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Senior Compensation Analyst Jobs in Minnesota (NOW HIRING)

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Senior Compensation Analyst information

See Minnesota salary details

$56.8K

$94.6K

$130.3K

How much do senior compensation analyst jobs pay per year?

As of Aug 24, 2026, the average yearly pay for senior compensation analyst in Minnesota is $94,647.00, according to ZipRecruiter salary data. Most workers in this role earn between $81,300.00 and $105,800.00 per year, depending on experience, location, and employer.

What does a senior compensation analyst do?

A senior compensation analyst performs a variety of technical and administrative duties as a member of the human resources (HR) department. In this career, your responsibilities are to determine the level of pay for each position or job classification at your organization. You review new employee jobs at the company or institution to ensure that the benefits and salary align with the position’s rankings, as well as make corrections to job postings to ensure salary information is accurate. To make these determinations, you need to be able to perform internal and external research to identify the compensation of similar positions at other institutions as well as at your organization.

What does a senior compensation analyst do?

A Senior Compensation Analyst is responsible for developing, implementing, and evaluating compensation programs and policies within an organization. They analyze market data and internal information to ensure the company's pay practices are competitive and equitable. Their work often includes salary benchmarking, job evaluations, and providing guidance on pay decisions to HR and management. Senior Compensation Analysts also ensure that compensation practices comply with legal requirements and support the organization's strategic objectives.

What are the key skills and qualifications needed to thrive as a senior compensation analyst, and why are they important?

To thrive as a Senior Compensation Analyst, you need strong analytical abilities, advanced Excel skills, and a solid understanding of compensation principles, often supported by a degree in human resources, finance, or a related field. Familiarity with HRIS platforms, compensation management software, and certifications such as CCP (Certified Compensation Professional) are highly valued. Excellent communication, attention to detail, and problem-solving skills help you present findings clearly and collaborate with stakeholders. These skills and qualifications ensure accurate compensation analysis, informed decision-making, and the development of competitive pay strategies that support organizational goals.

How does a senior compensation analyst typically collaborate with HR and business leaders to influence compensation decisions?

As a Senior Compensation Analyst, you frequently partner with HR business partners and department leaders to analyze market data, review internal pay equity, and develop compensation strategies that support organizational goals. This collaborative process often involves providing insights on salary trends, participating in job evaluations, and recommending adjustments to ensure competitiveness and compliance. By serving as a subject matter expert, you help guide leaders through compensation planning cycles and support them in making data-driven decisions that align with company objectives.

What is the difference between Senior Compensation Analyst vs Compensation Analyst?

AspectSenior Compensation AnalystCompensation Analyst
Required CredentialsBachelor's degree, often some certifications (e.g., CCP)Bachelor's degree, entry-level certifications
Work EnvironmentMore strategic, involved in policy developmentOperational, data analysis, and administration
Employer & Industry UsageUsed in larger organizations with complex pay structuresCommon in various industries, entry-level roles
Search & Comparison IntentLooking for experienced roles with strategic responsibilitiesEntry-level or mid-level roles focusing on data and administration

The main difference between a Senior Compensation Analyst and a Compensation Analyst lies in experience, responsibilities, and strategic involvement. Senior Compensation Analysts typically handle more complex projects, develop compensation policies, and have more experience and certifications. Compensation Analysts focus on data collection, analysis, and supporting compensation programs. Both roles are essential in HR departments, but the senior role involves higher-level decision-making and strategic planning.

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Senior Compensation Analyst jobs near you
Infographic showing various Senior Compensation Analyst job openings in Minnesota as of August 2026, with employment types broken down into 1% As Needed, 76% Full Time, 18% Part Time, 4% Contract, and 1% Nights. Highlights an 87% Physical, 3% Hybrid, and 10% Remote job distribution, with an average salary of $94,647 per year, or $45.5 per hour.

