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Compensation Associate Jobs in Delaware (NOW HIRING)

Express

Sales Associate

Rehoboth Beach, DE

$13.50 - $18.50/hr

Actual compensation offered is dependent upon a number of factors including, but not limited to ... say 'Associate Relations' or send an e-mail to AssociateRelations@Express.com and let us know the ...

Express & Bonobos

Sales Associate

Rehoboth Beach, DE

$13.50 - $18.50/hr

Demonstrated collaborative skills and ability to work well within a team Benefits and Compensation PHOENIX offers a range of benefits to help protect full-time associate's health and long-term ...

Express

Sales Associate

Rehoboth Beach, DE · On-site

$13.50 - $18.50/hr

Demonstrated collaborative skills and ability to work well within a team Benefits and Compensation PHOENIX offers a range of benefits to help protect full-time associate's health and long-term ...

Ascendion

Associate Attorney

Wilmington, DE

$190K - $290K/yr

Corporate & Commercial Litigation Associate (Hybrid) Location: Wilmington, DE (Hybrid Schedule ... Salary and Other Compensation The annual salary for this position is between $190,000 - $290,000.

Camping World

RV Sales Associate

Milford, DE

$50K - $150K/yr

Minimum Commissions/Flats apply++ The variable compensation estimated annual range is $50,000 ... Full-time associates are offered a comprehensive benefit package including medical, dental, vision ...

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All JobsCompensation Associate JobsCompensation Associate Jobs in Delaware

Compensation Associate information

See Delaware salary details

$46.5K

$59.6K

$70.6K

How much do compensation associate jobs pay per year?

As of Jun 22, 2026, the average yearly pay for compensation associate in Delaware is $59,622.00, according to ZipRecruiter salary data. Most workers in this role earn between $54,500.00 and $64,600.00 per year, depending on experience, location, and employer.

What jobs in the US pay 300,000 a year?

For a Compensation Associate, salaries reaching $300,000 annually are uncommon; such high compensation levels are typically found in executive roles like Chief Compensation Officers, senior finance positions, or specialized consulting roles. These positions often require extensive experience, advanced degrees, and leadership responsibilities. Most mid-level compensation roles in HR or finance tend to have lower salary ranges.

What is the difference between Compensation Associate vs Payroll Specialist?

AspectCompensation AssociatePayroll Specialist
Required CredentialsTypically a bachelor's degree in HR, Business, or related field; certifications like CCP are a plusOften a degree in Accounting, Finance, or Business; certifications like CPP or payroll-specific certifications
Work EnvironmentHR or Compensation departments within organizations, focusing on pay structures and benefitsFinance or HR departments, handling payroll processing and compliance
Employer & Industry UsageUsed across various industries in HR teams to manage compensation dataCommon in organizations with in-house payroll processing or payroll service providers

The Compensation Associate primarily focuses on designing and managing employee pay structures, benefits, and compensation data. In contrast, the Payroll Specialist handles the processing of employee wages, tax deductions, and compliance with payroll regulations. While both roles require knowledge of compensation and HR policies, the Compensation Associate emphasizes strategy and data management, whereas the Payroll Specialist concentrates on accurate payroll execution and reporting.

What are some common challenges Compensation Associates face when analyzing salary data across different departments?

Compensation Associates often encounter challenges such as inconsistent job titles, varying responsibilities across departments, and discrepancies in market data when analyzing salary information. Navigating these differences requires strong analytical skills and close collaboration with HR partners and department managers to ensure internal equity and external competitiveness. Staying updated with industry benchmarks and using standardized job evaluation methods can help address these issues and support fair compensation decisions.

What job makes $10,000 a month without a degree?

A Compensation Associate typically does not earn $10,000 a month without a degree; such high salaries are more common in roles like sales, real estate, or entrepreneurship, which often rely on experience, skills, and performance rather than formal education. High-paying jobs without a degree usually require specialized skills, certifications, or significant experience in fields like technology, sales, or trades.

What is Chick-fil-A's highest paying job?

At Chick-fil-A, the highest paying roles are typically management positions such as Restaurant Director or Area Coach, which can offer salaries significantly higher than entry-level positions. These roles often require leadership skills, experience in restaurant operations, and sometimes advanced certifications, with compensation varying by location and experience.

What is a compensation associate?

A compensation associate is a professional responsible for administering and analyzing employee compensation programs, including salary structures, bonuses, and benefits. They often use HRIS systems and compensation data to ensure pay equity and compliance with company policies and labor laws.

What does a Compensation Associate do?

A Compensation Associate is responsible for supporting the development, implementation, and administration of an organization's compensation programs. They analyze salary data, benchmark roles against industry standards, assist with salary reviews, and ensure compliance with relevant laws and regulations. Their work helps ensure that employees are paid fairly and competitively, which can improve employee satisfaction and retention. Compensation Associates often collaborate with HR, finance, and management teams to align pay structures with company goals.

