Compensation Data Analytics Jobs in Minnesota (NOW HIRING)

Compensation Advisor

Overview

Our client is seeking a Compensation Advisor to serve as the organization’s primary compensation resource and help bring greater structure, consistency, and scalability to compensation practices across a complex, multi-location organization.

This is a hands-on opportunity for an experienced compensation professional who enjoys taking programs from strategy to execution. The organization has already completed significant foundational work around job architecture, career levels, pay structures, and incentive programs and is looking for someone who can refine, operationalize, and bring those programs across the finish line.

The environment is fast-paced and undergoing significant transformation, so this role will be a strong fit for someone who is adaptable, action-oriented, highly detail-oriented, and comfortable partnering with leaders through change.

Key Responsibilities

• Own the ongoing development, implementation, and administration of compensation programs, policies, and practices across the organization.
• Refine and operationalize salary structures, pay ranges, job architecture, and compensation guidelines to support internal equity and market competitiveness.
• Lead compensation benchmarking and market pricing activities, including participation in external compensation surveys.
• Drive annual compensation planning activities, including merit reviews, promotional increases, market adjustments, and bonus planning.
• Partner with HR and business leaders to provide compensation guidance and support consistent, well-informed pay decisions.
• Support the continued development of job families, career streams, leveling methodologies, and compensation structures.
• Administer and refine incentive programs, including bonus structures and other variable compensation programs.
• Analyze compensation data and develop recommendations related to pay equity, market competitiveness, and compensation effectiveness.
• Develop reporting, dashboards, and analytical tools to support compensation planning and executive decision-making.
• Create communication materials and manager education to support understanding and adoption of compensation programs.
• Partner with Finance, Payroll, HR, and other stakeholders to ensure accurate and effective execution of compensation processes.
• Support compensation-related compliance, including pay transparency requirements and applicable employment regulations.
• Identify opportunities to improve compensation processes, systems, and reporting as the organization continues to evolve.

Qualifications

• Bachelor’s degree in Human Resources, Business, Finance, Accounting, or a related field.
• Minimum of 5 years of dedicated compensation experience; 7+ years preferred.
• Demonstrated success administering compensation programs within a multi-site organization.
• Experience developing or managing salary structures, pay ranges, market analyses, and annual compensation cycles.
• Knowledge of incentive plan administration and compensation governance practices.
• Strong analytical skills with the ability to interpret data and provide practical recommendations.
• Advanced proficiency with Excel and compensation-related reporting tools.
• Experience working with HRIS platforms and compensation data management.
• Strong communication skills with the ability to influence stakeholders at multiple levels of the organization.
• Ability to balance strategic thinking with hands-on execution.

Preferred Background

• Experience supporting manufacturing, industrial, distribution, transportation, or other operationally complex environments.
• Exposure to organizations experiencing rapid growth, transformation, integration, or organizational change.
• Experience communicating compensation philosophies and practices to leaders and employees.
• Familiarity with job architecture, career frameworks, and compensation program implementation.

What Success Looks Like

During the first year, this individual will:

• Take existing compensation strategy and foundational work and turn it into a fully operational, sustainable compensation program.
• Strengthen and operationalize salary structures and compensation governance practices.
• Support compensation review and incentive planning cycles.
• Enhance manager understanding and adoption of compensation programs.
• Establish scalable processes that improve consistency, transparency, and decision-making across the organization.
• Serve as a trusted compensation partner to HR leadership and business stakeholders.

This role is best suited for a compensation professional who enjoys ownership, thrives in evolving environments, and wants the opportunity to make a visible impact on an organization’s compensation strategy and execution. Reach out to Kelsey Conrad on LinkedIn today to learn more!