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HUMAN RESOURCESSALARY GUIDE

2019

https://www.versique.com/

Understanding Your Salary GuideVersique’s HR Salary Guide is a comprehensive resource for compensation and hiring trends in Minnesota.

This guide details salary ranges and descriptions of several specific HR positions. The information and figures inside are based on hundreds of permanent and contract placements made by our HR search and consulting team, as well as tens of thousands of candidates within our Applicant Tracking System. Our HR recruiting experts work with hiring managers and job seekers throughout Minnesota each day, which gives them unique insight into Minnesota’s HR hiring landscape.

Understanding the latest salary trends and recent hiring outlook is a crucial aspect of attracting and retaining top HR talent. Our HR Salary Guide gives you the local insight you need to meet Minnesota’s emerging salary expectations in order to recruit, engage, and retain your current talent and your future workforce.

THIS GUIDE INCLUDES

An in-depth look atMinnesota’s HR industry trends . . . . . . . . .3-4

Relevant job search and career advice . . . . . . . . . . . . . . . . . . .5,8

Expert recruiting and compensation advice for employers to attract top-level talent . . . . .6-7

Accurate, up-to-date HR salary data and job descriptions for the top HR positions throughout Minnesota . . . . 9-14

HR Industry ReportBefore we launch into the body of the guide, this section will feature an updated appraisal of the industry at large. This section will feature insights and stats to illustrate how exciting the industry is today.

In today’s robust HR market, a number of new trends have emerged, including:

Companies are Investing in Technology and HRIS SystemsAs the world continues to become more and more digital, we’ve noticed that companies are investing in new and improved human resources information systems (HRIS) to modernize their HR departments. Amongst enterprise market companies, Workday, Peoplesoft, and SAP are popular systems, and for mid-market companies Ultimate Software, ADP, and Workday are the preferred choices.

Data-Driven StrategyHR professionals now use specific metrics to measure the impact of their decisions, which can build a more engaged and successful workforce. Analyzing data-driven insights allows HR professionals to formulate strategies without emotional bias. While data helps create a more effective organization, there is of course the human aspect to consider. Company culture is critical to a company’s success, especially in today’s market.

Driving Employee ExperienceWith the rise in popularity of employer reviews, HR professionals are playing an increased role in curating positive employee experiences. HR sets the tone for an employee experience as they’re usually the first interaction during the hiring process and continue to play a vital part throughout the employee experience. In addition to managing employee experiences, HR professionals are starting to be tasked with monitoring a company’s employment brand online, and to create strategies to improve the perceptions.

Within the following pages, our recruiters have detailed the most prevalent HR industry trends to help both employers and job seekers more fully understand the market and position themselves for success.

You will also find a list of the most in-demand HR positions of the year, as compared to last year. Specific descriptions of those roles and their salary ranges are found later in the guide.

HUMAN RESOURCES SALARY GUIDE 2019

PG. 3

The Most In-Demand HR Roles in 2019

In-Demand Jobs for Perm Search:

HR Director Companies need forward-thinking leaders who can affect employee engagement and help driveemployee behaviors. HR leaders need to have the ability to influence others.

Total Rewards Leader Compensation and benefits are constantly changing. Leaders who are free thinkers that excel in compliance and change management are needed in these roles.

HR Operations Leaders (HRIS, Payroll, Benefits) Operations leaders with systems knowledge, whether it’s Workday, Ulti-pro or others, are in high demand.

HR Business Partner HRBP’s who can take a consultative approach in partnering with client groups to equip leaders with information to achieve business objectives are needed in this market.

In-Demand Jobs for HR Consulting:

RecruitersSourcing, promoting employment brand, and successfully managing hiring manager and candidate relationships are critical in this tight market.

Compensation ConsultantsProfessionals with technical abilities and the skills to seek out market information are hard to come by. If consultants can combine the technical skills with a creative approach of using comp to drive behaviors, those consultants will always have a project waiting for them.

HR Business Partners The ability to handle a wide variety of responsibilities combined with the ability to think strategically are rare in this market. Individuals with a demonstrating ability to do both are in high demand.

