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Compensation Business Partner Jobs (NOW HIRING)

GLG

OR

Job Summary The Compensation Business Partner will be based out of GLG's New York office and will lead the strategy, design, and execution of global compensation programs across all GLG teams and ...

Axon

Compensation Business Partner

Boston, MA · On-site

$126K - $202K/yr

You'll partner across HR, Talent Acquisition, and business leadership to design and implement data-driven compensation strategies that support Axon's growth and performance culture. In this role, you ...

GLG

Compensation Business Partner

New York, NY

The Compensation Business Partner will be based out of GLG's New York office and will lead the strategy, design, and execution of global compensation programs across all GLG teams and locations. This ...

Uber

Compensation Business Partner

San Francisco, CA · On-site

About the Role Uber is looking for a Compensation Business Partner to join our growing team. Our success brings us unique challenges - join us as we build innovative and creative solutions! You'll ...

Adobe, Inc.

Compensation Business Partner

San Jose, CA · On-site

The Opportunity Join the Employee Experience team as a Compensation Business Partner, reporting to Adobe's Director of Compensation. The role will support the Creativity & Productivity organization ...

Axon

Compensation Business Partner

New York, NY · On-site

$126K - $202K/yr

As a Compensation Business Partner you'll play a key role in shaping how we attract, reward, and retain top talent globally. You'll partner across HR, Talent Acquisition, and business leadership to ...

Axon

Compensation Business Partner

Boston, MA · On-site

As a Compensation Business Partner you'll play a key role in shaping how we attract, reward, and retain top talent globally. You'll partner across HR, Talent Acquisition, and business leadership to ...

Axon

Compensation Business Partner

Boston, MA · On-site

$126K - $202K/yr

As a Compensation Business Partner you'll play a key role in shaping how we attract, reward, and retain top talent globally. You'll partner across HR, Talent Acquisition, and business leadership to ...

Axon

Compensation Business Partner

Boston, MA · On-site

You'll partner across HR, Talent Acquisition, and business leadership to design and implement data-driven compensation strategies that support Axon's growth and performance culture. In this role, you ...

Axon

Compensation Business Partner

New York, NY · On-site

As a Compensation Business Partner you'll play a key role in shaping how we attract, reward, and retain top talent globally. You'll partner across HR, Talent Acquisition, and business leadership to ...

GLG

Compensation Business Partner

$81K - $150K/yr

Job Summary The Compensation Business Partner will be based out of GLG's New York office and will lead the strategy, design, and execution of global compensation programs across all GLG teams and ...

Adobe

Compensation Business Partner

San Jose, CA · On-site

The Opportunity Join the Employee Experience team as a Compensation Business Partner, reporting to Adobe's Director of Compensation. The role will support the Creativity & Productivity organization ...

GLG

Compensation Business Partner

New York, NY · On-site

$81K - $150K/yr

The Compensation Business Partner will be based out of GLG's New York office and will lead the strategy, design, and execution of global compensation programs across all GLG teams and locations. This ...

Uber

Uber is looking for a Compensation Business Partner to join our growing team. Our success brings us unique challenges - join us as we build innovative and creative solutions. You'll serve as a key ...

Rippling

Compensation Business Partner

San Francisco, CA · On-site

$160K - $210K/yr

About the role We are looking for a Compensation Business Partner to join our Compensation team. This role will oversee the design and delivery of compensation programs for Customer Experience. You ...

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Compensation Business Partner information

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$74.5K

$87.5K

$99K

How much do compensation business partner jobs pay per year?

As of Jul 5, 2026, the average yearly pay for compensation business partner in the United States is $87,500.00, according to ZipRecruiter salary data. Most workers in this role earn between $81,000.00 and $94,000.00 per year, depending on experience, location, and employer.

What is a Compensation Business Partner?

A Compensation Business Partner is a human resources professional who specializes in designing, managing, and advising on employee compensation programs within an organization. They collaborate with business leaders to ensure that salary structures, incentive plans, and benefits are competitive and aligned with company goals. Their responsibilities often include benchmarking salaries, conducting pay equity analyses, and providing guidance on compensation strategy to attract and retain talent. By balancing market trends and organizational needs, Compensation Business Partners help foster a fair and motivating work environment.

What jobs pay $700 a day?

In the context of a Compensation Business Partner role, jobs that pay around $700 a day typically include senior-level consulting, contract management, or specialized financial advisory positions. These roles often require advanced skills, certifications, and experience, and may be project-based or freelance, offering high daily rates for expertise and strategic contributions.

How much should you pay a business partner?

A Compensation Business Partner typically advises on salary structures and incentive plans, but the actual pay for a business partner varies based on industry, company size, location, and experience. Compensation can range from a few thousand dollars for equity or profit-sharing arrangements to six-figure salaries for senior roles, often complemented by bonuses and benefits. Negotiation and market benchmarking are key in determining appropriate pay levels for such positions.

What is the difference between Compensation Business Partner vs Compensation Analyst?

