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Compensation Assistant Jobs in Colorado (NOW HIRING)

YES Communities

*Compensation Manager

Denver, CO · On-site

$123K - $135K/yr

Manage and administer equity compensation programs for senior leadership and key talent, including, RSUs, LTIPs, or other long-term incentive vehicles. * Assist in the development of executive and ...

yes

*Compensation Manager

Denver, CO · On-site

$123K - $135K/yr

Manage and administer equity compensation programs for senior leadership and key talent, including, RSUs, LTIPs, or other long-term incentive vehicles. * Assist in the development of executive and ...

Wsgr

Compensation Analyst

Boulder, CO · Hybrid

Work on compensation projects and initiatives; assist with data collection and analysis; answer questions about programs and policies from managers and employees. Research and assemble workforce ...

Hunter Douglas

Equity & Compensation Analyst

Broomfield, CO · On-site

$78K - $106K/yr

... audit readiness. * Assist in the preparation and reconciliation of equity-related reports for ... Support compensation processes such as job evaluations, offer management, compensation and bonus ...

FareHarbor

Sales Compensation Analyst

Denver, CO · On-site

Automate repetitive tasks in the commissions process * Assist with periodic audits and accuracy ... Expertise with incentive compensation management systems (SPIFF preferred) * Experience working ...

Trimble

Sales Compensation Analyst

Westminster, CO · On-site +1

$58K - $80K/yr

As a Sales Compensation Analyst at Trimble, you will blend financial acumen with technical ... This role offers the unique opportunity to assist with the design and implement of global ...

Amazing Athletes

Youth Sports Instructor

Erie, CO · On-site

$25 - $30/hr

Compensation* * Assistant Coach starting pay: $18-$22 per hour, with potential for advancement. * Lead Coach starting pay: $25-$30 per hour, based on experience. * Commissions and bonuses available ...

Amazing Athletes

Youth Sports Instructor

Thornton, CO · On-site

$25 - $30/hr

Compensation* * Assistant Coach starting pay: $18-$22 per hour, with potential for advancement. * Lead Coach starting pay: $25-$30 per hour, based on experience. * Commissions and bonuses available ...

Amazing Athletes

Youth Sports Instructor

Erie, CO

$25 - $30/hr

Compensation* * Assistant Coach starting pay: $18-$22 per hour, with potential for advancement. * Lead Coach starting pay: $25-$30 per hour, based on experience. * Commissions and bonuses available ...

Amazing Athletes

Youth Sports Instructor

Thornton, CO

$25 - $30/hr

Compensation* * Assistant Coach starting pay: $18-$22 per hour, with potential for advancement. * Lead Coach starting pay: $25-$30 per hour, based on experience. * Commissions and bonuses available ...

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Compensation Assistant information

What is the difference between Compensation Assistant vs Benefits Coordinator?

AspectCompensation AssistantBenefits Coordinator
CredentialsHigh school diploma or equivalent; some roles may require a bachelor’s degreeHigh school diploma or equivalent; some roles may require a bachelor’s degree
Work EnvironmentOffice setting, HR departmentOffice setting, HR or benefits department
Employer & Industry UsageUsed across various industries for payroll and compensation supportCommon in healthcare, corporate, and government sectors for benefits management
Search & Comparison IntentOften compared for entry-level HR roles focusing on pay structuresCompared for roles managing employee benefits programs

The Compensation Assistant primarily supports salary and pay structure tasks within HR departments, focusing on compensation data and payroll. In contrast, the Benefits Coordinator manages employee benefits programs like health insurance and retirement plans. Both roles require similar credentials and are found in similar work environments, but they focus on different aspects of HR functions.

What are the key skills and qualifications needed to thrive as a Compensation Assistant, and why are they important?

To thrive as a Compensation Assistant, you need a strong understanding of payroll processes, data entry, and basic HR principles, often supported by a degree in human resources or business administration. Familiarity with HRIS systems, payroll software, and spreadsheet tools like Microsoft Excel is typically required. Attention to detail, confidentiality, and strong organizational skills help distinguish top performers in this position. These capabilities ensure accurate compensation processing, data integrity, and effective support for HR functions within an organization.

How does a Compensation Assistant typically collaborate with HR and payroll teams?

As a Compensation Assistant, you’ll frequently work alongside HR and payroll teams to ensure accurate and timely processing of employee compensation data. Your role often involves gathering salary information, updating records, and resolving discrepancies by communicating with both HR specialists and payroll coordinators. Effective collaboration is essential, as you may assist in preparing reports for management and participate in audits or compliance reviews. Building strong working relationships across these teams helps you streamline workflows and support organizational goals.

What are Compensation Assistants?

