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Compensation Management Jobs in Connecticut (NOW HIRING)

Hexcel

Manager, Global Compensation

Stamford, CT · On-site

$120 - $190/hr

The Global Compensation Manager supports the Global Compensation Director and Vice President ... Advanced project management and organizational skills. * Proven ability to manage confidential ...

Hexcel Corporation

Analyst, Total Rewards

Stamford, CT · Hybrid

Provide ongoing support to the Director, Global Compensation and Compensation Manager on a variety of projects, equity and incentive program analytics, including assisting with the preparation of ...

Hexcel Corporation

Analyst, Total Rewards

Stamford, CT · On-site

Provide ongoing support to the Director, Global Compensation and Compensation Manager on a variety of projects, equity and incentive program analytics, including assisting with the preparation of ...

Primo Brands

Director, Compensation

Stamford, CT · On-site

$155.20 - $174.28/hr

Lead, mentor, and manage a team of compensation professionals. Qualifications Background and Experience: The ideal candidate will possess: * 10+ years of compensation related and financial analysis

Primo Brands

Director, Compensation

Stamford, CT · On-site

$133K - $182K/yr

Lead, mentor, and manage a team of compensation professionals. Qualifications Background and Experience: The ideal candidate will possess: * 10+ years of compensation related and financial analysis

Primo Brands

Director, Compensation

Stamford, CT · On-site +1

$133K - $182K/yr

Lead, mentor, and manage a team of compensation professionals. Qualifications Background and Experience: The ideal candidate will possess: * 10+ years of compensation related and financial analysis

Gartner

Compensation Partner

Stamford, CT · On-site

Consult with HR Partners and senior business managers on pay decisions and related challenges * Serve as an advocate of compensation philosophy and HR Partners and recruiters on how to apply to their ...

Gartner

Compensation Partner

Stamford, CT

... and analysis, managing vendors and external consultants, preparation of exhibits for senior ... compensation needs. What you'll do: Conduct analysis on pay and performance, identify trends ...

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All JobsCompensation Management JobsCompensation Management Jobs in Connecticut

Compensation Management information

See Connecticut salary details

$33.8K

$109.1K

$161.2K

How much do compensation management jobs pay per year?

As of Aug 12, 2026, the average yearly pay for compensation management in Connecticut is $109,141.00, according to ZipRecruiter salary data. Most workers in this role earn between $91,300.00 and $126,000.00 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 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 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, create compensation policies, and use tools like HRIS systems to align pay with organizational goals and compliance standards.
Compensation Management jobs near you
Infographic showing various Compensation Management job openings in Connecticut as of August 2026, with employment types broken down into 1% As Needed, 83% Full Time, 14% Part Time, and 2% Contract. Highlights an 90% Physical, 2% Hybrid, and 8% Remote job distribution, with an average salary of $109,141 per year, or $52.5 per hour.

Finance Manager, Incentive Compensation

HealthPlanOne, LLC.

Shelton, CT • On-site

Full-time

Posted 14 days ago

Health Plan One rating

7.4

Company rating: 7.4 out of 10

Based on 22 frontline employees who took The Breakroom Quiz

226th of 304 rated insurance

Job description

HealthPlanOne's mission is to help people find the right health insurance at the right price, so they live healthier lives. We are committed to making the shopping process simpler. Our mission has never been more important than it is today.
The Finance Manager, Incentive Compensation leads the optimization of sales compensation process as well as the overall ownership and review of all commission and bonus calculations. This role is responsible for ensuring accuracy and timeliness of commission and bonus payouts to sales teams, managing compensation policy interpretation and exception handling.
The position focuses on compensation performance analysis, accuracy and timeliness of commission and bonus payments, stakeholder alignment, and solving complex compensation scenarios.
  • Ensure monthly and quarterly accruals are properly booked according to compensation plans.
  • Analyze compensation accruals against actuals, evaluating the financial impact of monthly variable pay components.
  • Perform quantitative analysis on historical performance and payout data to identify trends, optimize compensation operations, and model future payout liabilities.
  • Conduct rigorous monthly audits and reconciliation of commission and bonus payrolls, ensuring high accuracy, zero compliance gaps, and robust internal financial controls.
  • Ensure accuracy and timeliness of commission and bonus payouts to sales teams prior to payment
  • Develop effective communication to sales leaders and agents on plan design and roll out
  • Partner with FP&A, HR, Operations and Reporting to translate business priorities into effective compensation structures.
  • Document compensation plans, policies, and governance processes to ensure clarity and consistency.
  • Ensure plan mechanics are supportable with available systems, data, and processes.
  • Provide recommendations to leadership based on data-driven insights. Develop a thorough understanding of compensation plan mechanics and payouts, with the ability to address queries from sales managers and sales agents concerning sales incentive plan
  • Create a reporting output that simplifies the accounting for compensation, bridging all components (commissions, chargebacks, escrows, etc)
  • Top down analytic report that simplifies the bottoms up detail (internal reporting, board reporting)
  • Review GL to bridge discovery discussions to financial reporting
  • Ensure all updates to compensation plans are accurately reflected in Workday compensation module for monthly and quarterly calculations
  • Ensure compensation dashboard in Workday is user-friendly and accurately reflects commissions earned by the sales agent.
  • Serve as the primary Finance point of contact in the resolution of complex compensation disputes, exceptions, and ambiguous scenarios in partnership with leadership in Sales, Legal, FP&A, and HR.
  • Collaborate closely with Incentive Compensation, Sales Operations, Finance, HR, Legal, and Business Systems teams.
  • Partner with RevOps, GTM functions, Finance Incentive Compensation, and Payroll teams to ensure compensation plans can be operationalized effectively.
  • Participate in strategic initiatives involving design, planning, GTM restructuring, and organizational scaling.
  • Required Skills:
  • Bachelor's degree in business, finance, or a related field (advanced degree a plus)
  • 8+ years of experience in Financial Accounting
  • 5+ years of experience in Financial analysis
  • Strong analytical and modeling skills with proficiency in spreadsheets and reporting tools.
  • Ability to interpret complex business scenarios and apply compensation policies consistently.
  • Experience partnering cross-functionally with Sales, Finance, HR, and executive leadership.
  • Strong written and verbal communication skills. High attention to detail and strong organizational skills.
  • Preferred Skills:
    • Master's Degree in business, finance or a related field

    • Experience in SaaS, technology, or high-growth environments.

    • Familiarity with compensation management platforms such as Workday, Xactly, Varicent, or similar tools.

Equal Employment Opportunity (EEO) is a fundamental principle at HealthPlanOne, where employment is based upon personal capabilities and qualifications. HealthPlanOne does not discriminate because of actual or perceived sex, sexual orientation or preference, gender identity, gender, transgender, race, color, religion, national origin, creed, citizenship status, ancestry, age, marital status, pregnancy, childbirth or related medical conditions, medical conditions including genetic characteristics, mental or physical disability, military and veteran status, or any other protected characteristic as established by law. HealthPlanOne requires the necessary drug testing and background checks as part of our pre-employment practices. If you need assistance or an accommodation due to a disability, please contact us to request accommodation at hr@hpone.com

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