AspectCompensation Business PartnerCompensation Analyst
CredentialsTypically requires a bachelor’s degree in HR, finance, or related field; certifications like CCP or CBP are commonUsually holds a bachelor’s degree in HR, finance, or related area; certifications like CCP are preferred
Work EnvironmentCollaborates with HR and leadership teams; strategic focusAnalyzes data; supports compensation programs; more data-driven
Employer & Industry UsageUsed across industries; strategic partner role in HR teamsCommon in HR departments; focuses on compensation data analysis

The Compensation Business Partner works closely with leadership to develop compensation strategies, while the Compensation Analyst focuses on analyzing compensation data to support decision-making. Both roles require similar credentials but differ in strategic versus analytical focus.

What job makes $1,000,000 a year?

In the field of compensation, very few roles earn $1,000,000 annually; typically, high-level executive positions such as Chief Executive Officers or CFOs in large corporations can reach this level through base salary, bonuses, and stock options. Compensation at this level often requires extensive experience, leadership skills, and a track record of delivering significant company value.

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

To thrive as a Compensation Business Partner, you need strong analytical skills, deep knowledge of compensation practices, and a background in HR or finance, often supported by a bachelor's degree and experience in compensation or total rewards. Familiarity with HRIS systems, market pricing tools, and certifications such as CCP (Certified Compensation Professional) are typically used. Exceptional communication, stakeholder management, and problem-solving abilities help you advise business leaders and influence compensation decisions. These skills are crucial for designing competitive pay structures that attract and retain talent while ensuring internal equity and compliance.

How does a Compensation Business Partner typically collaborate with HR and business leaders to develop competitive pay strategies?

A Compensation Business Partner works closely with HR teams and business leaders to analyze market data, review internal pay structures, and align compensation strategies with organizational goals. This collaboration often involves regular meetings to discuss workforce needs, budget constraints, and emerging industry trends. By providing data-driven insights and recommendations, the Compensation Business Partner ensures that pay practices are both competitive and compliant, ultimately supporting talent attraction and retention.

What is an HRBp salary?

An HR Business Partner (HRBP) salary varies based on experience, location, and company size, but typically ranges from $70,000 to $130,000 annually. HRBps often have a background in HR, business acumen, and may hold certifications like SHRM-CP or PHR, with responsibilities including strategic planning and employee relations.
More about Compensation Business Partner jobs
What cities are hiring for Compensation Business Partner jobs? Cities with the most Compensation Business Partner job openings:
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What states have the most Compensation Business Partner jobs? States with the most job openings for Compensation Business Partner jobs include:
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Compensation Business Partner jobs near you
Infographic showing various Compensation Business Partner job openings in the United States as of June 2026, with employment types broken down into 1% As Needed, 60% Full Time, 30% Part Time, 1% Temporary, 7% Contract, and 1% Nights. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $87,500 per year, or $42.1 per hour.
Compensation Business Partner

Compensation Business Partner

GLG

OR

Other

Posted 8 days ago

Job description

GLG's Compensation Team develops and supports programs that enable GLG to remain competitive in the recruitment and retention of employees throughout the organization while maintaining budgetary priorities. We are responsible for implementing GLG's compensation philosophy and programs across all levels of employees, including maintaining a competitive and equitable market-based salary structure, developing compensation standards and recommendations for various employee changes, and managing annual compensation cycles and incentive programs. We work closely with business leaders and their teams, as well as with our colleagues in the People Team and Finance, to ensure that our pay practices are fair, equitable, and lawful.

  • Job Summary The Compensation Business Partner will be based out of GLG's New York office and will lead the strategy, design, and execution of global compensation programs across all GLG teams and locations. This is a results-oriented position that requires relationship management and influencing skills, a strong executive presence and a proven ability to adapt to satisfy the changing needs of the business. The ability to operate in a complex, fast-moving environment with a strong sense of urgency and responsiveness will be critical skills for this role. Compensation Responsibilities include but are not limited to:

In partnership with business leaders and HR Business Partners, manage and deploy compensation solutions that are linked to GLG's overall recruitment and talent strategies.

Provide proactive and strategic business support by understanding key business challenges and opportunities and proactively providing solutions to better enable businesses to achieve their growth objectives.

 Oversee end-to-end compensation operations, including annual merit, promotion and bonus cycles

 Manage our internal job and compensation architectures, providing recommendations and guidance for adjustments based on evolving business needs.

Utilize data, analytics, and internal / external insights to develop compensation solutions that help drive business results.

Educate HR and business leaders on global compensation programs to build capabilities in the business.

Assist in the change management of our compensation policies and programs by leading communication strategies for the HR, leadership and employee populations.

Partner with HR Business Partners and Finance to support the execution of the monthly accrual and quarterly forecasting processes.

An Ideal Candidate Will Have The Following

 8+ years Compensation experience

Bachelor's degree or equivalent

Prior experience working in small to mid-size complex, dynamic organizations with multiple business groups

Experience planning for and executing annual compensation processes

Strong verbal and written communications skills are required as this role will support all levels of leadership

Strong analytical acumen and unyielding attention to detail to ensure accuracy

Prior experience with compensation analytics

High proficiency of Excel to enable manipulation of large data sets

Excellent interpersonal skills to work with a variety of global people/groups, internally and externally

Ability to work in a team environment, handle multiple tasks simultaneously, and adapt quickly to changes

Ability to be a self-starter and work independently

Excellent judgment is required to handle sensitive and confidential information

Prior experience using Workday a significant plus

Knowledge of Workday a plus

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