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Compensation Management Jobs in Colorado (NOW HIRING)

Congruex

Workers Compensation Program Manager

Boulder, CO · On-site

$100K - $125K/yr

Claims Management & Field Operations Support * End-to-End Case Management: Serve as the central point of contact for all workers' compensation claims, ensuring accurate reporting, timely statutory ...

SSR Mining, Inc.

Manager, Compensation

Denver, CO · On-site

$130K - $150K/yr

The Manager, Compensation is a strategic leader responsible for the design, governance, and ... Excellent stakeholder management and influencing skills, including navigating ambiguity and ...

SSR Mining Inc.

Manager, Compensation

Denver, CO · On-site

$130 - $150/hr

The Manager, Compensation is a strategic leader responsible for the design, governance, and ... Excellent stakeholder management and influencing skills, including navigating ambiguity and ...

Stackinfra

Sr. Compensation Manager

Denver, CO · On-site

This role carries end-to-end accountability for support and management of our full-scale compensation programs-from philosophy and strategy through design, execution, and governance-and for running ...

Western Union

Executive Compensation Manager

Denver, CO · On-site

$110 - $150/hr

Strong project management skills with the ability to handle multiple priorities and deadlines ... Total on‑target compensation includes a base salary and short‑term and long‑term incentives ...

EchoStar

Compensation Analyst

Englewood, CO · On-site

$63K - $90K/yr

Highly organized with sharp attention to detail, strong time management, and the poise to manage ... Individual total compensation will vary based on factors such as qualifications, skill level, and ...

EchoStar

Director, Compensation

Englewood, CO · On-site

$185K - $225K/yr

Compliance & Risk Management * Ensure compliance with wage-and-hour, pay equity, and regulatory ... Lead and develop compensation team members (analysts, managers). * Enable HR partners and leaders ...

Vossloh

Compensation and Benefits Manager

Lakewood, CO · On-site

$105K - $125K/yr

Compensation & Benefits Manager Pay: $105,000.00 - $125,000.00 per year About Our Company Vossloh ... Benefits Administration & Vendor Management * Manage all employee benefits programs including ...

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All JobsCompensation Management JobsCompensation Management Jobs in Colorado

Compensation Management information

See Colorado salary details

$37.3K

$120.6K

$178.2K

How much do compensation management jobs pay per year?

As of Aug 21, 2026, the average yearly pay for compensation management in Colorado is $120,641.00, according to ZipRecruiter salary data. Most workers in this role earn between $100,900.00 and $139,300.00 per year, depending on experience, location, and employer.

What is the difference between Compensation Management vs Payroll Specialist?

AspectCompensation ManagementPayroll Specialist
Primary FocusDesigning and managing employee compensation strategies, including salary structures, bonuses, and benefitsProcessing employee wages, ensuring accurate payroll calculations, and compliance with tax laws
Required SkillsCompensation analysis, benefits administration, HR policiesPayroll processing, tax regulations, data entry
Work EnvironmentHR departments, compensation teams, strategic planningPayroll departments, accounting, HR support
CertificationsSPHR, CCP, PHRNone specific, often familiarity with payroll software and tax laws

While Compensation Management focuses on developing and overseeing employee pay structures and benefits, Payroll Specialists handle the day-to-day processing of employee wages and compliance. Both roles are essential in HR and finance departments but serve different functions within employee compensation and payroll operations.

What does a compensation management do?

A compensation management professional develops and administers employee pay structures, including salaries, bonuses, and benefits, to ensure competitive and equitable compensation. They analyze market data, ensure compliance with regulations, and use tools like compensation management software to align pay strategies with organizational goals.

What is the role of compensation management?

Compensation management involves designing and administering employee pay structures, including salaries, bonuses, and benefits, to attract, motivate, and retain talent. It requires understanding market trends, legal compliance, and organizational goals, often utilizing tools like compensation software and data analysis. Effective management ensures fair pay practices and supports overall business strategy.

What cities in Colorado are hiring for Compensation Management jobs?

Cities in Colorado with the most Compensation Management job openings:

Compensation Management jobs near you
Infographic showing various Compensation Management job openings in Colorado as of August 2026, with employment types broken down into 1% As Needed, 83% Full Time, 13% Part Time, 1% Temporary, and 2% Contract. Highlights an 84% Physical, 3% Hybrid, and 13% Remote job distribution, with an average salary of $120,641 per year, or $58 per hour.