OD/OE, Change Management ConsultantsProject management and change management professionals who work within OD/OE are among the busiest consultants within HR right now. These projects tend to last 6 to 12 months.


PG. 4

How to Make Salary Negotiation EasyBy Chris Dardis

It’s been my experi-ence that most people hate negotiating. It doesn’t matter if it’s over the price of a car,

your child’s bedtime, or a starting salary. So, why does this make most people uncomfortable? At the end of the day, both parties want the same thing, don’t they? I believe there is a fear of feel-ing like you’ve been taken advantage of or ‘left something on the table.’ In this blog, I will point out three things you can do to make the process of negotiating a new role’s salary a bit easier, by opening up some honest lines of conversation between you and the person on the other side of the table.

1. Have Realistic ExpectationsIn today’s market, employers have to fight for the best candidates. This gives candidates an advan-tage, but it’s important to respect the hiring man-ager’s point of view. Companies often consider a number of factors when presenting an offer to a potential candidate. They are typically thinking about internal equity within their department, the amount of your last role’s salary, their budgets, and if you are worth the investment.

During the interview process, it’s the candidate’s job to display what kind of return on investment the client can expect. In today’s market, most employers are comfortable with offering a potential employee a 10%-15% increase over their previous salary. It’s always important to advocate for yourself, but you must also be realistic with your expectations.

2. Understand Your BoundariesAfter you’ve spent time identifying whether or not the role meets all of your career keys, you need to think through how you will react based on theoffer you receive. I’ve always asked myself three different questions before getting the actual offer.

• What is a number that I would accept onthe spot?

• What is a number that will cause me to thinkabout the decision for a couple of days?

• What is a number that will make me walkaway?

The client also wants to know this information. As I mentioned earlier, they want the same thing you do. They want to the offer to be good enough in your eyes for you to accept the position. So, the next time a hiring manager asks you, “What are your salary expectations,” be honest and realistic.

It’s appropriate to respond with, “I’ve really been impressed with what I’ve seen and heard so far. Based on that, I feel that X is a number that I would accept on the spot, X is a number I would have to think about for a number of days, X is a number what would cause me to move on to other opportunities.”

3. Give to GetSo, let’s say you received the offer and it’s not what you expected. How do you ask for more without offending the hiring manager? This is why step two is so important. If you are able to draw back on a previous conversation and remind the hiring manager that you discussed how you would react based on the offer, this sets you up for the counteroffer.

If you are asking for more money, it’s essential that you let the hiring manager know what’s in it for them. If they make accommodations, what will you give them? Better results, strategic insight, etc.? Another way to address a low offer is to use the following phrase, “I appreciate the offer you made. I’m hoping you can make this difficult decision a bit easier for me…if you can get the offer to $X, I will accept and put in my two weeks’ notice this week.”

If you use these simple suggestions, you’ll be far more prepared and far less intimidated by salary negotiation conversations. Do you have any success stories of how to navigate a challenging situation like this?


PG. 5

https://www.versique.com/consulting/hr/chris-dardis/

Company and Personal Culture: It All Starts with YouBy Jenny Kriha

A few years ago, I was a part of a Pay It Forward project.

This invitation came through a Facebook friend, offering the first three people to respond an opportunity to receive surprises throughout the year. Whether that be a dinner at your doorstep, a book, or a handwritten note. I jumped at the chance! There were two reasons, 1) because it gave me a chance to get to know this friend better, and 2) upon taking part, I took a pledge to pay it forward and offer this to three new people the following year.

It was a fun experiment. I received one gift: a book and a bottle, which was lovely!

Last year, I honored my pledge and did my own Pay It Forward project for three friends –a longtime friend, a former nanny, and a school committee friend. I knew each of these individ-uals to varying degrees. I never did anything extravagant, but it was a treat to send something thoughtful and a handwritten note.

The point of this project is to make someone else’s day, but I found it profoundly gratifying to treat others to something kind and thoughtful.

It’s a story from my personal life, yet so relatable to work and our busy day-to-day lives. I encourage you to take a moment to make someone’s day at work this week. You too will reap the benefits, and the act of kindness helps us all!

Have you had any fun pay-it-forward opportunities or surprises in your life?

