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Compensation Associate Jobs in Pennsylvania (NOW HIRING)

Northwest

Sr. Compensation Analyst

Williamsport, PA · On-site

$75K - $97K/yr

Resolve associate questions and issues by interpreting applicable equity and executive compensation policies, procedures, plan provisions, and administrative guidelines * Ensure compliance with U.S ...

Northwest

Sr. Compensation Analyst

Pittsburgh, PA

$80K - $104K/yr

Resolve associate questions and issues by interpreting applicable equity and executive compensation policies, procedures, plan provisions, and administrative guidelines * Ensure compliance with U.S ...

Northwest

Sr. Compensation Analyst

State College, PA · On-site

$81K - $105K/yr

Resolve associate questions and issues by interpreting applicable equity and executive compensation policies, procedures, plan provisions, and administrative guidelines * Ensure compliance with U.S ...

Northwest

Sr. Compensation Analyst

Mount Joy, PA · On-site

$81K - $105K/yr

Resolve associate questions and issues by interpreting applicable equity and executive compensation policies, procedures, plan provisions, and administrative guidelines * Ensure compliance with U.S ...

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Showing results 21-40

All JobsCompensation Associate JobsCompensation Associate Jobs in Pennsylvania

Compensation Associate information

See Pennsylvania salary details

$46.6K

$59.7K

$70.7K

How much do compensation associate jobs pay per year?

As of Aug 9, 2026, the average yearly pay for compensation associate in Pennsylvania is $59,714.00, according to ZipRecruiter salary data. Most workers in this role earn between $54,600.00 and $64,700.00 per year, depending on experience, location, and employer.

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 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 the most commonly searched types of Compensation jobs in Pennsylvania? The most popular types of Compensation jobs in Pennsylvania are:
What are popular job titles related to Compensation Associate jobs in Pennsylvania? For Compensation Associate jobs in Pennsylvania, the most frequently searched job titles are:
What job categories do people searching Compensation Associate jobs in Pennsylvania look for? The top searched job categories for Compensation Associate jobs in Pennsylvania are:
What cities in Pennsylvania are hiring for Compensation Associate jobs? Cities in Pennsylvania with the most Compensation Associate job openings:
Compensation Associate jobs near you
Infographic showing various Compensation Associate job openings in Pennsylvania as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 18% Part Time, and 4% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $59,714 per year, or $28.7 per hour.

Compensation Partner

Independence Blue Cross

Philadelphia, PA • On-site

Full-time

This job post has expired today. Applications are no longer accepted.

Independence Blue Cross rating

8.6

Company rating: 8.6 out of 10

Based on 25 frontline employees who took The Breakroom Quiz

88th of 304 rated insurance

Job description

Bring your drive for excellence, teamwork, and customer commitment to Independence. Join us as we renew and reimagine the future of health care. Together, we will achieve our mission to enhance the health and well-being of the people and communities we serve.
As a Compensation Partner, you will support fair, competitive, and compliant pay practices across the organization. In this consultative role, you will analyze compensation data, conduct market pricing, and partner with HR and business leaders to develop pay recommendations that attract, retain, and motivate talent while reinforcing internal equity and governance standards.
Key Responsibilities
  • Analyze internal pay data (base pay, incentives, differentials) to assess competitiveness, compression, and internal equity; summarize findings and recommend actions.
  • Conduct external market pricing using salary surveys and other benchmarks; apply sound methodology to determine market position and pay range recommendations.
  • Consult with HR Business Partners, Talent Acquisition, and hiring leaders to understand role scope and talent needs; provide guidance on offers, promotions, and lateral moves within established guidelines.
  • Maintain and evolve job architecture inputs (job descriptions, leveling, FLSA status, job evaluation) and salary structures to support consistent decision-making and internal equity.
  • Support annual compensation programs (e.g., merit, incentive planning, annual review) by preparing data, validating inputs, and partnering on communications and manager guidance.
  • Prepare clear analyses, dashboards, and presentations for HR and leadership (e.g., market trends, pay equity findings, program outcomes) and translate data into actionable recommendations.
  • Partner with Finance, Payroll, and HRIS to ensure accurate compensation data, smooth program execution, and timely processing of pay changes and incentive payments.
  • Monitor relevant regulatory and governance requirements (e.g., FLSA considerations, pay transparency where applicable) and recommend process updates to support compliance.
  • Respond to compensation questions from HR and managers, providing consistent guidance and documenting rationale in alignment with policy and practice.
  • Contribute to compensation and total rewards projects (e.g., survey participation, range updates, incentive plan enhancements, process automation) and identify opportunities for continuous improvement.

Qualifications
  • Bachelor's degree in Human Resources, Business, Economics, or a related field, with relevant experience. CCP or other compensation certification is a plus.
  • 4-7 years of progressive experience in compensation, HR analytics, or a related total rewards role (corporate HR or consulting preferred).
  • Strong analytical and problem-solving skills; ability to work with large datasets and deliver accurate, well-documented outputs.
  • Working knowledge of compensation concepts and tools (market pricing, survey analysis, pay range design, job evaluation, and salary administration).
  • Strong communication and consulting skills; able to explain pay recommendations clearly to HR partners and leaders.
  • Advanced Excel skills (e.g., pivot tables, lookups, basic modeling) and experience with HRIS/compensation tools (e.g., PeopleSoft or similar) preferred.
  • Ability to manage multiple priorities, meet deadlines, and work effectively in a fast-paced, highly confidential environment.
  • Demonstrated integrity and discretion when handling sensitive employee and compensation information.
  • Commitment to continuous learning and staying current on compensation practices, pay equity, and relevant regulations.

Core Competencies
  • Market pricing and survey participation/analysis
  • Job evaluation and leveling support
  • Pay equity and internal consistency analysis
  • Stakeholder consulting and recommendations
  • Executive leadership relationship management
  • Data quality, documentation, and process improvement

Independence has implemented a "Hybrid" model which consists of Associates working in the office 3 days a week (Tuesday, Wednesday & Thursday) and remotely 2 days a week (Monday & Friday). This role is designated as a role that fits into the "Hybrid" model. While associates may work remotely on our designated remote days, the work must be performed in the Tri-State Area of Delaware, New Jersey, or Pennsylvania.
IBX is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to their age, race, color, religion, sex, national origin, sexual orientation, protected veteran status, or disability.
Must have an Android or iOS device which is compatible with the free Microsoft Authenticator app.

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