assistant, you’ll frequently work alongside HR and payroll teams to ensure accurate and timely processing of employee compensation data. Your role often involves gathering salary information, updating records, and resolving discrepancies by communicating with both HR specialists and payroll coordinators. Effective collaboration is essential, as you may assist in preparing reports for management and participate in audits or compliance reviews. Building strong working relationships across these teams helps you streamline workflows and support organizational goals.

What is a compensation assistant?

Compensation Assistants are human resources professionals who support the administration of employee compensation programs within an organization. Their duties typically include maintaining salary databases, assisting with payroll processing, preparing compensation reports, and providing support for salary surveys and job evaluations. They play a key role in ensuring employees are paid accurately and in accordance with company policies, while also helping HR departments comply with relevant laws and regulations. Compensation Assistants often serve as a point of contact for compensation-related inquiries from staff.
What are the most commonly searched types of Compensation jobs in Minnesota? The most popular types of Compensation jobs in Minnesota are:
What cities in Minnesota are hiring for Compensation Assistant jobs? Cities in Minnesota with the most Compensation Assistant job openings:
Compensation Assistant jobs near you
Infographic showing various Compensation Assistant job openings in Minnesota as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution.

Seasonal Compensation and Benefits Administrator

Vomela

Saint Paul, MN • Hybrid

$30 - $40/hr

Temporary

Medical, Dental, Vision, Life, Retirement

Posted 23 days ago

Job description

At Vomela our greatest asset is our people. As a full-service visual communications company, we are looking for creative and intellectual thinkers that work with our customers to create compelling brand solutions and foster meaningful connections. And while you're focused on creating big things for global and local brands, we will help you build a career you can be passionate about.

Apply now to find your place at Vomela.

This is a 5-month seasonal role on Vomela's HR team

Hourly Pay Range: $30 - 40 USD

Job Summary

The Compensation and Benefits Administrator is responsible for administering, analyzing, and supporting the organization's compensation and employee benefits programs. This role ensures competitive and compliant pay practices, manages employee benefit plans, supports payroll and HR initiatives, and provides guidance to employees regarding compensation and benefits-related matters.

What You'll Do...

Compensation Administration

  • Administer salary structures, pay grades, and compensation programs.
  • Conduct compensation analyses and market benchmarking studies.
  • Support annual salary review, merit increase, and bonus processes.
  • Maintain compensation data and ensure accuracy within HR systems.
  • Prepare reports and recommendations related to compensation decisions.
  • Assist with job evaluations and job description reviews.

Benefits Administration

  • Administer employee benefits programs, including health, dental, vision, life insurance, disability, retirement plans, and wellness initiatives.
  • Coordinate employee enrollment, changes, and termination of benefits.
  • Serve as the primary contact for employee benefits inquiries.
  • Manage open enrollment activities and employee communications.
  • Liaise with benefits vendors, brokers, and insurance carriers.
  • Monitor benefits utilization and recommend program improvements.

Compliance and Reporting

  • Ensure compliance with federal, state, and local laws related to compensation and benefits.
  • Maintain records and documentation required for audits and regulatory reporting.
  • Support compliance activities related to FLSA, ACA, ERISA, COBRA, HIPAA, and other applicable regulations.
  • Generate and analyze compensation and benefits reports for HR leadership.

Employee Support

  • Educate employees on compensation and benefits programs.
  • Resolve employee questions and issues related to pay and benefits.
  • Develop employee communication materials and training resources.
  • Support HR initiatives promoting employee engagement and retention.

Data Management

  • Maintain HRIS compensation and benefits records.
  • Audit data for accuracy and completeness.
  • Assist with Payroll - ~5 hours a week
  • Analyze trends related to compensation, benefits participation, and employee satisfaction.
  • Prepare reports, dashboards, and presentations for management.

Requirements

What You'll Bring...

Education

  • Bachelor's degree in human resources, Business Administration, Finance, or a related field preferred.

Experience

  • 5+ years of experience in compensation, benefits, HR administration, or a related field.
  • Experience with HRIS platforms and benefits administration systems.
  • Familiarity with compensation benchmarking tools and salary surveys.

Knowledge, Skills, and Abilities

  • Strong understanding of compensation and benefits principles.
  • Knowledge of employment laws and regulations.
  • Advanced Microsoft Excel and data analysis skills.
  • Strong attention to detail and analytical abilities.
  • Excellent communication and customer service skills.
  • Ability to maintain confidentiality and handle sensitive information.
  • Strong organizational and time-management skills.

Preferred Certifications

  • Certified Compensation Professional (CCP)
  • SHRM-CP or SHRM-SCP
  • PHR or SPHR
  • Certified Employee Benefits Specialist (CEBS)

Working Conditions

  • Primarily office or hybrid work environment.
  • Occasional participation in benefits fairs, employee meetings, and HR events.
  • May require additional hours during annual compensation reviews and open enrollment periods.

Success Measures

  • Accurate administration of compensation and benefits programs.
  • Timely resolution of employee inquiries.
  • Compliance with regulatory requirements.
  • Positive employee satisfaction with compensation and benefits services.
  • Accurate reporting and data integrity within HR systems.

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