Talent Management: Choose to be Proactive or You Will Be Forced to be ReactiveBy Chris Dardis

Talent management is a very broad term in the HR world. It’s an organization’s commitment to recruit, retain, and develop the most talented and superior employees available in the job market. So, you can see how this would be a useful term when describing an organization’s HR goals to hire, manage, develop and retain talented employees.

The Story Made Me Cringe….A large company leader recently shared a situation with me that their company encountered, as an HR professional, the story made me cringe. This company had to make the tough decision to ask a C-Suite leader to leave. This left two qualifying VP’s remaining under the open position. The company’s top leadership couldn’t decide what candidate should move into the job and both contenders believed they deserved it.

After a couple weeks of spending money on ex-ternal assessments and taking the time with inter-nal interviews, one of the VPs was finally selected for the role. Unfortunately, this led to the other VP, who was not selected, to quit only a week later because he was so upset with the decision. So now, the company had to start all over in their recruiting process to fill the now open VP role.

In this situation, the initial removal of the C-Suite leader was the right move by the company. When your leader doesn’t match the company’s values, and most of the employee base supports the transition, you know it is the best move for the company’s future. However, because the company hadn’t had meaningful and courageous conversations with its middle management before the move, employees who were interested in moving up in the company didn’t have their expectations set appropriately.


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https://www.versique.com/consulting/hr/jenny-kriha/

(Talent Management Cont.)

I understand these conversations aren’t easy, but they are necessary for any business. In a situation like this, would the results have been different if these kinds of conversations would have taken place earlier? Would this have prevented theunchosen VP from leaving? Who knows, but what I do know is that communication to set appropriate expectations is a must if you don’t want to run into these issues.

As an HR leader, I have three important takeaways from this:• Ensure your high-level leaders are able to

identify their successor on their teamimmediately. If they can’t, I would questionif you have the right team or the ability togrow their direct reports.

• Having conversations with your team memberabout their future and what YOU see forTHEM is essential to setting theirexpectations.

• Lastly, refresh your top company leadershipsuccession plan every year. I will follow up witha blog in the best way to do this, stay tuned!

How to Host A Productive Annual ReviewBy Chris Dardis

The Ultimate Guide for The Best Yearly ReviewYearly reviews are meant to serve a particular purpose. These meetings are intended to generate conversations between a leader and their individual team members to review the year’s successes and learning moments and to establish and agree upon goals for the new year.

Over the last couple of years, we have seen companies revamp their annual review meetings to improve upon these, sometimes awkward, conversations. Some companies have moved away from rating employee performance with a number. Other companies have reduced this meeting to a merit discussion. There are even some companies that have done away with annual reviews altogether and moved to quarterly reviews.

The key to a more impactful and productive annual review meeting is to ensure there are no surprises. If a leader is providing consistent and honest feedback throughout the year, these meetings tend to run more smoothly.

There is not one best way to run these meetings, but there are signs that can help you understand if you are on or off track.

How you know you are doing it right:1. It is a two-way conversation regarding

accomplishments and future goals.2. The meeting starts with having already read a list

of achievements of which the employee is proud of.3. You create and agree upon specific goals for the

employee, together.4. You’ve had progress check-ins at least once

a quarter.

How you know you are doing it wrong:1. This is the first or second time all year you have

sat down with your employee, one-on-one, todiscuss performance.

2. You realize that during the conversation, theemployee has a laundry list of complaints thatare new to you.

3. Your employee is surprised by your constructivecriticism and then turns to criticism about your

leadership.

Overall Yearly Tips• Reduce surprises by consistently offering

immediate feedback throughout the year.• Hold individual one-on-one monthly meetings

at the very least, but every two weeks would bebest.

• Always be reviewing your employee’sperformance and providing feedback.

• Hold a 360-feedback annual review: This meansyou allow the employee to fill out the annual review, so you can review it before going intothe meeting with your managerial evaluation.

If you put this advice into play, your yearly reviews will go much smoother and your employees will be on the right track to success.


PG. 7

4 Reasons to ConsiderConsultingBy Julie Strantz

Over the past several years, I have focused on matching candidates to new roles and organizations in a variety of HR

consulting engagements. One of the most voiced concerns I’ve heard from candidates have been around determining whether or not consulting is for them.

