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Compensation Management Jobs in Iowa (NOW HIRING)

Marvin

Director of Compensation

Des Moines, IA · On-site

$161K - $215K/yr

Experience managing compensation cycles and working with senior leadership. * Experience supporting multi-location/manufacturing organizations preferred. Also want to make sure you have: * Certified ...

Stanley Consultants

Total Rewards Manager

Des Moines, IA · On-site

$120K - $160K/yr

Deliver data-driven insights, dashboards, and actionable recommendations to support workforce planning, labor cost management, and leadership decision-making. * Translate complex compensation and ...

Amsted Rail Company

Safety Manager

Keokuk, IA · On-site

OSHA and Worker Compensation Management JOB KNOWLEDGE/SKILLS AND EXPERIENCE: * Bachelor's Degree in Industrial Hygiene, Occupational or Industrial Safety or related field is required. Certified ...

Marvin

Director of Compensation

Davenport, IA · On-site

$161K - $215K/yr

Experience managing compensation cycles and working with senior leadership. * Experience supporting multi-location/manufacturing organizations preferred. Also want to make sure you have: * Certified ...

Marvin

Director of Compensation

Waterloo, IA · On-site

$161K - $215K/yr

Experience managing compensation cycles and working with senior leadership. * Experience supporting multi-location/manufacturing organizations preferred. Also want to make sure you have: * Certified ...

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Showing results 1-20

All JobsCompensation Management JobsCompensation Management Jobs in Iowa

Compensation Management information

See Iowa salary details

$33.3K

$107.8K

$159.2K

How much do compensation management jobs pay per year?

As of Jul 14, 2026, the average yearly pay for compensation management in Iowa is $107,762.00, according to ZipRecruiter salary data. Most workers in this role earn between $90,200.00 and $124,500.00 per year, depending on experience, location, and employer.

What professions make $500,000 a year?

In compensation management, high earners often include executive-level professionals such as Chief Compensation Officers, HR Directors, and Compensation Consultants, especially those working in large corporations or specialized consulting firms. These roles typically require extensive experience, advanced certifications like CCP or SPHR, and strong negotiation and analytical skills. Salaries at this level are usually supplemented with bonuses, stock options, or profit-sharing arrangements.

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 jobs make $1,000,000 a year?

In compensation management, high-earning roles such as Chief Compensation Officer or executive-level HR leaders can reach or exceed $1 million annually, especially in large corporations. These positions often require extensive experience, strategic skills, and sometimes performance-based bonuses or stock options. Most roles in this field do not typically reach this level, but top executives in compensation and benefits can earn such compensation packages.

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 do compensation managers do?

Compensation managers develop and oversee salary structures, benefits, and incentive programs to ensure competitive and equitable pay practices. They analyze market data, ensure compliance with regulations, and collaborate with HR and finance teams to align compensation strategies with organizational goals.
Compensation Management jobs near you
Infographic showing various Compensation Management job openings in Iowa as of July 2026, with employment types broken down into 91% Full Time, and 9% Part Time. Highlights an 100% In-person job distribution, with an average salary of $107,762 per year, or $51.8 per hour.

Compensation Analyst Senior

Fidelity & Guaranty Life Insurance Company

Des Moines, IA • Remote

$81K - $105K/yr

Full-time

Re-posted 22 days ago

Job description

Job Summary

The senior compensation analyst supports the design, analysis, and administration of compensation programs with a focus on delivering accurate data, actionable insights, and efficient processes. This role partners with HR, business leaders, and other stakeholders, to ensure compensation programs are competitive, equitable, and aligned to business needs. This role plays a key role in annual processes, market analysis, and program administration and contributes to the execution and ongoing support of both short and long-term incentive (LTI) plans.

Duties and Responsibilities

  • Compensation Analysis & Modeling (30%): Conduct market pricing, pay modeling, and compensation analyses to support decision-making. Translate data into actionable insights and recommendations.
  • Program Administration & Governance (25%): Administer compensation programs, including salary structures, merit cycles, and incentives plans (short and long-term). Ensure compliance with policies, pay practices, and regulations.
  • Compensation Program Support (15%): Assist in the design and enhancement of compensation programs that maintain market competitiveness and internal equity. Provide data and research to inform recommendations.
  • Business Partnering & Advisory (10%): Partner with HR and business leaders by providing compensation support, tools, and guidance to enable effective talent and pay decisions.
  • Process & Systems Improvement (10%): Identify opportunities to streamline and automate processes, optimize tools and systems, and improve efficiency and accuracy of compensation operations.
  • Communication & Education (5%): Develop and support materials, resources, and communications to enhance manager and employee understanding of compensation programs. Provide training to HR partners and leaders as needed.
  • Special Projects & Initiatives (5%): Lead or support cross-functional projects such as job architecture, pay equity studies, or enhancements to compensation frameworks.

Experience and Education Requirements

Minimum

  • Bachelors degree in Human Resources, Business, Finance, or related field, or equivalent work experience
  • 3+ years of progressive experience in compensation analysis, program design, and administration

Preferred

  • Masters degree in Human Resources, Business Administration, or related discipline
  • 5+ years of compensation experience in a corporate environment
  • Certified Compensation Profession (CCP) or equivalent certification
  • Experience with incentive plans, including exposure to long-term incentives (LTI) preferred

Knowledge, Skills & Abilities

  • Strong knowledge of compensation principles, practices, and market trends
  • Knowledge of external compensation surveys, benchmarking methodologies, and market analysis tools
  • Knowledge of salary structures, incentive plans, and pay-for-performance program design
  • Familiarity with HRIS and compensation system functionality and data management
  • Strong analytical and quantitative skills, including advanced Excel and modeling capabilities
  • Excellent written and verbal communication skills, with the ability to convey complex information clearly
  • Ability to manage multiple priorities in a fast-paced environment with attention to detail
  • Problem-solving skills to develop practical solutions for compensation challenges.
  • Familiarity with relevant employment laws and regulations impacting compensation

Other Requirements

  • Perform other functions, duties and projects, as assigned.
  • Regular and punctual attendance.
  • Ability to travel up to 10%

#LI-MB1 #LI-Remote

Additional Information

Work Environments

F&G believes in an employee-centric flexible environment, which is why we offer the ability for in-office, hybrid and remote work arrangements. During the hiring process, you'll work with your leader to decide what works best for your role.

F&G complies with federal and state disability laws and makes reasonable accommodations for applicants and candidates with disabilities, unless such accommodation would cause an undue hardship for F&G. If reasonable accommodation is needed to participate in the job application or interview process, please contact talentacquisition@fglife.com.

Join our employee-centric hybrid work environment: F&G Careers

About F&G

Since 1959, Fidelity & Guaranty Life Insurance Company (F&G) has offered annuity and life insurance products to those who are seeking security in retirement and protection during life's unexpected events.

As a national Top Workplace1, an Iowa Top Workplace2 and a proud equal opportunity employer, F&G team members are empowered, collaborative, dynamic and authentic. We believe that by embracing these values, we will continue to build and strengthen the company while continuing to be a great place to work.

1Top Workplaces USA 2022 – 2023

2Des Moines Register Top Workplaces 2018 – 2022

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