Compensation Manager

Description

Nexus Family Healing is hiring a Compensation Manager to join our fantastic team! 

For more than 50 years, Nexus has empowered thousands of children, families, and adults to find hope and healing. What started in 1972 as a single program in Minnetonka, Minnesota, has grown into a nationally recognized network across five states. As a progressive leader in youth and family mental health, we’re driven by a clear mission: to close gaps in care and create brighter futures for those we serve.

At Nexus Family Healing, we embrace diversity, promote equity, and foster inclusion. As a national mental health organization, we serve a diverse group of youth and families, and we strive for our workforce to support and represent that diversity.

Position Summary: Our Compensation Manager is responsible for administering and advancing the organization’s compensation programs, pay structures, and job pricing processes. Reporting to the Vice President of Talent Strategy, this position serves as the organization's primary compensation resource, supporting compensation analysis, market pricing, pay structure maintenance, pay equity initiatives, and job architecture activities. 

 Pay and Schedule:

• Full-time hybrid opportunity within Minnesota
• Starting salary range: $90,000-$105,000 annually

Nexus’ Comprehensive Benefits Include:

• Four weeks paid time off (PTO) in the first year of employment
• Multiple options for health insurance coverage
• No-cost life insurance
• Short/long-term disability insurance
• 401k match
• NEW - Talkspace Therapy Benefit for the whole family
• NEW - Hinge Health Benefit for the whole family
• NEW – Carrot Fertility Benefit
• Tuition assistance and training opportunities
• Advancement pathways and internal promotion
• And much more!

Primary responsibilities: 

Compensation Administration & Programs

• Administer and support the organization's compensation programs and processes, ensuring alignment with organizational goals, budget considerations, and market competitiveness.
• Partner with the Vice President of Talent Strategy and Finance to support annual compensation planning, market reviews, budget development, and compensation recommendations.
• Collaborate with Talent Strategy and Talent Acquisition partners to develop and maintain tools, resources, and programs that support employee attraction, engagement, and retention.
• Identify positions or job families experiencing recruitment or retention challenges and conducts compensation analyses to support market-based recommendations.
• Assist in evaluating compensation practices and recommending enhancements that support organizational competitiveness and pay equity.

Job Pricing, Market Analysis & Pay Structure Management

• Maintain the organization's pay structures, salary grades, and associated compensation documentation within the HRIS, compensation systems, and shared drives.
• Review job descriptions and position requirements to identify appropriate market matches and compensation benchmarks.
• Source and analyze compensation data from salary surveys, industry resources, and compensation databases to support job pricing decisions.
• Conduct market pricing analyses using established methodologies and develop salary range recommendations, including minimum, midpoint, and maximum pay rates.
• Provide compensation guidance to Talent Acquisition and hiring managers to promote equitable hiring practices and consistency in compensation decisions.
• Assist leaders in understanding pay range placement, salary administration guidelines, and compensation policies. Educate and provide leaders with information and training material relating to pay equity and wage compression.

Compensation Reporting & Compliance

• Serves as the organization’s ‘SME’ relating to all compensation reporting, including but not limited to base, variable, and bonus compensation.
• Develops, maintains, and distributes compensation-related reports, dashboards, and analyses, including salary, incentive, turnover cost, vacancy, and labor market data.
• Conducts routine pay equity, wage compression, and internal compensation reviews and provides recommendations to Talent Strategy leadership.
• Supports compliance with applicable compensation laws, regulations, and organizational compensation policies.
• Maintains compensation policies, procedures, guidelines, and documentation to ensure consistency and audit readiness.
• Monitors compensation and total rewards trends and shares relevant market intelligence and recommendations with Talent Strategy leadership.
• Assists in preparing compensation presentations, analyses, and supporting materials for executive leadership and key stakeholders.

Leadership, Partnership, & Staff Development

• Serves as the primary compensation contact and subject matter resource for managers, HR partners, and Talent Acquisition.
• Provides guidance and education regarding compensation policies, salary administration practices, market pricing, and pay structure interpretation.
• Supports compensation-related projects and organizational initiatives as assigned by the Vice President of Talent Strategy.
• Directly supervises the Compensation Department team member(s), providing day-to-day guidance, coaching, performance management, and professional development support.
• Establishes priorities and delegates work assignments to ensure timely completion of compensation analyses, job pricing activities, reporting, and compensation administration processes.
• Reviews and approves compensation analyses, market pricing recommendations, salary structure updates, and reporting outputs to ensure quality, consistency, and accuracy.
• Conducts regular one-on-one meetings, performance evaluations, and development planning discussions to support employee engagement, accountability, and professional growth.
• Partners with the Vice President of Talent Strategy to identify departmental priorities, resource needs, process improvements, and opportunities to enhance compensation services across the organization.
• Fosters a collaborative, customer-focused approach to compensation support, building strong partnerships with leaders, Talent Acquisition, Finance, HR, and Agency stakeholders.
• Attends and participates in staff meetings, leadership meetings, and training sessions as required.

Job Description Development & Management

• Partner with the Talent Strategy team to develop, maintain, and update job descriptions that accurately reflect role responsibilities, qualifications, scope, and organizational expectations.
• Support the creation of new positions and revisions to existing roles by gathering information, drafting job documentation, and ensuring alignment with organizational structure and business needs.
• Maintain consistency in job descriptions, titles, levels, competencies, and formatting in accordance with established job architecture and compensation frameworks.
• Collaborate with leaders and Talent Strategy partners to ensure job descriptions clearly define essential functions, reporting relationships, knowledge, skills, and experience requirements.
• Partner with Talent Strategy, hiring leaders, and cross-functional stakeholders to facilitate timely completion, approval, and implementation of job description changes.

Vendor & Survey Management

• Maintains relationships with compensation survey providers, data platforms, and external compensation resources.
• Participates in compensation surveys and validates organizational data submissions.
• Evaluates compensation resources and survey tools and provides recommendations regarding utilization and value.
• Coordinates with external consultants and vendors, as needed, to support compensation projects and market analyses.
• Proactively determines when to enlist and engage compensation consultants based upon organizational changes.

Requirements

Required Qualifications:

• Bachelor’s degree in Human Resources, Finance, Business Administration, Business Management, or related field
• 5+ years of progressive compensation experience
• Demonstrated experience with: Compensation program administration, projects, or process coordination.
• Maintaining salary structures, pay grades, and compensation data within an HRIS or compensation system.
• Job pricing, market analysis, and salary structure maintenance.
• Experience utilizing compensation surveys, labor market data, and compensation benchmarking tools
• Advanced proficiency in Microsoft Excel, including data analysis, modeling, reporting, and presentation of findings
• Strong analytical, organizational, communication, and problem-solving skills
• Demonstrated ability to manage highly sensitive and confidential information with discretion
• Must possess a valid driver's license. Must meet state regulatory agency and Nexus Home Office driving requirements

Preferred Education and Experience:

• Master’s degree in Human Resource Management or MBA
• Certified Compensation Professional (CCP) certification
• Previous experience supervising or leading employees, preferably within a compensation, HR, finance, or analytics function
• Experience supporting compensation functions within healthcare, behavioral health, human services, nonprofit, or multi-site organizations
• Experienced serving as an organization’s strategic Total Rewards SME