Workers Compensation Program Manager

Congruex

Boulder, CO • On-site

$100K - $125K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 22 days ago

Congruex rating

7.0

Company rating: 7.0 out of 10

Based on 14 frontline employees who took The Breakroom Quiz

Job description

Description
Job Title: Workers Comp Program Manager
Reports To: Senior Director, EHS
Primary Location: Denver or Boulder, CO
Travel Potential: N/A
Compensation: $100-125k
Company Profile:
Congruex provides digital infrastructure solutions through engineering and construction services that connect communities nationwide. This includes wireline, wireless, data centers, and utility services from initial concept to market go-live.
With employees across the United States and India, the work we do enables essential infrastructure for the future of communications.
Build a Career. Build What Matters.
Job Summary:
The Workers' Compensation Program Manager
The Workers' Compensation Program Manager is responsible for the strategic oversight, administration, and continuous improvement of the Company's workers' compensation program. This role ensures compliance with federal, state, and local regulations, manages claims administration, coordinates return-to-work initiatives, analyzes injury trends, and partners with internal and external stakeholders to reduce workplace injuries and associated costs.
In addition, this position serves as a key administrator and business partner for People Services Information Systems (aka HRIS), ensuring accurate employee data management, system integrity, reporting capabilities, and process optimization that support workers' compensation, leave management, and broader People Service operations.
Key Responsibilities (Including, but not limited to):
Program Architecture & Process Design
  • Build the Playbook: Design, document, and implement standard operating procedures (SOPs), process flow mapping, intake templates, and a comprehensive corporate playbook for end-to-end workers' compensation management.
  • PEO Transition Support: Partner with People Services leadership and legal to audit current PEO-managed claims, map dependencies, and strategically transition claim histories and processes to our internal infrastructure.
  • Vendor & Carrier Management: Evaluate, select, and manage future relationships with Third-Party Administrators (TPAs), insurance brokers, occupational clinics, and legal counsel.

Claims Management & Field Operations Support
  • End-to-End Case Management: Serve as the central point of contact for all workers' compensation claims, ensuring accurate reporting, timely statutory filings, and proactive, empathetic case tracking from initial injury to closure.
  • Field Safety Partnership: Partner closely with regional Safety Directors and field operations to investigate incidents, ensure proper OSHA recordkeeping documentation, and analyze injury trends to prevent future occurrences.
  • Workplace Incident Investigations: Collaborate with Environmental Health & Safety (EHS) teams on workplace incident investigations.

Return to Work (RTW) Program Management
  • Develop and implement a comprehensive return-to-work program that supports injured employees and reduces claim duration.

  • Coordinate with managers and supervisors to identify modified duty positions and work restrictions.

  • Track RTW status for all open claims and maintain documentation.

  • Monitor and report on RTW success rates and cost savings.

  • Communicate RTW plans with employees, medical providers, and claim adjusters.

  • Partner with legal department to ensure RTW activities comply with regulatory requirements.

Reporting & Analytics
  • Generate monthly workers compensation reports including claims summary, costs, and RTW status.

  • Track key metrics: lost time incidents, claim frequency, severity, reserves, and trends.

  • Prepare quarterly reports for executive leadership on program performance and cost containment.

  • Analyze claim patterns to identify loss prevention opportunities.

  • Maintain accurate workers comp data in internal systems and provide accessible dashboards.

Required Qualifications:
Education, Licensing, and Certifications
  • Bachelor's degree in Risk Management, Human Resources, or a related field preferred.

  • Professional certifications such as ARM (Associate in Risk Management), CPDM (Certified Professional in Disability Management), or WCCP (Workers' Compensation Professional) are a plus.

Experience
  • 5+ years of dedicated experience managing workers' compensation programs and claims.

  • Experience building an internal function or transitioning away from a PEO model is highly desirable.

Skills and Abilities
  • Demonstrated ability to "flex up" into strategic process mapping and "flex down" into detailed claims administrative execution.

  • Deep knowledge of state workers' compensation statutes (with a strong emphasis on Colorado regulations) and a solid understanding of how workers' comp overlaps with FMLA and the ADA.

  • Exceptional communication skills, with the ability to build trust with field crew members, medical providers, and executive leadership.

Preferred Qualifications:
  • Experience building an internal function or transitioning away from a PEO model is highly desirable.

  • Experience in Telecom, Construction or other Skilled Trades is highly desirable

  • Legal or Paralegal experience in Workers Compensation is ideal

Physical Requirements:
  • Ability to lift and carry up to 25 lbs.

  • Stand / walk / bend / climb / work in an office for extended periods

  • Must be able to pass a pre-employment (background check / drug screen / MVR)

Congruex Culture & Benefits:
Congruex's culture of safety and performance is built on the 4X Factor core values of Be Safe, Be Accountable, Be Respectful, and Earn Trust. These values guide how we work with one another and how we interact with our customers.
We are committed to building a workplace where employees feel supported and recognized. We invest in employees through a comprehensive approach, including the benefits below with eligibility on Day 1 of employment:
• Medical, Dental & Vision benefits with 70% paid by the company
• 401(k) with company match up to 4% and immediate vesting
• Flexible PTO for exempt roles & competitive PTO accrual for non-exempt roles
• 10 company paid holidays (9 standard and 1 floating)
• Company Paid Short-Term and Long-Term Disability coverage
• Company Paid Maternity & Parental Leave options
• Company Paid Basic Life Insurance (with employee paid voluntary options)
• Annual Safety Boot Program of up to $150 per eligible field employee per year
• Safety Points Program for eligible field employees redeemable in the company store
• Free wellness benefits like counseling, financial planning, and more
Additional Employment Information:
We will determine salary based on skills and experience in relation to the function of the role, as well as equity to employees in similar roles. Some benefits have eligibility criteria. All requirements are subject to possible modification to reasonably accommodate individuals with disabilities.
This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position. This document does not create an employment contract, implied or otherwise, other than an "at-will" employment relationship. Conditions to hiring may include but are not necessarily limited to background checks and drug testing.

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