While there are always pros and cons to consulting, below are a few of those pros to think about if you’re considering taking that leap into the consulting world.

You’re the ExpertWhen a client is looking for interim help or assistance on a specific project, they are looking for an SME (Subject Matter Expert) to help them through their business objectives. This is where you and your experience come into play.

Clients will rely on you and your skills to be the expert, and you will be able to hit the groundrunning right away. As a consultant, you will deliver value quickly and complete what needs to be accomplished within the required time-frame.

Flexibility/Work-Life BalanceThe demand on your time is much more structured and much more reasonable. While you may have been used to working more than 40 hours per week, most consulting projects and engagements are tracked due to budgets and timelines. Many clients would rather not pay for the overtime, so the weekly hours will stay closer to the 40-hour mark, and the work will fall in line within that allotted budget of time.

There can also be a bit more flexibility in commute times in conjunction with starting and ending each day, as well as more possibilities for some level of remote work depending on the project needs. Having an opportunity to make the most of your day creates for a stronger work-life balance overall.

Project-Based/Interim HelpYOU get to decide where you want your experience and skills to be focused most. Do you like project-based work where there are specific business goals? Do you like to be part of a project team creating the initiatives for the primary objective? OR, would you want to keep the work you manage on a broader scale, bringing a more well-rounded experience to the table and filling in on an interim basis?

You’re in the driver seat when it comes to the projects and engagements you consider. Your interests will determine what type of work you would like to engage in for consulting roles. As a consultant, you decide!

Growth of Knowledge and Network (Systems, Industries, Skills, Etc.)While you may be the SME on the project, most professionals are looking for continuous learning for growth, so they continue to be marketable and to take new skills and abilities to the next role. By consulting on various projects, with different organizations and industries, it allows for continuous growth. There may be new systems to learn, a different industry, new skills, new processes not utilized before, etc.

As a consultant, you will also be continuing to grow your network through meeting and working with new peers, teams, and leaders. You will be able to take those newly learned skills and experiences to the next role, making you that much more marketable in what you have to offer.


PG. 8

https://www.versique.com/consulting/hr/julie-strantz/

Total RewardsCompensation/Benefits Administrator $46,000-

$67,000

Compensation/Benefits Specialist $55,000-$75,000

Sr. Compensation/Benefits Specialist $70,000-$110,000

Manager Compensation/Benefits $84,000-$125,000

Director Total Rewards $120,000-$170,000

VP Total Rewards $150,000-$225,000

Talent Acquisition / RecruitingTalent Acquisition/Recruiting $40,000-Coordinator $65,000

Talent Acquisition/Recruiting Specialist $50,000-$80,000

Sr. Talent Acquisition/Recruiting Specialist $72,000-$108,000

Manager Talent Acquisition/Recruiting $74,000-$135,000

Director Talent Acquisition/Recruiting $123,000-$160,000

VP Talent Acquisition/Recruiting $140,000-$215,000

HR Operations (HRIS, Payroll, Analytics)HRIS Analyst $50,000-

$80,000

Sr. HRIS Analyst $70,000-$115,000

Manager HRIS $100,000-$130,000

Director HR Operations / HRIS $120,000-$160,000

VP HR Operations $150,000-$225,000

Payroll Specialist $40,000-$65,000

Sr. Payroll Specialist $50,000-$75,000

Payroll Manager $80,000-$110,000

Learning and DevelopmentTraining Coordinator $40,000-

$50,000

Training Specialist $50,000-$65,000

Sr. L&D/Training Specialist $75,000-$90,000

Instructional Designer $60,000-$75,000

Manager Learning and Development $80,000-$115,000

Director Learning and Development $113,000- $156,000

General Human ResourcesHR Coordinator $40,000-

$55,000

HR Generalist $50,000-$65,000

Sr. HR Generalist $60,000-$85,000

HR Manager $75,000-$125,000

HR Business Partner (HRBP) $80,000-$110,000

Sr. HR Business Partner $105,000-$150,000

Director HR $115,000-$160,000

VP HR $140,000-$215,000

Talent Management / DevelopmentDirector Talent Management $130,000-

$160,000

Director Organizational Development/ $125,000-Effectiveness $150,000

Director Leadership Development $115,000- $155,000


PG. 9

Role Salary Range


2019 HR Salaries and Role Overviews Total Rewards

Compensation/Benefits Administrator$46,000 - $67,000The Compensation/Benefits Administrator provides guidance regarding compensation and benefits programs while analyzing and administering reports those programs. It typically requires 2+ years of administration experience.

