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Compensation Associate Jobs in New York (NOW HIRING)

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Compensation Associate information

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$50.9K

$65.2K

$77.1K

How much do compensation associate jobs pay per year?

As of Sep 4, 2026, the average yearly pay for compensation associate in New York is $65,173.00, according to ZipRecruiter salary data. Most workers in this role earn between $59,600.00 and $70,600.00 per year, depending on experience, location, and employer.

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?

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 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 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 the most commonly searched types of Compensation jobs in New York?

The most popular types of Compensation jobs in New York are:

What are popular job titles related to Compensation Associate jobs in New York?

For Compensation Associate jobs in New York, the most frequently searched job titles are:

What job categories do people searching Compensation Associate jobs in New York look for?

The top searched job categories for Compensation Associate jobs in New York are:

What cities in New York are hiring for Compensation Associate jobs?

Cities in New York with the most Compensation Associate job openings:

Compensation Associate jobs near you
Infographic showing various Compensation Associate job openings in New York as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $65,173 per year, or $31.3 per hour.

Executive Compensation & Employee Benefits Associate

Central Business Solutions, Inc

Manhattan, NY • On-site

$120 - $170/hr

Other

Re-posted 9 days ago

Job description

Executive Compensation & Employee Benefits Associate
  • New York City, New York
Executive Compensation & Employee Benefits Associate

Join a premier, globally recognized legal team dedicated to navigating the intricate intersection of tax law, ERISA, and corporate strategy. We are seeking a high-caliber Associate (3–5 years of experience) to provide sophisticated counsel to our elite client base on their most critical compensation and benefits matters.

This is a pivotal role within our transactional practice, offering the opportunity to work on high-stakes mergers, acquisitions, and private equity deals while helping industry leaders design competitive and compliant incentive structures.

What You Will Accomplish:

Transactional Excellence:Serve as a key advisor during complex corporate transactions, managing the benefits and compensation aspects of multi-billion dollar deals.

Strategic Compliance:Navigate the complexities ofSection 409A,Section 162(m), andSection 280G, ensuring that executive arrangements are optimized and compliant with evolving tax codes.

ERISA & Tax Governance:Provide expert guidance on ERISA fiduciary responsibilities and the tax implications of employee benefit plans and equity-based compensation.

Executive Disclosure:Advise public and private entities on compensation disclosure requirements, helping them maintain transparency and regulatory alignment.

Incentive Design:Collaboratively draft and refine executive employment agreements, change-in-control protections, and sophisticated equity incentive programs.

Your Qualifications:

Experience:3–5 years of dedicated practice in executive compensation and employee benefits, preferably within a large-firm environment.

Technical Expertise:A deep understanding of the Internal Revenue Code and ERISA is essential.

Specialized Knowledge:Proven experience handling the nuances of golden parachute rules (280G) and deferred compensation (409A).

Academic & Professional Credentials:A JD from a top-tier law school and an active bar license in good standing.

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