Compensation Assistants are human resources professionals who support the administration of employee compensation programs within an organization. Their duties typically include maintaining salary databases, assisting with payroll processing, preparing compensation reports, and providing support for salary surveys and job evaluations. They play a key role in ensuring employees are paid accurately and in accordance with company policies, while also helping HR departments comply with relevant laws and regulations. Compensation Assistants often serve as a point of contact for compensation-related inquiries from staff.
What are the most commonly searched types of Compensation jobs in Colorado? The most popular types of Compensation jobs in Colorado are:
What cities in Colorado are hiring for Compensation Assistant jobs? Cities in Colorado with the most Compensation Assistant job openings:
Compensation Assistant jobs near you
*Compensation Manager

*Compensation Manager

YES Communities

Denver, CO • On-site

$123K - $135K/yr

Full-time

Medical, Life, Retirement

Posted 27 days ago

YES Communities rating

6.8

Company rating: 6.8 out of 10

Based on 16 frontline employees who took The Breakroom Quiz

105th of 216 rated facilities management

Job description

Compensation Manager
Denver, CO
About YES
YES Communities, founded in 2008, owns and operates manufactured housing communities with locations across the United States. YES takes a new approach to manufactured home communities and works to build and maintain an environment in each community that reflects their positive YES attitude.
Life at YES
YES Communities strives to hire a diverse workforce that shares our vision. We empower our employees to develop a strong sense of community because we know that happy, dedicated employees make the difference. Our culture is one where leaders set clear expectations and give you the freedom to manage your goals. We invest in our employees and take pride as we watch them achieve results and make a difference in their roles every day.
Position Summary
The Compensation Manager is responsible for the design, implementation, and management of comprehensive compensation programs that support a diverse workforce, including field employees, professional/corporate, and leadership roles. This role ensures compensation programs are competitive, scalable, and aligned to business strategy across levels and geographies.
Key Responsibilities
Enterprise Compensation Strategy
  • Lead the design and administration of company-wide compensation programs, including base pay, short-term incentives, and long-term incentives.
  • Develop scalable compensation frameworks that effectively support field, professional, and leadership populations.
  • Establish job architecture, salary structures, and career frameworks that promote internal equity and growth.
  • Conduct market benchmarking to ensure competitiveness across industries, functions, and geographies.

Field Compensation Programs
  • Design and manage compensation strategies for a geographically distributed workforce, accounting for regional labor markets and operational demands.
  • Develop and maintain geographic pay differentials, wage structures, and location-based compensation practices.
  • Partner with operational leaders to align compensation with workforce planning, productivity, recruitment, and retention needs.

Professional & Corporate Compensation
  • Manage compensation programs for professional and corporate roles, ensuring alignment with functional labor markets.
  • Support job leveling, market pricing, and career progression frameworks across business functions.
  • Partner with HR Business Partners and functional leaders to provide guidance on offers, promotions, and internal movement.
  • Ensure alignment between pay practices and organizational performance, skills, and talent strategy.

Leadership & Equity Compensation Programs
  • Manage and administer equity compensation programs for senior leadership and key talent, including, RSUs, LTIPs, or other long-term incentive vehicles.
  • Assist in the development of executive and leadership compensation strategies, balancing base pay, incentives, and equity.
  • Partner with Finance and Legal to ensure compliance with equity governance, accounting standards, and regulatory requirements.
  • Oversee equity grant cycles, redemptions, approvals, tracking, and reporting.

Annual Compensation Processes
  • Lead the annual compensation planning cycle across field, professional, and leadership populations, including merit increases, bonuses, and equity grants.
  • Develop tools, guidelines, and training to enable leaders to make informed and consistent pay decisions.

Analytics & Reporting
  • Build and maintain compensation analytics and dashboards to provide insights across workforce segments.
  • Conduct pay equity analyses across job levels, functions, and geographies; recommend and implement adjustments as needed.
  • Partner with Finance on workforce cost modeling, forecasting, and budgeting.

Stakeholder Partnership
  • Serve as a strategic advisor to HR Business Partners and leaders across operations, corporate functions, and executive teams.
  • Collaborate cross-functionally with Talent Acquisition, Operations, Finance, Legal, and Payroll.
  • Communicate compensation philosophy and programs clearly to leaders and employees at all levels.

Qualifications
Required
  • Bachelor's degree in Human Resources, Finance, Business, or related field
  • 5-8+ years of progressive compensation experience
  • Working knowledge of equity compensation programs and long-term incentive structures
  • Strong analytical and modeling skills

Preferred
  • Certified Compensation Professional (CCP) or similar certification
  • Experience in multi-site or field-intensive industries
  • Familiarity with equity administration platforms e.g., Carta
  • Experience supporting executive compensation and Board-level processes

Compensation: $123,000 - $135,000 + 10% annual bonus opportunity
We've been alerted to fraudulent recruiting outreach impersonating our company. We never request payment, gift cards, or personal financial information during hiring. All legitimate roles are posted on our official website https://www.yescommunities.com/Careers and all communication will come from email with the @yescommunities.com domain.
The YES Difference
Competitive salary | Comprehensive health benefits | Life, long and short-term disability insurance | 401(k) with company match
YES I can help * YES We are a team * YES We add value * YES We build community
YES Communities is an Equal Opportunity Employer

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