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

To thrive as a Compensation Associate, you need a solid understanding of compensation principles, data analysis, and human resources practices, usually backed by a relevant bachelor's degree. Familiarity with HR information systems (HRIS), advanced Excel skills, and compensation management tools like PayScale or Workday is often required. Strong attention to detail, discretion, and effective communication help you excel in handling sensitive data and collaborating across teams. These skills are crucial to ensure accurate compensation analysis, compliance, and fair pay practices within an organization.
What are the most commonly searched types of Compensation jobs in Delaware? The most popular types of Compensation jobs in Delaware are:
What are popular job titles related to Compensation Associate jobs in Delaware? For Compensation Associate jobs in Delaware, the most frequently searched job titles are:
What job categories do people searching Compensation Associate jobs in Delaware look for? The top searched job categories for Compensation Associate jobs in Delaware are:
What cities in Delaware are hiring for Compensation Associate jobs? Cities in Delaware with the most Compensation Associate job openings:
Compensation Associate jobs near you
Central Compensation - Associate

Central Compensation - Associate

JP Morgan Chase

Wilmington, DE • On-site

Full-time

Medical, Retirement

Posted 17 hours ago

JPMorgan Chase & Co. rating

8.1

Company rating: 8.1 out of 10

Based on 470 frontline employees who took The Breakroom Quiz

46th of 141 rated banks

Job description

Join the Central Compensation Team as a trusted Compensation Associate, providing strategic solutions and expert guidance to Compensation and HR partners. We are seeking a proactive self-starter who can work independently, brings controls and/or compensation experience, navigates uncertainty, and has strong Excel and broader reporting skills.

As a Compensation Associate on the Central Compensation Team, you will participate in a wide range of compensation-related activities and help ensure compliance with corporate governance and control requirements, including business resiliency, data retention and destruction, audit readiness, SOX/Core testing, and process documentation. You will also review and approve data/system access requests to maintain appropriate controls. Additionally, you'll contribute to special projects and other initiatives in support of broader Compensation team objectives.

Job Responsibilities:

  • Work with appropriate HR specialists to understand and become expert in the requirements of JPMC's business resiliency plan management, data retention and destruction, data privacy and data store (shared drive and SharePoint) monitoring; communicate requirements and deadlines to team members and ensure team compliance

  • Work with teams across various areas of compensation, product, talent, communication, change and control management to achieve efficiency and consistency across processes

  • Participate in firmwide projects involving compensation, including policy reviews, changes in compensation practices, and systems' development involving multiple stakeholders

  • Translate regulatory and policy governance/requirements into clear guidance for clients

  • Provide oversight, guidance and support to the process and control owner of the Global and Executive Compensation CORE processes for Sarbanes-Oxley (SOX) and CORE control requirements, including the independent audit of key SOX and CORE controls

  • Keep current with standard operating procedures to ensure Global Compensation's document library remains compliant.

Required Qualifications, Capabilities, and Skills:

  • Relevant experience in HR/Compensation, Finance, or a controls-related field, with strong critical thinking, analytical, and problem-solving skills

  • Strong systems aptitude, including advanced proficiency in MS Excel and other Microsoft tools (including PitchPRO)

  • Self-directed and change-oriented, able to adapt to shifting priorities and manage multiple competing demands effectively

  • Proven ability to research, evaluate, and synthesize information with attention to detail

  • Strong relationship-building skills, with the ability to partner effectively within and beyond the immediate team

  • Adept at identifying and implementing process improvements that save time, streamline workflows, and automate manual tasks-leveraging AI where it adds value

  • Exhibits a high level of discretion and integrity, with experience handling sensitive and confidential information

Preferred Qualifications, Capabilities, and Skills:

  • Intellectual curiosity and a strong desire to learn

  • Equipped to thrive in a fast-paced, collaborative environment and excel at building strong partnerships

  • Strong interpersonal and communication skills

  • Demonstrated sound judgment and decision-making abilities

  • 2 years compensation and/or control management experience; international compensation background preferred

JPMorganChase, one of the oldest financial institutions, offers innovative financial solutions to millions of consumers, small businesses and many of the world's most prominent corporate, institutional and government clients under the J.P. Morgan and Chase brands. Our history spans over 200 years and today we are a leader in investment banking, consumer and small business banking, commercial banking, financial transaction processing and asset management.

We offer a competitive total rewards package including base salary determined based on the role, experience, skill set and location. Those in eligible roles may receive commission-based pay and/or discretionary incentive compensation, paid in the form of cash and/or forfeitable equity, awarded in recognition of individual achievements and contributions. We also offer a range of benefits and programs to meet employee needs, based on eligibility. These benefits include comprehensive health care coverage, on-site health and wellness centers, a retirement savings plan, backup childcare, tuition reimbursement, mental health support, financial coaching and more. Additional details about total compensation and benefits will be provided during the hiring process. 

We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. We also make reasonable accommodations for applicants' and employees' religious practices and beliefs, as well as mental health or physical disability needs. Visit our FAQs for more information about requesting an accommodation.

JPMorgan Chase & Co. is an Equal Opportunity Employer, including Disability/Veterans

Our professionals in our Corporate Functions cover a diverse range of areas from finance and risk to human resources and marketing. Our corporate teams are an essential part of our company, ensuring that we're setting our businesses, clients, customers and employees up for success.

Human Resources plays a critical role in driving the employee experience, shaping the firm's culture and building a diverse and inclusive workforce. We are a strategic partner to the business - working with leaders across the firm to hire, develop and retain the best people and help meet business goals. Together, we foster a work environment in which our people are supported, feel like they belong and are able to make an impact through their work. We develop and deliver a suite of products and services that help make JPMorgan Chase an employer of choice and drive our business forward.

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