Senior Total Rewards Specialist Jobs in Minnesota
Senior Total Rewards Specialist jobs in Minnesota are consistently active, with demand concentrated in healthcare, financial services, and retail headquarters that anchor the Twin Cities economy. Most hiring is in Minneapolis, Saint Paul, and their western suburbs, where employers like Target, UnitedHealth Group, and Mayo Clinic maintain large human resources and compensation functions. The most in-demand specialties are executive compensation design, equity plan administration, and benefits benchmarking for self-insured health plans. Find a role that fits below and apply directly.
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Showing 5 of 7+ Senior Total Rewards Specialist jobs
ABOUT LANDSCAPE STRUCTURES
Landscape Structures Inc. has been the leading manufacturer of commercial playground equipment in the world for more than 50 years. Our employee-owned company designs community and school playgrounds that encourage kids of all ages and abilities to learn persistence, leadership, competition, bravery, support, and empathy through play. Landscape Structures pushes the limits—of design, inclusion, and play—to help kids realize there is no limit to what they can do today and in the future. For a better tomorrow, we play today.
POSITION SUMMARY
The Total Rewards Analyst is responsible for the design, administration, analysis, and communication of LSI’s compensation programs. This role serves as the internal expert on compensation philosophy and total rewards strategy, ensuring programs are competitive, equitable, financially sustainable, and aligned with business performance and employee ownership objectives. The position partners closely with HR, Finance, Sales, Operations, and executive leadership to support salary administration, incentive plans, executive compensation, benefits strategy, and employee communications.
VALUES
- Innovation
- Commitment and Passion
- Integrity
- Team and Relationships
DUTIES AND RESPONSIBILITIES
Compensation Strategy & Administration
- Administer and continuously improve company-wide compensation programs, including salary structures, annual merit planning, incentive plans, profit sharing, executive compensation, deferred compensation, and long-term incentive (LTI) programs.
- Maintain salary structures, job leveling, market pricing, and compensation governance processes.
- Conduct market benchmarking and compensation analysis to ensure external competitiveness and internal equity.
- Serve as the internal authority on compensation philosophy, pay practices, and total rewards strategy.
- Develop compensation recommendations and provide guidance to leaders and HR partners on pay decisions.
Sales & Incentive Compensation
- Design, model, and administer sales compensation plans in partnership with sales leadership.
- Develop forecasting models, performance scenarios, and payout calculations to support business objectives and ensure plan effectiveness.
- Evaluate plan performance and recommend enhancements based on business results and market practices.
Long-Term Incentive, Profit Sharing & Executive Compensation
- Administer the company’s long-term incentive and profit-sharing programs, including modeling, participant communications, tracking, and payout calculations.
- Conduct executive compensation analyses and benchmarking studies.
- Prepare compensation materials, reports, and recommendations for executive leadership and Board review.
Annual Compensation Planning
- Lead the annual salary review process, including budget development, planning, manager guidance, HRIS administration, and reporting.
- Monitor adherence to compensation guidelines and provide analysis and recommendations throughout the review cycle.
- Deliver compensation education and training to leaders and employees.
Benefits Strategy & Analytics
- Analyze benefits utilization, market trends, workforce needs, and plan performance to support strategic benefit plan design.
- Partner with human resources to develop and implement total rewards initiatives that enhance employee well-being, engagement, and retention.
- Provide data-driven recommendations on benefit plan enhancements and cost-management strategies.
- Manage Vendor Relationships and Benefits Programs: Serve as the strategic liaison with carriers, brokers, and benefit vendors; evaluate service levels, negotiate improvements, and ensure programs deliver value to employees and the organization.
Communication & Education
- Develop and deliver clear, effective communications that help employees understand and maximize the value of their compensation and benefits programs.
- Create training materials and educational resources for managers, employees, and HR team members.
- Support transparency and understanding of the company's total rewards philosophy.
ATTRIBUTES
- Strong analytical, financial modeling, and data interpretation skills.
- Experience with compensation benchmarking, salary structures, incentive plan administration, and HRIS systems.
- Advanced proficiency in Excel and reporting tools.
- Strong business partnership, communication, and presentation skills.
- Ability to maintain strict confidentiality and exercise sound judgment.
QUALIFICATIONS
- Bachelor’s degree in Human Resources, Business, Finance, Accounting, or related field preferred.
- 5+ years of progressive experience in compensation, benefits, or total rewards.
- Certified Compensation Professional (CCP®) preferred
SUCCESS MEASURES
- Compensation programs remain competitive, equitable, and aligned with business objectives.
- Annual compensation and incentive planning processes are executed accurately and efficiently.
- Leaders and employees understand and value LSI’s total rewards programs.
- Data-driven recommendations support organizational growth, retention, and employee-owner engagement.
