The Role
Manages compensation programs, annual planning, benchmarking, position evaluations, pay administration, job description systems, and related workflows. Advises HR partners and leaders, oversees complex compensation analysis, supports internal equity and market pricing reviews, leads process improvements, and ensures compliance with compensation laws. Provides functional leadership, manages stakeholders and deliverables, supports change management, and handles sensitive, high-risk compensation matters with discretion.
Summary Generated by Built In
Job Summary & ResponsibilitiesThis position manages key compensation initiatives, processes, and infrastructure that support consistent and effective compensation practices across the organization, including oversight of position evaluations and benchmarking activities. This role partners with Human Resources team members, managers, and senior leaders to provide guidance, support decision-making, and strengthen program execution. This role provides functional leadership to compensation team members and HR partners, oversees the job description system and related processes, and supports complex analysis, implementation, and escalation of higher-risk matters.
Responsibilities
Bell Bank Culture, Policy and Accountability Standards
Education, Experience, and Other Expectations
Knowledge, Skills, and Abilities
Responsibilities
- Lead compensation programs and related initiatives, including annual compensation planning, survey participation, benchmarking, position evaluation oversight, pay program administration, project timelines, stakeholder coordination, and deliverables to ensure work progresses efficiently and aligns with organizational goals.
- Partner with HR team members, managers, and senior leaders to advise on compensation matters, support decision-making, and develop recommendations aligned with compensation philosophy and business needs.
- Provide functional leadership, direction, coaching, and guidance to compensation team members and HR partners to promote consistency, sound judgment, and quality outcomes in compensation-related work.
- Manage the job description system, related database, and supporting compensation processes, including governance, documentation, data integrity, workflow design, reporting, user support, system enhancements, and appropriate controls.
- Develop, document, implement, and improve compensation workflows and HR handoffs to promote consistency, scalability, compliance, operational effectiveness, service delivery, and clear role ownership.
- Apply sound judgment to resolve non-routine compensation matters, define practical approaches, assess risk, and escalate higher-risk issues when appropriate.
- Perform, guide, and provide oversight for complex compensation analysis, including market pricing, benchmarking, position evaluations, internal equity reviews, job evaluations, trend analysis, reporting, dashboards, and recommendations for HR leadership, managers, and business stakeholders.
- Lead the development, review, and maintenance of job descriptions in partnership with HR team members and business leaders to ensure roles are accurately documented and aligned with organizational structure and compensation practices.
- Support communication and change management efforts to promote adoption and consistent execution of compensation practices.
- Ensure company compensation programs and practices remain compliant with applicable federal and state laws and regulations.
Bell Bank Culture, Policy and Accountability Standards
- Know and live Bell Bank’s values, bottom line, customer service standards, Golden Rules, and LOCBUTN by building personal connections with customers and employees and using their names as often as possible.
- Conduct activities consistent with established Bell Bank policies, procedures and systems, the Code of Conduct, the Bank Secrecy Act and all applicable state and federal laws and regulations.
- All employees are responsible for information security, including compliance with policies and standards which protect sensitive information.
- Prompt and reliable attendance.
- Perform other duties as assigned.
Education, Experience, and Other Expectations
- Bachelor’s Degree in Human Resources, Business Management, or related field; or equivalent amount of experience.
- 6-8 years of progressive compensation, total rewards, human resources, or closely related experience, including demonstrated leadership responsibility for programs, projects, operational processes, cross-functional initiatives, stakeholder coordination, and work involving senior-level employees or leaders.
- Banking experience preferred.
- PHR/SPHR and/or SHRM-CP/SHRM-SCP certification preferred.
- Certified Compensation Professional certification preferred.
Knowledge, Skills, and Abilities
- Strong knowledge of compensation principles, position evaluation, job evaluation, market pricing, benchmarking, data governance, and related systems and processes.
- Demonstrated ability to work independently, exercise sound judgment, navigate complex or ambiguous situations, assess risk, and make practical recommendations with limited direction.
- Strong analytical and reporting skills, including the ability to organize and interpret complex data, use advanced Excel, and translate findings into actionable insights and recommendations.
- Ability to improve compensation processes, procedures, systems, databases, and workflows with a focus on consistency, efficiency, scalability, data quality, and practical implementation.
- Strong project management, organization, and coordination skills, with the ability to manage multiple priorities, stakeholders, timelines, and deliverables.
- Excellent consultation, communication, and influence skills, with the ability to build trusted partnerships and facilitate productive conversations with HR team members, managers, and leaders.
- High degree of confidentiality, discretion, and professionalism when working with sensitive employee, compensation, organizational, and leadership information.
Skills Required
- Bachelor’s degree in Human Resources, Business Management, or a related field, or equivalent experience
- 6–8 years of progressive compensation, total rewards, human resources, or closely related experience
- Leadership responsibility for programs, projects, operational processes, cross-functional initiatives, stakeholder coordination, and senior-level employees or leaders
- Banking experience
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification
- Certified Compensation Professional certification
- Strong knowledge of compensation principles, position evaluation, job evaluation, market pricing, benchmarking, data governance, systems, and processes
- Advanced Excel and strong analytical and reporting skills
- Ability to improve compensation processes, systems, databases, and workflows
- Strong project management, organization, coordination, consultation, communication, and influence skills
- Ability to exercise sound judgment, assess risk, and make practical recommendations independently
- Confidentiality, discretion, and professionalism when handling sensitive employee and compensation information
Bell Bank Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Bell Bank and has not been reviewed or approved by Bell Bank.
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Strong & Reliable Incentives — Bonuses and performance incentives are a recurring component of pay, including in some frontline and part-time roles. Variable pay appears to augment base salaries across multiple job families.
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Equity Value & Accessibility — An employee stock ownership plan is highlighted alongside profit sharing, giving employees accessible ownership participation. This structure can add long-term value beyond base pay.
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Leave & Time Off Breadth — Paid vacation and holidays, bereavement leave, and paid volunteer hours are included. Parental leave options (maternity, paternity, adoption) further broaden time-off coverage.
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The Company
What We Do
People matter at Bell Bank – and it shows in how our team members treat each other, our customers and those around us. As members of the Bell Bank family, we provide unequaled personal service, working in the best interest of those we serve. Our award-winning workplace promotes success, recognizes achievement – and offers an environment focused on having fun while helping others. At Bell, we build careers. We build community. We positively impact lives around us. Employees are actively encouraged to volunteer (receiving 16 hours of paid volunteer time annually), and our unique Pay It Forward initiative has empowered more than $17 million in employee giving to people and causes we care about. Founded in 1966 and headquartered in Fargo, North Dakota, Bell has grown to become one of the nation’s largest independently owned banks. A family- and employee-owned company, Bell has full-service bank locations in North Dakota, Minnesota, and Arizona and mortgage offices in multiple states. Bell Bank is a Member FDIC, Equal Employment Opportunity Employer and an Equal Housing Lender (we lend without regard to race, color, religion, national origin, sex, handicap or familial status). Investment and wealth management services are not FDIC insured, have no bank guarantee, may lose value, not a deposit and not insured by any federal government agency.
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