Compensation/Benefits Specialist$55,000-$75,000The Compensation Specialist works with the Compensation Manager on a variety of projects including compensation program design, analysis, budgeting, and implementation. This role also administers base pay and bonus programs, including the annual focal review and bonus cycles. The Compensation Analyst provides support on projects such as survey participation and analysis/compensation integration for mergers and acquisitions. This individual documents procedures to streamline processes and ensure compliance with regulatory requirements. They also work with HR to educate managers on compensation issues.

Sr. Compensation/Analyst$70,00-$110,000This position supports the compensation department in the areas of developing, implementing and administering domestic, international, and global compensation policies and programs. This role typically develops and/or participates in compensation surveys to collect and analyze salary information to determine company’s competitive position.

The Sr. Compensation Specialist ensures pay structures are competitive, equitable, and cost-effective while also preparing special studies and recommendations on subjects such as merit budgets, bonus plans, or other compensation-related programs. This role advises corporate staff on pay decisions, policy and guideline interpretation, and job evaluationincluding the design of creative solutions to specific compensation-related programs.

Manager Compensation/Benefits$84,000-$125,000This role manages the day-to-day operations of the benefits and/or compensation department as well as designs and modifies benefits and compensation programs and policies. It requires a bachelor’s degree with 5+ years of compensation/benefits administrative experience.

Director Total Rewards$120,000-$170,000Typically, the Director of Total Rewards is responsible for the development of short-and long-termstrategies that will give the company’s benefits and compensation offered a competitive advantage.

Their responsibilities may include developing an annual review process to ensure salary ranges arecompetitive with market pricing. This individual might also develop and implement a long-term plan for improving benefits.

VP Total Rewards$150,000-$225,000This role directs the design, development,implementation, administration, and continuousimprovement of various programs including compensation, benefits, rewards, recognition, payroll,and wellness. They also ensure those programs are aligned with the company’s total rewards philosophy and strategy, organizational goals, industry best practices, and regulatory requirements. The VP of Total Rewards also provides leadership for total rewards programs, trends, and methodologies, while ensuring compliance with all legal and government regulations related to compensation and benefits programs.

Talent Acquistion

Talent Acquisition/Recruiting Coordinator$40,000-$65,000A recruiting coordinator is responsible for administrative support for recruiters. Duties will typically include: ATS Management, report generation, scheduling, and prescreening of candidates. Sometimes sourcing can be involved. Typically, this role is a good entry point into the industry, in either an agency or corporation.

PG. 10


Talent Acquisition/Recruiting Specialist$50,000-$80,000A Recruiter is responsible for sourcing, screening, and interviewing candidates as well as writing position descriptions and postingthem online. Additionally, they establish and maintain relationships with hiring managers and stay current with the latest hiring trends. This role will generally have more of a candidate sourcing focus. Typically, this role requires 3+ years of recruiting experience, in either an agency or corporation.

Sr.Talent Acquisition/Recruiting Specialist$72,000-$108,000A Sr. Recruiter is responsible for sourcing, screening, and interviewing candidates as well as writing position descriptions and posting them online. Additionally, they establish and maintain relationships with hiring managers and stay current with the latest hiring trends. This role also generally advises hiring managers on employee staffing policies and procedures. Typically, this role requires 7+ years of recruiting experience, in either an agency or corporation.

Manager, Talent Acquisition/Recruiting$74,000-$135,000The Talent Acquisition Manager utilizes various traditional sourcing and recruiting strategies and is often responsible for managing/overseeing a department’s recruiting function, while also recruiting and sourcing for various positions. Typically, this role requires a bachelor’s degree with 5+ years of relevant corporate HR recruiting experience.

