Compensation Strategy Jobs in Minnesota (NOW HIRING)

Position Compensation Range:

Pay Rate Type:

Compensation may vary based on the job level and your geographic work location. Relocation support is offered for eligible candidates.

Primary Accountabilities

• Create a collaborative, performance-driven work environment by promoting trust, transparency, inclusion, accountability, and ongoing development. Set clear expectations, provides feedback, supports performance management, and builds capability across the team.
• Lead with influence and executive presence as a trusted advisor on executive compensation matters. Contribute to department and enterprise leadership discussions and support our mission, vision, values and policies.
• Lead the design, implementation, administration, and ongoing evaluation of executive compensation programs, including base salary, annual incentives, long-term incentives, executive perquisites, severance, and other executive pay arrangements.
• Ensure that compensation programs for executive officers and the Board of Directors align with business strategy, performance outcomes, market competitiveness, governance expectations, and partner considerations.
• Work with senior leadership, HR Partners, Legal, Finance, Accounting, and external compensation consultants to develop recommendations, conduct analyses, prepare materials, and support executive compensation decision-making.
• Support preparation for Compensation Committee and Board of Directors meetings, including development of meeting materials, recommendations, talking points, and follow-up actions.
• Monitor executive compensation market trends, peer company practices, regulatory developments, and latest governance practices to inform program design and recommendations.
• Develop executive job structures, market pricing methodology, pay positioning practices, incentive plan design principles, and governance processes to support internal equity, external competitiveness, and administration.
• Lead executive compensation planning processes, including annual compensation review cycles, incentive goal setting, payout modeling, discretionary grant planning, and executive offer or transition arrangements.
• Evaluate program effectiveness through data analysis, benchmarking, scenario modeling, risk assessment, and partner feedback; recommend enhancements that balance business strategy, affordability, market alignment, governance standards, and talent goals.
• Ensure executive compensation programs, policies, and administration comply with applicable federal, state, and local laws, tax considerations, accounting possible effects, and internal governance standards.
• Provide concise and executive-ready communication to senior leaders and important partners regarding compensation recommendations, program changes, governance considerations, and decision possible effects.

Specialized Knowledge & Skills Requirements

• Demonstrated experience leading executive compensation programs, processes, and governance practices in a complex organization.
• Demonstrated experience advising senior executives, HR leaders, and board-level stakeholders on executive compensation strategy, program design, market competitiveness, and governance considerations.
• Extensive knowledge of executive compensation concepts, including annual and long-term incentive design, equity or equity-like compensation, executive benefits, severance, pay-for-performance alignment, and board compensation.
• Strong understanding of executive compensation regulatory, tax, accounting, and governance considerations, including applicable federal and state requirements.
• Demonstrated experience preparing executive-ready analyses, recommendations, and materials for senior leadership, Compensation Committee, and Board of Directors audiences.
• Demonstrated ability to balance strategic thinking with analytical rigor, sound judgment, risk evaluation, and practical problem-solving across a variety of complex compensation matters.
• Demonstrated experience using market data, peer benchmarking, financial modeling, and scenario analysis to inform executive compensation recommendations and business decisions.
• Demonstrated consulting, influencing, negotiation, and stakeholder management skills across all levels of leadership, including senior executives and cross-functional partners.
• Demonstrated leadership experience, including people leadership, project leadership, vendor management, or cross-functional program ownership.
• Demonstrated commitment to customer-focused solutions, operational excellence, confidentiality, integrity, and continuous improvement.

Licenses

• Not applicable.

Travel Requirements

• Up to 10%.

Physical Requirements

• Work that primarily involves sitting/standing.

Working Conditions

• Not applicable.

• To ensure a strong start, all employees participate in our New Employee Orientation during their first week. This experience is held in person at our Madison, WI Headquarters or one of our AmFam core locations to help you connect with our mission, meet key team members and build relationships that support your growth. At times, sessions may be delivered virtually based on scheduling and availability.
• Offer to selected candidate will be made contingent on the results of applicable background checks
• Offer to selected candidate is contingent on signing a non-disclosure agreement for proprietary information, trade secrets, and inventions
• Sponsorship will not be considered for this position unless specified in the posting

In this hybrid role, you will be expected to work a minimum of 10 days per month from the office. Candidates should reside within approximately 35-50 miles of one of the following office locations: Madison, WI 53783; Boston, MA 02110; Hopkins, MN 55343

#LI-Hybrid

We provide benefits that support your physical, emotional, and financial wellbeing. You will have access to comprehensive medical, dental, vision and wellbeing benefits that enable you to take care of your health. We also offer a competitive 401(k) contribution, a pension plan, an annual incentive, 9 paid holidays and a paid time off program (23 days accrued annually for full-time employees). In addition, our student loan repayment program and paid-family leave are available to support our employees and their families. Interns and contingent workers are not eligible for American Family Insurance Group benefits.

We are an equal opportunity employer. It is our policy to comply with all applicable federal, state and local laws pertaining to non-discrimination, non-harassment and equal opportunity. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law.

American Family Insurance is committed to the full inclusion of all qualified individuals. If a reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please email AskHR@AmFam.com to request a reasonable accommodation.