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Compensation Management Jobs in Colorado (NOW HIRING)

Pwc

Oracle CPQ - Senior Manager

Denver, CO

$124K - $280K/yr

... compensation management (ICM) strategies What You Must Have - At least a Bachelor's degree - At least 6 years of experience What Sets You Apart - Preference for a Master's or Masters of Business ...

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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.

Director or AVP Compensation & Total Rewards

Healthpeak Properties, Inc.

Denver, CO • On-site

$128K - $176K/yr

Full-time

Re-posted 12 days ago

Job description

Company Overview
Healthpeak Properties is a fully integrated real estate investment trust (REIT) and an S&P 500 company. We specialize in owning, operating, and developing high-quality real estate focused on healthcare discovery and delivery. Our impressive portfolio includes nearly 50 million square feet of medical outpatient buildings, lab and life science facilities and Senior Assisted Living centers throughout the country.
Role Overview
The Assistant Vice President or Director, Compensation & Total Rewards is responsible for the design and administration of the Company's executive and broad-based compensation programs, as well as supports executive compensation disclosure and payroll and equity plan administration. Reporting to the Head of Human Resources, this role serves as the organization's subject matter expert on executive and broad-based compensation and incentive plan design.
Success Profile
The ideal candidate is a strategic, detail-oriented compensation professional who is comfortable advising senior leadership on executive and broad-based compensation strategy. They bring exceptional judgment, analytical rigor, and the ability to navigate complex regulatory and governance requirements while partnering effectively across Human Resources, Finance, Legal, Tax, and Accounting.
Key Responsibilities
Executive Compensation
  • Lead the administration of executive compensation program, including base salary, short-term incentive plan, long-term incentive plan, and special retention awards or other total rewards.
  • Partner with Human Resources, Legal, Finance, Tax, Accounting, and external compensation consultant on executive compensation strategy and program design.
  • Coordinate annual executive compensation planning, including market benchmarking, peer compensation review, compensation analyses, and Board materials.
  • Working closely with the Legal team, support Compensation Committee meetings by preparing analyses, presentations, and supporting documentation.
  • Support compliance with applicable advisory, regulatory and governance requirements related to executive compensation.
Broad-Based Compensation
  • Support the Company's compensation philosophy and market benchmarking processes.
  • Manage annual compensation and promotion planning, including merit increases, salary structures, and incentive funding.
  • Support compensation analyses for recruiting and hiring needs.
  • Evaluate job architecture, internal equity, and external competitiveness.
  • Provide compensation guidance to business leaders.
  • Monitor compensation trends and recommend program enhancements.
Proxy Statement & Regulatory Support
  • Support preparation of the Compensation Discussion & Analysis (CD&A) and executive compensation tables for the annual proxy statement, working closely with Legal, HRIS and Accounting on applicable disclosures.
  • Coordinate compensation data and analyses with Legal and Accounting and external advisors.
  • Work with Legal to support SEC reporting requirements related to executive compensation and equity awards.
  • Assist with annual compensation-related governance and shareholder engagement activities as needed.
Incentive Compensation Programs
  • Lead design of complex equity compensation programs, including:
    • Restricted stock units
    • Performance-based equity awards under long-term incentive plans (LTIPs)
    • Retention awards
    • Equity grants in lieu of annual cash-based awards
    • Profits interests and other operating partnership-based equity arrangements
  • Support administration of equity compensation programs, working with stock plan administration, Legal, Tax, Finance, and compensation consultant on program design and governance to ensure accurate administration and reporting
Compliance & Governance
  • Work with Legal to support compliance with applicable federal, state, tax, securities, and employment regulations affecting compensation and payroll.
  • Develop and maintain compensation policies, procedures, and support internal controls.
  • Support internal and external audits related to compensation and payroll.
  • Ensure data integrity and confidentiality across compensation and payroll systems.
Payroll Administration
  • Partner with Payroll team to help review payroll and support payroll controls, audits, reconciliations, and year-end activities.
  • Support payroll implications of compensation and equity transactions.
Position Requirements
  • Bachelor's degree in Human Resources, Finance, Accounting, Business Administration, or related field.
  • 8-12+ years of progressive experience in compensation, total rewards, and executive compensation leadership.
  • Significant experience in designing and administering sophisticated compensation programs.
  • Experience managing complex equity plans, including long-term incentive plans, short-term incentive plans, and profits interests or similar partnership-based equity arrangements.
  • Experience supporting preparation of executive compensation disclosures for public company proxy statements.
  • Strong understanding of compensation governance, equity award considerations including tax implications, and payroll compliance.
  • Advanced analytical and financial modeling skills and strong attention to detail.
  • Excellent project management and communication skills.
  • Ability to manage highly confidential information with discretion.
  • Demonstrates strong executive presence and partners effectively with executive leadership, communicating complex issues clearly and succinctly and providing strategic recommendations that support business priorities.
  • Experience partnering with Compensation Committees and external compensation consultants.
  • Experience with HRIS/payroll systems and equity plan administration platforms such as ADP, Charles Schwab, Fidelity, Morgan Stanley Shareworks, E*TRADE, or similar.
  • Salary of $175k to $210k plus generous cash incentives

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