Director Talent Acquisition/Recruiting $123,000-$160,000This individual oversees all facets of recruiting and hiring within the organization while developing local and national recruiting plans based on company needs. The Director of Talent Acquisition must be able to think creatively as well as manage others. The role requires a bachelor’s degree with at least 7+ years of relevant HR experience.

VP Talent Acquisition/Recruiting$140,000-$215,000VP of Talent Acquisition is responsible for the overall TA strategy for an organization. This person will oversee all facets of applicant tracking systems, brand experience and execution of the talent strategy within the organization. The VP of Talent Acquisition must be able to strategically think 10-20 years into the future to help the organizationhire the best talent. The role requires a bachelor’sdegree, a secondary degree and at least 15+years of relevant HR experience.

HR Operations

HRIS Analyst$50,000-$80,000The HRIS Analyst is responsible for the definition of system requirements and working with the business to ensure that delivery of HRIS system data meets the organization’s needs. This individual also facilitates business requirement conversations, documents business requirements, and translates into detailed design documents.

Sr. HRIS Analyst$70,000-$115,000The Sr. HRIS Analyst is responsible for the creation and management of system requirements and works with the business to ensure that delivery of HRIS system data meets the organization’s needs. This role can be responsible for system administration, business requirement conversations, documenting business requirements, and translating data into detailed design documents. This role will typically require 5+ years of relevant experience.

Manager HRIS $100,000-$130,000This leader is responsible for the overall HRIS execution. This person must have systems understanding and a strong project management background to ensure all team projects remain on track. This person should have the ability to think strategically and act tactically and should be the face of the division that works most closely with business leaders to ensure they are getting what they need. This role will typically require 7+ years of relevant experience.

PG. 11


Director HR Operations/HRIS$120,000-$160,000This role manages, designs, and oversees the implementation of policies and procedures related to HR systems. The Director of HR Operation/HRIS must be able to both manage others and think creatively. It requires a bachelor’s degree with 7+ years of relevant experience.

VP HR Operations $150,000-$225,000 This strategic leader must have the ability to think 5-10 years into the future to ensure the humanresources department is equipped to handlechanges in technology and employmentlandscape. This role oversees the entire HumanResource operation from HRIS to payroll. It hasa heavy systems requirement but will also befocused on policies and procedures related toorganizational development and organizationaleffectiveness. It may require a secondary degreewith 15+ years of relevant experience. The VPof HR Operation/HRIS must be able to thinkcreatively and influence others.

Payroll Specialist$40,000-$65,000This role is responsible for supporting the overall payroll function by entering and extracting payroll information, cutting checks and updating payroll software with updates and corrections. This tactical role is very important but doesn’t require a degree. It is often a good entry point into HR.

Sr. Payroll Specialist$50,000-$75,000This role is responsible for supporting the overall payroll function by interfacing with employees and answering payroll questions. In smaller com-panies this role will be responsible for entering and extracting payroll information, cutting checks and updating payroll software with updates and corrections. This role requires 3+ years of relevant experience.

Payroll Manager$80,000-$110,000This role is responsible for the overall management of the payroll team. They are required to manage the day to day operation of performance management of the team. Within smaller companies, this role can still be tactical and be involved with running the payroll and cutting checks. This role demands good technical skills and a detailed mindset. The person should also have the ability to influence others.

Learning & Development

Training Coordinator $40,000-$50,000The Training Coordinator will typically be part of a team of designers, trainers and specialists. They are responsible for the administration and coordination of an implemented L&D Strategy. Tasks may include coordinating logistics, administering systems and managing data reporting, complete data entry, managing bud-gets including tracking program expenses, man-aging various communications, manage tracking of projects, and more. The role typically requires 3+ years of administrative and/or training administrative experience.

Training Specialist$50,000-$65,000The Training Specialist creates and develops content to be rolled out through various forms of training. Curriculum design may be created through a number of avenues from LMS platforms, Captivate, Storyline, PowerPoint, etc., and may include training formats such as eLearning modules, interactive PDFs, webinars, classroom, and more. Responsibilities may also include training, metrics tracking and analyzing, and project management. This role typically requires 5+ years of learning and development, along with some systems knowledge.