The starting target salary range is $90,000 - $115,000, depending upon qualifications and experience. The posted pay range reflects the expected compensation for a fully qualified candidate. Starting pay may be above or below this range based on job-related factors such as skills, experience, qualifications, and training needs.
In addition to base salary, the compensation package also includes eligibility for a profit-sharing opportunity. Additionally, for eligible full-time employees, we offer a competitive benefits package including medical, dental, vision, life, and disability benefits; vacation and paid holidays; 401(k) retirement plan and employee stock ownership plan.
Landscape Structures is an Equal Opportunity Employer, including Protected Veterans and Individuals with Disabilities.
Landscape Structures participates in E-Verify and will provide the federal government with your Form I-9 to confirm that you are authorized to work in the United States. See more here.
https://www.e-verify.gov/sites/default/files/everify/posters/EVerifyParticipationPoster.pdf
ABOUT LANDSCAPE STRUCTURES
Landscape Structures Inc. has been the leading manufacturer of commercial playground equipment in the world for more than 50 years. Our employee-owned company designs community and school playgrounds that encourage kids of all ages and abilities to learn persistence, leadership, competition, bravery, support, and empathy through play. Landscape Structures pushes the limits—of design, inclusion, and play—to help kids realize there is no limit to what they can do today and in the future. For a better tomorrow, we play today.
POSITION SUMMARY
The Total Rewards Analyst is responsible for the design, administration, analysis, and communication of LSI’s compensation programs. This role serves as the internal expert on compensation philosophy and total rewards strategy, ensuring programs are competitive, equitable, financially sustainable, and aligned with business performance and employee ownership objectives. The position partners closely with HR, Finance, Sales, Operations, and executive leadership to support salary administration, incentive plans, executive compensation, benefits strategy, and employee communications.
VALUES
- Innovation
- Commitment and Passion
- Integrity
- Team and Relationships
DUTIES AND RESPONSIBILITIES
Compensation Strategy & Administration
- Administer and continuously improve company-wide compensation programs, including salary structures, annual merit planning, incentive plans, profit sharing, executive compensation, deferred compensation, and long-term incentive (LTI) programs.
- Maintain salary structures, job leveling, market pricing, and compensation governance processes.
- Conduct market benchmarking and compensation analysis to ensure external competitiveness and internal equity.
- Serve as the internal authority on compensation philosophy, pay practices, and total rewards strategy.
- Develop compensation recommendations and provide guidance to leaders and HR partners on pay decisions.
Sales & Incentive Compensation
- Design, model, and administer sales compensation plans in partnership with sales leadership.
- Develop forecasting models, performance scenarios, and payout calculations to support business objectives and ensure plan effectiveness.
- Evaluate plan performance and recommend enhancements based on business results and market practices.
Long-Term Incentive, Profit Sharing & Executive Compensation
- Administer the company’s long-term incentive and profit-sharing programs, including modeling, participant communications, tracking, and payout calculations.
- Conduct executive compensation analyses and benchmarking studies.
- Prepare compensation materials, reports, and recommendations for executive leadership and Board review.
Annual Compensation Planning
- Lead the annual salary review process, including budget development, planning, manager guidance, HRIS administration, and reporting.
- Monitor adherence to compensation guidelines and provide analysis and recommendations throughout the review cycle.
- Deliver compensation education and training to leaders and employees.
Benefits Strategy & Analytics
- Analyze benefits utilization, market trends, workforce needs, and plan performance to support strategic benefit plan design.
- Partner with human resources to develop and implement total rewards initiatives that enhance employee well-being, engagement, and retention.
- Provide data-driven recommendations on benefit plan enhancements and cost-management strategies.
- Manage Vendor Relationships and Benefits Programs: Serve as the strategic liaison with carriers, brokers, and benefit vendors; evaluate service levels, negotiate improvements, and ensure programs deliver value to employees and the organization.
Communication & Education
- Develop and deliver clear, effective communications that help employees understand and maximize the value of their compensation and benefits programs.
- Create training materials and educational resources for managers, employees, and HR team members.
- Support transparency and understanding of the company's total rewards philosophy.
ATTRIBUTES
- Strong analytical, financial modeling, and data interpretation skills.
- Experience with compensation benchmarking, salary structures, incentive plan administration, and HRIS systems.
- Advanced proficiency in Excel and reporting tools.
- Strong business partnership, communication, and presentation skills.
- Ability to maintain strict confidentiality and exercise sound judgment.
QUALIFICATIONS
- Bachelor’s degree in Human Resources, Business, Finance, Accounting, or related field preferred.
- 5+ years of progressive experience in compensation, benefits, or total rewards.
- Certified Compensation Professional (CCP®) preferred
SUCCESS MEASURES
- Compensation programs remain competitive, equitable, and aligned with business objectives.
