*** Role is only open to remote or hybrid in Wisconsin and Minnesota*** As Senior Manager of Compensation, you’ll shape how we design and deliver competitive, performance-driven compensation programs—aligning business strategy, risk management, and market practices. This is a highly visible role with direct influence on executive decision-making, organization design, and total rewards strategy. What You’ll Do • Shape Compensation Strategy & Governance Lead the design, implementation, and governance of compensation programs aligned to business strategy, pay-for-performance principles, and Associated’s Total Rewards Philosophy. • Own Core, Incentive & Equity Programs Provide oversight of base pay, annual incentives (including sales compensation), and long-term/equity programs—ensuring scalability, market competitiveness, and alignment to business needs. • Advise Leaders on Pay & Organization Design Partner with senior leaders to provide guidance on pay positioning, job architecture, and organizational design—balancing competitiveness, internal equity, and risk. • Drive Data-Driven Decisions Deliver insights through market benchmarking, pay equity analysis, geographic differentials, and financial modeling to support budgeting, forecasting, and strategic decision-making. • Strengthen Risk & Regulatory Alignment Ensure compensation programs align with regulatory expectations for large financial institutions, with strong governance, controls, and risk mitigation practices. • Lead Annual Compensation Cycle Oversee annual planning processes (merit, incentive, and equity), ensuring disciplined execution, budget alignment, and clear outcomes. • Ensure Compliance & Control Maintain adherence to federal/state regulations and internal policies while proactively identifying and mitigating compensation-related risks. • Build a High-Performing Team Lead, coach, and develop a Compensation team that delivers accurate, efficient, and compliant results while advancing capability and innovation. What You Bring Experience • 7+ years of progressive compensation experience within financial services or a complex, regulated environment • 3–5 years of people leadership or leading high-impact compensation initiatives • Deep experience across core, incentive, and equity compensation Education • Bachelor’s degree in Human Resources, Finance, Business, or related field (required) • MBA or advanced degree (preferred) Certifications (Preferred) • Certified Compensation Professional (CCP) Why This Role Stands Out • Direct influence on executive compensation decisions and enterprise strategy • Opportunity to modernize and scale compensation programs • High visibility across HR, Finance, and business leadership • Ability to shape fair, competitive, and inclusive pay practices We welcome and encourage applications from all qualified parties, including but not limited to people returning to the workforce, people with disabilities, those without a college degree, and veterans or those with military experience. In addition to core traditional benefits, we take pride in offering benefits for every stage of life.  • Retirement savings including both 401(k) and Pension plans.  • Paid time off to volunteer in your community.  • Opportunities to connect with others through our diversity-focused Colleague Resource Groups.  • Competitive salaries with professional development and advancement opportunities.  • Bonus benefits including well-being programs and incentives, parental leave, an employee stock purchase plan, military benefits and much more.   • Personal banking, loan, investment and insurance benefits.  The pay range represents anticipated base pay for this role. Actual pay may vary based on factors including, but not limited to, work location, skills, experience, education, and qualifications for the role. For certain positions, total compensation may also include incentive, commission, or bonus opportunities not reflected in the posted base pay range. $122,710.00 - $210,360.00 per year