PG. 12


Sr. Learning & Development/Training Specialist$75,000-$90,000This Sr. Learning & Development/Training Specialist will lead the L&D efforts of training creation initiatives and may provide work direction for others on the team. This role will include content and curriculum development, learning platform management, as well as roll out of training programs. This work may also include actual training of content in various forms, such as eLearning, webinars, classroom format, and more. The Sr. L&D/Training Specialist will work closely with stakeholders and team members, provide recommendations to solutions and delivery methods. This role typically requires 5+ years of L&D experience, along LMS platform knowledge.

Instructional Designer$60,000-$75,000An Instructional Designer will be focused on developing a learning design strategy together with the L&D team, generally creating content and curriculum through storyboarding and developing training through instructor-led, e-learning, video, blended, etc. through use ofdesign and publishing tools such as Storyline,Captivate, Camtasia, and more. This role is morecomputer-based and behind-the-scenes than anL&D/Training Specialist role. This role typicallyrequires 3+ years of designing experience.

Manager Learning & Development$80,000-$115,000The Manager of Learning & Development will typically manage a team of coordinators, designers, and trainers. They are responsible for the execution of the L&D Strategy that is set forth by the Director of L&D. This person needs to be able to think 1-2 years ahead and must have the ability to hold their team accountable to the projects that are assigned. The role typically requires 5+ years of experience in curriculum/eLearning design.

Director Learning & Development$113,000-$156,000The Director of Learning & Development develops and implements learning development strategy across the organization. They are also responsible for establishing a long-term strategy for leadership development. The role typically requires 8+ years of experience in curriculum/eLearning design.

General Human Resources

HR Coordinator$40,000-$55,000The HR coordinator supports various HR functions including recruitment, compensation, and generalists. This role will be responsible for data entry, the filing of paperwork, generation of reports and day-to-day tasks which allows others to support the business leaders. Typically, this position requires a bachelor’s degree and 1+ years of related experience.

HR Generalist$50,000-$65,000The HR Generalist collects and tracks human resources trends and offers reviews, interprets data, and recommends changes to HR policies. This role also administers various HR functions including recruitment, compensation studies, employee relations, reviews, leaves of absence, etc. Typically, this position requires a bachelor’s degree and 3+ years of related experience.

Sr. HR Generalist$60,000-$85,000The Sr. HR Generalist administers HR policies and procedures and provides support in various areas including employee benefits and compensation, training, recruiting, etc. This role is responsible for the collection and analysis of HR data and typically requires 4+ years of experience in an HR generalist capacity.

PG. 13

HR Manager$75,000-$125,000An HR Manager designs, plans, and implements various human resources programs and policies related to staffing, compensation, employee relations, training, and compensation. This role may have HR generalists directly reporting to them and requires a bachelor’s degree plus 6+ years of relevant experience. Typically, the HR Manager reports to a department head.

HR Business Partner (HRBP)$80,000-$110,000An HR Business Partner manages and resolves complex employee relations issues and works with department heads and senior executives to align business objectives with employees in various HR business units. This role serves as a consultant and liaison to executives on HR related issues. It requires a bachelor’s degree with 4+ years of related HR experience.

Sr. HR Business Partner $105,000-$150,000A Sr. HR Business Partner manages and resolves complex employee relations issues and works with department heads and senior executives to align business objectives with employees in various HR business units. This role serves as a consultant and liaison to executives on HR related issues. It requires a bachelor’s degree with 8+ years of related HR experience.

Director of HR$115,000-$160,000The Director of HR plans, directs, and executes policies related to recruiting and interviewing, as well as training and development. They develop and oversee HR strategies, initiatives, and employees within the HR department. This role requires a bachelor’s degree with at least 8+ years of experience and typically reports to senior level executives.

VP of HR$140,000-$215,000The Vice President of HR plans and directs all aspects of an organization’s HR procedures, initiatives, and objectives. They also ensure company compliance with applicable labor and employment laws. This role requires a bachelor’s degree with at least 13 years of HR leadership experience and typically reports to company management.

