Director, Compensation

About the role

Medica is a nonprofit health plan with more than a million members serving communities in Minnesota, Nebraska, Wisconsin, Missouri, and beyond. We deliver personalized health care experiences and partner closely with providers to ensure members are genuinely cared for. Our team owns its work with accountability, makes data‑driven decisions, embraces continuous learning, and celebrates collaboration — because success is a team sport. It's our mission to be there in the moments that matter most for our members and employees. Join us in creating a community of connected care, where coordinated, quality service is the norm, and every member feels valued.

The Director of Compensation provides strategic direction and operational leadership for Medica’s enterprise compensation function. This role builds and governs a clear, equitable, and scalable job and compensation architecture; leads executive and board compensation analysis and materials; and develops a high‑performing team supported by disciplined processes, effective technology, and automation. The Director serves as a trusted thought partner to business leaders, HR Business Partners, Finance, Legal, and other stakeholders, translating market expertise and data into practical recommendations that support business, talent, and financial objectives.

Responsibilities

• Lead the design, implementation, and ongoing governance of enterprise job architecture, including job families, career streams, levels, titles, job descriptions, market‑pricing standards, salary structures, and pay administration guidelines.
• Partner across HR and the business to map roles, calibrate decisions, strengthen internal equity and external competitiveness, enable career paths, talent mobility, workforce planning, and reliable workforce data.
• Direct executive and board compensation strategy, benchmarking, program design, annual processes, and governance.
• Prepare accurate, concise, decision‑ready analyses and materials for executive leadership and the Board or its committees; coordinate with Finance, Legal, and external advisors; and maintain appropriate controls, confidentiality, documentation, and alignment with organizational strategy and market practice.
• Serve as a trusted advisor to business leaders and HR partners on compensation strategy, organization design, talent decisions, offers, promotions, retention, and pay actions.
• Translate complex market data, internal equity considerations, performance, affordability, and business context into clear options and recommendations; influence decisions through expertise, sound judgment, transparency, and collaborative problem solving.
• Standardize and document core processes; strengthen controls and data quality; and implement tools, workflows, integrations, and automation that simplify administration, improve employee and leader experience, reduce manual effort, and produce timely, reliable insights.
• Oversee broad‑based compensation programs and annual cycles, including salary structure administration, market pricing, merit and incentive planning, pay equity monitoring, reporting, and communications.
• Establish governance, service measures, audit routines, and change‑management practices; monitor program effectiveness, external developments, risks, and exceptions; and recommend improvements that increase consistency, compliance, scalability, and business value.
• Lead and develop employees to achieve business objectives while fostering an inclusive, compliant, and performance‑driven work environment.
• Build and lead a high‑performing compensation team with clear roles.
• Set clear expectations, operating priorities, and service standards; provide ongoing coaching, feedback, and development.
• Build team capability, succession depth, collaboration, and accountability while aligning resources to enterprise priorities.
• Create an inclusive environment and ensure compliance with company policies, employment laws, and HR programs.
• Lead through change, remove barriers, and equip the team with effective processes, tools, and data to deliver high‑quality results.
• Perform other duties as assigned.

Required Qualifications

• Bachelor's degree or equivalent combination of education and relevant experience.
• 10 years of progressive compensation or total rewards experience, including experience designing job architecture and salary structures, supporting executive compensation and board governance, leading teams, and implementing compensation processes or technology.

Preferred Qualifications

• 5 years of people leadership experience.
• Certified Compensation Professional or similar credential.

Benefits

• Competitive medical coverage.
• Dental coverage.
• Vision coverage.
• Paid time off (PTO).
• Paid holidays.
• Paid volunteer time off.
• 401K contributions.