Compensation Manager

Robert Half HR Services Direct Hire Division is representing a growing nonprofit organization in their efforts to identify their next Compensation Manager. The Compensation Manager will implement and communicate the organization’s base and variable compensation strategy, direction, projects, and policies. This individual will facilitate the end-to-end activities associated with creating and maintaining the pay structure and individual pay ranges. This important role will be responsible for staying apprised of new and evolving total rewards and compensation market trends and will design, communicate and implement solutions that help the organization remain competitive and compliant in all pay practices. This position is remote or work from home with a preference for a Minnesota resident for in-person meetings as necessary.

Duties for the Compensation Manager:

Compensation Strategy

• Assists with the facilitation of compensation strategy for the organization with Sr. Leaders around Compensation Strategy for the organization; considers the annual strategic plan, budgeting, funding, acquisitions, and new positions, when strategizing compensation for each fiscal year.
• Collaborates with Benefits Manager and HR Leaders to develop tools including total rewards statements, employee referral bonus, and creative employee rewards, that attract, engage, and retain performing talent.
• Identifies job families and positions with turnover that may be below market; analyzes the market and develops compensation strategies for key roles that will help attract and retain high-performing talent.
• Develops a job pricing strategy for the organization and agencies that considers locality, industry, employee size, talent availability, and frequency of repricing
• Designs and maintains the organization’s main pay structure, by strategically slotting new and existing pay ranges within their assigned pay grade; documents and assigns pay grades within HRIS system.
• Analyzes job descriptions, qualifications, years of experience and job requirements, relating to sourcing accurate compensation data and job matches for new and existing positions.
• Sources credible compensation data through industry specific, niche surveys and various data platforms; analyzes and selects job matches consistent with job requirements, documenting job match rationale.
• Prices positions, using a consistent, pre-determined job pricing methodology, tools and process; creates isolated pay ranges, creating a minimum, midpoint and maximum.
• Assists leadership in making equitable hiring decisions as it relates to compensation; educates and provides leaders with information and training material relating to pay equity and wage compression.
• Serves as the organization’s ‘SME’ relating to all compensation reporting, including but not limited to base, variable and bonus compensation, turnover costs and compensation reporting by agency and location; analyzes reports and presents themes, gaps and areas of opportunity with strategic solutions to Sr. Leaders.
• Mitigates organizational risk by developing strategies and policies that address wage compression, internal pay equity and equal pay; conducts and documents internal audits and presents data to Sr. HR Leadership.