Talent Management/Development

Director Leadership Development$115,000-$155,000This leader’s is responsible for the professional growth of all employees within and organization. The Dir of L&D will often have a team of 2-15 reporting to them. This leader must be able to identify the employee competencies that are required by the organization and build a corporate training function that allows each employee train toward the growth of those competencies. Leaders within this role need to have the ability to influence and work with top levels within the organization. They much be able to assess current state, imagine future state and build a roadmap to the desired end result.

Director of OD/OE$125,000-$150,000The responsibilities of this title can often be similar to the Director of Talent Management. The leader of Organization Development and Organizational Effectiveness is responsible to for the strategic plans to ensure the correct employees are in the right seats and that the correct roles are created within the organization. This leader must have the ability to understand the business needs within the organization and be able to create and development the correct competencies within the entire organization. This role need to have the ability to think 5 years into the future to understand ideal organization structure and planning.

Director Talent Management $130,000-$160,000The Dir of Talent Management is responsiblefor the strategic direction of talent acquisition, performance management, employee engagement, and learning and development. This leader must be able to understand the organizational needs and must be able to assess the current state, define future standing, and build a roadmap to grow the employees within the organization. This role typically requires 10+ years of experience.


PG. 14

Meet the Team

Chris Dardis is the Vice President of Versique HR Executive Search and Consulting. Chris has more than 15 years of experience in corporate HR leadership and the executive search and consulting industry. This combined experience provides Chris with the unique ability to truly understand his clients’ human capital needs and offer strategic solutions.

Jenny Kriha is a business development professional with more than 19 years of experience. She has strong relationships with business owners and leaders throughout numerous professions and business sectors including HR, marketing, and finance. Her success has come through building trusting relationships, having solid client management skills focused on strategy and growth, and using her networking to bring success to her clients.

Julie Strantz has a passion for building strong, trusting relationships with candidates and consultants. Throughout the recruitment process, she ensures every inter-action is a positive, professional experience with consistent communication and follow-through. Julie is responsible for identifying top HR talent and managing the candidate selection process for all HR consulting opportunities. Her wealth of experience in talent acquisition and dedication to client and consultant success make her an ideal partner in any search.

Tiffany Kuehl has two decades of HR and talent acquisition experience and brings unique industry insight to every search. She has held high-level talent acquisition positions at companies including Donaldson Company, Honeywell, and MTS Systems. She serves as the Director-Elect of the MNSHRM, sits on the Advisory Board with MNREC, and has held multiple roles on the TCHRA Board. Her love for connecting HR talent with the right opportunities makes her an ideal partner for clients and candidates alike.


PG. 15

Meet the Team

Colee Bean is a service-oriented professional who enjoys connecting with candidates and building relationships to help people achieve their goals. As the Talent Acquisition Specialist on the Versique HR Consulting team, she uses her wealth of experience in HR, higher education, and non-profit work to provide a collaborative and consultative experience to clients and candidates.

Kim Gabrielse is a business development professional with years of experience in total rewards management. She has partnered with organizational leadership teams to plan, design, and strategically implement HR project-based functions.

Jenna Elder is an Account Executive with Versique’s HR Consulting Practice. She partners closely with the internal team and external clients by providing talented consultants to help fill critical gaps or augment staff within their HR organizations on an interim or project basis.

Samantha Otto is a Recruitment Coordinator who brings a unique perspective tothe job. Starting out as a consultant for Versique, she’s been on the other side of the table and understands the candidate experience from a different perspective. She uses this insight to build relationships with contractors through a friendly and energetic nature.


PG. 16

6465 Wayzata Blvd #800Minneapolis, MN 55426

(952) 373-8521

versique.com

ABOUT VERSIQUEVersique is one of the largest talent acquisition firms in the Midwest

and specializes in both consulting and permanent placement.

The recruiting and consulting team specializes in the following practice areas: information technology, human resources, digital marketing, engineering/operations, finance/accounting, sales, CPG (consumer packaged

goods), and executive retained search. Versique also has an internal digital marketing agency that specializes in SEO, PPC, inbound marketing, and more.

Versique has filled thousands of positions and its network of connections is one of the strongest in the industry. We create amazing relationships.

https://www.versique.com/

human resources salary guide - versique … · the human aspect to consider. company culture is...

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