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Compensation Benchmarking Jobs in Minnesota (NOW HIRING)

Daikinapplied

Senior Compensation Partner

Minneapolis, MN · On-site +1

$90K - $153K/yr

Conduct job evaluations, market pricing analyses, and compensation benchmarking for professional, managerial, and leadership roles. * Partner closely with HR, Finance, and business leaders ...

Daikin Applied

Senior Compensation Partner

Plymouth, MN · On-site

Conduct job evaluations, market pricing analyses, and compensation benchmarking for professional, managerial, and leadership roles. * Partner closely with HR, Finance, and business leaders to provide ...

Robert Half

Compensation Advisor

Saint Paul, MN · On-site

$105K - $135K/yr

Lead compensation benchmarking and market pricing activities, including participation in external compensation surveys. * Drive annual compensation planning activities, including merit reviews ...

THOMSON REUTERS

Director, Total Rewards

Eagan, MN

$127K - $174K/yr

Oversee global compensation benchmarking through outsourced benchmarking partners, ensuring Omni's pay positioning remains competitive and equitable across all markets. * Manage the annual ...

Thomson Reuters

Director, Total Rewards

Eagan, MN · On-site

$127K - $174K/yr

Oversee global compensation benchmarking through outsourced benchmarking partners, ensuring Omni's pay positioning remains competitive and equitable across all markets. * Manage the annual ...

Mortenson

Director of Executive Compensation

Minneapolis, MN · On-site

$130K - $178K/yr

Lead executive and Board compensation benchmarking using custom private-company peer groups, industry survey data, and relevant market sources. * Partner with executive compensation consultants to ...

Resideo

Director, Global Compensation

Golden Valley, MN · Hybrid

$130K - $178K/yr

Lead compensation benchmarking, market analysis, annual labor market surveys, and external competitive assessments to inform program design and pay decisions. * Provide strategic compensation ...

Mortenson

Director of Executive Compensation

Minneapolis, MN · On-site

$130K - $178K/yr

Lead executive and Board compensation benchmarking using custom private-company peer groups, industry survey data, and relevant market sources. * Partner with executive compensation consultants to ...

Mortenson

Director of Executive Compensation

Minneapolis, MN · On-site

$130K - $178K/yr

Lead executive and Board compensation benchmarking using custom private-company peer groups, industry survey data, and relevant market sources. * Partner with executive compensation consultants to ...

Resideo

Director, Global Compensation

Golden Valley, MN · On-site

$130K - $178K/yr

Lead compensation benchmarking, market analysis, annual labor market surveys, and external competitive assessments to inform program design and pay decisions. * Provide strategic compensation ...

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Compensation Benchmarking information

What is the difference between Compensation Benchmarking vs Compensation Analyst?

AspectCompensation BenchmarkingCompensation Analyst
Primary FocusComparing industry salary data across roles and regionsAnalyzing internal compensation data and making recommendations
ResponsibilitiesGathering market data, identifying trends, setting pay structuresData analysis, report creation, policy development
Required SkillsResearch, data collection, industry knowledgeData analysis, Excel, HR systems

Compensation Benchmarking involves gathering and comparing salary data across industries to inform pay strategies, while Compensation Analysts focus on analyzing internal data to develop compensation policies. Both roles require strong analytical skills, but benchmarking emphasizes external market research, whereas analysts work primarily with internal data.

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Compensation Benchmarking jobs near you

Compensation Analyst

Virginia, MN • On-site

PRA Group (Nasdaq: PRAA)
See more jobs at PRA Group (Nasdaq: PRAA)external

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Job description

Support the organization’s compensation and equity programs. Conducts job evaluations and market pricing, supports annual compensation and incentive processes, prepares reporting and analysis, and helps maintain accurate compensation and equity data. Works closely with HR Business Partners, Talent Acquisition, Payroll, HRIS, Finance, and business leaders to turn data into practical insights and support compensation decisions aligned with the organization’s compensation philosophy, policies, and business objectives.

Compensation Analysis and Market Data
  • Conduct job evaluations and market pricing analyses that support job architecture, salary structures, and compensation decisions.
  • Analyze compensation surveys and external market data; coordinate survey submissions, validation, and results analysis.
  • Review internal compensation data to identify trends, inconsistencies, and internal equity considerations.
  • Develop clear recommendations, models, dashboards, recurring reports, and ad hoc analyses for HR and business leaders.
Program Administration
  • Help administer annual merit and compensation review processes, including data preparation, system testing, validation, reporting, and post-cycle review.
  • Support incentive compensation programs through related calculations, analysis, reporting, and administration.
  • Provide analytical support for offers, promotions, job changes, new positions, and organizational changes.
  • Collaborate with HR Business Partners and management to apply compensation policies and practices consistently.
Equity Administration
  • Access, validate, analyze, and reconcile employee equity information using E*TRADE.
  • Support equity grants, vesting events, employee reporting, and related operational processes.
  • Reconcile equity data among the equity administration platform, Workday, and payroll systems; research and resolve discrepancies.
  • Coordinate with Finance, Payroll, HRIS, and other stakeholders on equity data, reporting, documentation, and controls.
Governance and Process Improvement
  • Perform compensation and equity audits and respond to data requests with accuracy and appropriate documentation.
  • Look for opportunities to improve efficiency, scalability, controls, and the overall effectiveness of compensation processes.
  • Handle sensitive employee compensation and equity information with confidentiality and sound judgment.
Professional Experience/Qualifications:
  • Bachelor’s degree in human resources, business administration, finance, or a related field, or equivalent relevant experience.
  • Three or more years of experience in compensation, equity administration, HR analytics, or a related field.
  • Working knowledge of core compensation practices, including job evaluation, market pricing, salary structures, and compensation benchmarking.
  • Experience supporting compensation cycles, such as merit, annual compensation reviews, or incentive programs.
  • Experience with equity compensation administration and reporting, including grants, vesting, and employee equity data.
  • Experience using an HRIS for data extraction, validation, analysis, and reporting; Workday experience is preferred.
  • Advanced Excel skills, including pivot tables, lookup functions, complex formulas, and data modeling.
  • Strong analytical, problem-solving, organizational, and communication skills, with close attention to detail.
  • Ability to manage competing priorities while handling confidential information with discretion.
Preferred Qualifications:
  • Hands-on experience with E*TRADE Equity Edge Online or another equity administration platform.
  • Certified Equity Professional (CEP) certification or progress toward certification.
  • Experience with compensation survey platforms and external market data providers.
  • Experience creating dashboards or data visualizations in Excel, Power BI, or similar tools.
  • Exposure to pay equity analysis, compensation governance, or regulatory reporting.
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