- Annual compensation and incentive planning processes are executed accurately and efficiently.
- Leaders and employees understand and value LSI’s total rewards programs.
- Data-driven recommendations support organizational growth, retention, and employee-owner engagement.
The starting target salary range is $90,000 - $115,000, depending upon qualifications and experience. The posted pay range reflects the expected compensation for a fully qualified candidate. Starting pay may be above or below this range based on job-related factors such as skills, experience, qualifications, and training needs.
In addition to base salary, the compensation package also includes eligibility for a profit-sharing opportunity. Additionally, for eligible full-time employees, we offer a competitive benefits package including medical, dental, vision, life, and disability benefits; vacation and paid holidays; 401(k) retirement plan and employee stock ownership plan.
Landscape Structures is an Equal Opportunity Employer, including Protected Veterans and Individuals with Disabilities.
Landscape Structures participates in E-Verify and will provide the federal government with your Form I-9 to confirm that you are authorized to work in the United States. See more here.
https://www.e-verify.gov/sites/default/files/everify/posters/EVerifyParticipationPoster.pdf
See All 7 Senior Total Rewards Specialist Jobs in Minnesota
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Find JobsSenior Total Rewards Specialist Jobs by City in Minnesota
Where Minnesota roles are concentrated, by current openings.
Senior Total Rewards Specialist Job Market in Minnesota
A snapshot from current Minnesota openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Manufacturing
What Minnesota Employers Look For
The qualifications that appear most often in senior total rewards specialist jobs across Minnesota.
- Bachelor's degree in human resources, finance, business administration, or a related field
- Five or more years of experience in compensation, benefits, or total rewards program design
- Certified Compensation Professional (CCP) or Certified Benefits Professional (CBP) credential preferred
- Demonstrated experience with job evaluation frameworks such as Mercer, Hay, or Willis Towers Watson
- Proficiency in HRIS platforms including Workday, SAP SuccessFactors, or Oracle HCM
- Experience administering equity compensation plans including restricted stock units or stock options
Senior Total Rewards Specialist Jobs in Minnesota: Frequently Asked Questions
How do you become a senior total rewards specialist in Minnesota?
Most senior total rewards specialists in Minnesota enter through a bachelor's degree in human resources, business, or finance followed by several years in compensation or benefits analyst roles. While Minnesota does not require a state license for this position, employers strongly favor candidates who hold the Certified Compensation Professional or Certified Benefits Professional designation through WorldatWork. Large Twin Cities employers like healthcare systems and financial services firms regularly post senior roles that expect candidates to arrive with both credentials and hands-on program design experience.
Which companies hire senior total rewards specialists in Minnesota?
Employers hiring senior total rewards specialists in Minnesota right now include Loram, Jostens, and Gallagher, based on current listings on Migrate Mate as of July 2026. Minnesota's concentration of Fortune 500 headquarters, major health systems, and large insurers means steady demand for compensation and benefits expertise at the senior level.
Which Minnesota cities have the most senior total rewards specialist jobs?
Hamel, Minneapolis, and Delano have the most senior total rewards specialist openings in Minnesota. The Minneapolis metro drives the majority of postings because it is home to a dense cluster of corporate headquarters and large health systems, while Saint Paul adds public sector and regional employer demand, and suburban hubs like Eden Prairie and Plymouth host significant operations centers that maintain their own HR and compensation teams.
Are there remote senior total rewards specialist jobs in Minnesota?
Yes, and more than many HR specialties, because total rewards work is largely analytical and policy-focused rather than hands-on. About 75% of senior total rewards specialist openings tied to Minnesota are remote or hybrid as of July 2026, reflecting how well compensation benchmarking, plan design, and data analysis translate to distributed work. Equity administration and benefits vendor management are the sub-areas most likely to be offered in a fully remote arrangement.
How can I get hired as a senior total rewards specialist in Minnesota with little or no experience?
The most realistic entry path is through a compensation analyst or benefits analyst role at a large Minnesota employer, then building toward senior responsibilities over three to five years. Healthcare systems like Allina Health and Fairview Health Services, along with large retailers headquartered in the Twin Cities, routinely hire HR coordinators and benefits administrators who move laterally into rewards-focused tracks. Completing the Certified Compensation Professional coursework through WorldatWork while working in a generalist or analyst seat gives candidates a measurable edge when applying for senior-level openings.
Where can I find and apply to senior total rewards specialist jobs in Minnesota?
You can find and apply to senior total rewards specialist jobs in Minnesota on Migrate Mate, which lists current Minnesota openings updated regularly. Find roles that fit your experience and compensation focus, then apply directly to the employers posting them. No sign-up is required to search and review current listings.
See All 7 Senior Total Rewards Specialist Jobs in Minnesota
Find roles in Minnesota that match your experience and apply in just a few clicks.
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