Senior Compensation Consultant

Western National Insurance Group

Edina, MN • On-site

$104K - $143K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 11 days ago

Job description

Job Type
Full-time
Description
Who are we?
Western National Insurance Group is a private mutual insurance company with over 120 years of experience serving customers' property-and-casualty insurance needs in the Midwestern, Northwestern, and Southwestern United States. Known as "The Relationship Company®," we define success as a measure of the relationships we've built over time. In everything that we do, we know that delivering a friendly and helpful interaction makes for a better experience for everyone involved. That's the power of "nice". At Western National, nice is something we work to bring to every person and organization with whom we partner and serve.
Does this opportunity interest you?
Western National is seeking a Senior Compensation Consultant to join our team!
The individual in this role will have the opportunity to lead the design, administration, and continuous improvement of Western National Insurance Group's compensation programs. This individual will leverage market data, internal equity analysis, and business insight to deliver competitive, equitable, and sustainable pay practices that support the organization's talent strategy and long-term business objectives.
Work Schedule:
This position will begin with an in-office training period, averaging approximately three months. Following training, the role will transition to a hybrid schedule with three days in the office and two days working from home each week. Candidates should be within a commutable distance of our Twin Cities office.
What are the responsibilities and opportunities of this role?
  • Leads the design, administration, and continuous improvement of the organization's compensation philosophy, salary structures, job architecture, and related programs to support market competitiveness, internal equity, and sound compensation governance.
  • Partners with HR Business Partners and business leaders to evaluate new and existing positions, conduct market benchmarking, recommend job levels and pay grades, and provide guidance on compensation decisions.
  • Leads the annual market review process, including participation in salary surveys, analysis of market movement and competitive positioning, and recommendations for salary structure and employee pay adjustments.
  • Develops and oversees a consistent approach to internal equity analysis, identifies areas of concern, recommends appropriate actions, and educates leaders on equitable pay practices.
  • Administers companywide incentive compensation programs, including short-term and long-term incentive plans, and supports program design, modeling, communication, and governance.
  • Leads the annual merit review cycle from planning through completion, including system configuration, leader education, communications, data validation, approvals, employee communications, and payroll coordination.
  • Partners with senior HR leadership and the CEO support executive compensation, including base salary, short-term and long-term incentives, and related compensation analyses and recommendations.
  • Configures, maintains, and continuously improves Workday Advanced Compensation processes, reporting, and controls.
  • Collaborate with HR leadership and Finance on the annual budgeting process by providing compensation analyses, workforce cost projections, salary increase modeling, incentive forecasting, and financial recommendations.
  • Prepares compensation analyses, dashboards, models, and executive-ready materials that translate complex data into actionable recommendations.
  • Maintains compensation policies, procedures, documentation, and employee-facing communications, including Total Rewards communications and annual Total Rewards statements.
  • Monitors compensation-related laws and regulations, partners with HR and Legal to assess impacts, and supports compliant implementation and ongoing audits.
  • Builds trusted relationships across the organization and provide responsive, practical, and customer-focused compensation consultation.

Requirements
What are the must-have qualifications for a candidate?
  • Five-plus years of progressively responsible compensation experience, including experience with base pay, incentive compensation, market pricing, and job evaluation.
  • Bachelor's degree in human resources, business, finance, or a related field; equivalent relevant experience may be considered in lieu of a degree.
  • Experience administering compensation processes in Workday, including Workday Advanced Compensation.
  • Strong analytical skills with the ability to interpret complex data, develop recommendations, and communicate findings to business leaders and executives.
  • Experience managing large, detail-intensive annual processes and partnering across HR, Finance, Payroll, and business functions.
  • High attention to detail, accuracy, confidentiality, and follow-through.
  • Ability to balance analytical rigor with an approachable, consultative style.
  • Strong written, verbal, and presentation skills, including experience presenting to executives and leadership groups.
  • Ability to influence without direct authority and build credibility with a wide range of stakeholders.
  • Strong organizational, project management, prioritization, and time management skills.
  • Collaborative, responsive, and solutions-oriented approach with a strong customer focus.
  • Advanced proficiency in Microsoft Excel and strong proficiency in Microsoft Word, PowerPoint, Outlook, and Teams.
  • Ability to create and interpret compensation models, reports, dashboards, and data visualizations.

What will our ideal candidate have?
  • Certified Compensation Professional (CCP) designation.
  • Experience supporting executive compensation and long-term incentive programs.
  • Experience with compensation survey platforms, job architecture, pay equity analysis, and compensation analytics.
  • Experience working in multi-state organizations.

Compensation overview
The targeted hiring range for this role is $104,300 - $143,440, annually. However, the base pay offered may vary depending on the job-related knowledge, skills, credentials, and experience of each candidate, as well as other factors such as the scope and location of the role. Candidates looking for compensation outside of the posted range are encouraged to apply and will be considered based on their individual qualifications and / or may be considered for other positions.
Culture and Total Rewards
Western National has long been known as "The Relationship Company®" and caring for our employees is part of that relationship commitment. We value connectiveness, empowerment, and accountability, and we believe that our employees are our biggest asset.
Currently ranked as the 41st largest private company by revenue in Minnesota (Minneapolis/St. Paul Business Journal), Western National has earned accolades year-over-year as an employer of choice and garnered multiple awards for wellness in the workplace. Western National has also been named a Top Workplace by the Star Tribune for consecutive years. In addition, the Group is consistently recognized as a Ward's 50 property-and-casualty insurance company for its outstanding financial results.
Western National offers full-time employees a significant Total Rewards Package, including:
  • Medical insurance plan options and other standard employee benefits, including dental insurance, vision benefits, life insurance, disability insurance, and more!
  • Health Savings Accounts (HSA) and Flexible Spending Accounts (FSA)
  • 401(k) Plan (participants are eligible for 100% matching on the first 6% of their contributions)
  • Wellbeing Program, including onsite fitness studio
  • Paid Time Off - including holiday, vacation, and volunteer
  • 100% company-paid tuition reimbursement for approved job-relevant coursework and access to The Institutes (Risk and insurance education)
  • Paid parental leave
  • Bonus opportunities

Western National believes in supporting balance between work and life by providing a flexible work environment, which includes a variety of hybrid and remote work arrangements designed to balance individual, job, department, and company needs.
Applicants must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment Visa at this time.
Western National provides employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.
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Salary Description
$104,300 - $143,440

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