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Compensation Management Jobs in Wisconsin (NOW HIRING)

Amcor

Compensation Manager

Oshkosh, WI · On-site

Position may also be eligible for Amcor's Management Incentive Plan / Sales Incentive Plan, which ... Compensation for roles performed outside of these jurisdictions may vary. The Company reserves the ...

Generac

Compensation Manager

Waukesha, WI

Strong stakeholder management and communication skills. Experience with HRIS (e.g., Workday) and compensation tools. Demonstrated ability to lead through influence, expertise, and sound judgment.

Rehlko

Senior Executive Compensation Specialist

Glendale, WI · On-site

$98.90 - $125.60/hr

Manage grant processing, vesting schedules, award documentation, and participant communications ... Support Compensation Committee and Board reporting requirements. * Conduct executive compensation ...

New

Plexus Corp.

Sr Manager - Compensation

Neenah, WI · On-site

$129K - $194K/yr

The Sr Manager - Compensation will serve as the architect of Plexus's global rewards infrastructure. The primary focus of this role is to ensure our programs balance healthy financial performance ...

Manpower

Compensation Specialist

Milwaukee, WI · On-site

This may include, but is not limited to organizational design, job design, job evaluation, performance management, sales compensation, executive compensation, salary planning, incentive compensation ...

ManpowerGroup

Compensation Specialist

Milwaukee, WI · On-site

This may include, but is not limited to organizational design, job design, job evaluation, performance management, sales compensation, executive compensation, salary planning, incentive compensation ...

ULINE

Compensation Specialist

Milwaukee, WI · On-site

Support the annual compensation cycle by preparing communications and resources for managers and delivering reporting and insights to leadership. * Stay informed on relevant employment laws to ensure ...

Lesaffre Group

Compensation Analyst

Milwaukee, WI · On-site

By managing multiple priorities with precision and collaboration, you'll play a key role in building a scalable, equitable compensation framework that attracts, retains, and motivates top talent.

ULINE

Compensation Specialist

Pleasant Prairie, WI · On-site

Support the annual compensation cycle by preparing communications and resources for managers and delivering reporting and insights to leadership. * Stay informed on relevant employment laws to ensure ...

ULINE

Compensation Specialist

Kenosha, WI · On-site

Support the annual compensation cycle by preparing communications and resources for managers and delivering reporting and insights to leadership. * Stay informed on relevant employment laws to ensure ...

Komatsu

Compensation Partner

Milwaukee, WI · On-site

$90K - $115K/yr

Ability to manage multiple priorities in a fast-paced environment while maintaining a high level of accuracy and confidentiality. Preferred Qualifications * Certified Compensation Professional (CCP ...

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Showing results 1-20

All JobsCompensation Management JobsCompensation Management Jobs in Wisconsin

Compensation Management information

See Wisconsin salary details

$35.8K

$115.8K

$171.1K

How much do compensation management jobs pay per year?

As of Aug 21, 2026, the average yearly pay for compensation management in Wisconsin is $115,803.00, according to ZipRecruiter salary data. Most workers in this role earn between $96,900.00 and $133,700.00 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 Wisconsin are hiring for Compensation Management jobs?

Cities in Wisconsin with the most Compensation Management job openings:

Compensation Management jobs near you
Infographic showing various Compensation Management job openings in Wisconsin as of August 2026, with employment types broken down into 1% As Needed, 85% Full Time, 12% Part Time, and 2% Contract. Highlights an 84% Physical, 3% Hybrid, and 13% Remote job distribution, with an average salary of $115,803 per year, or $55.7 per hour.

Compensation Manager - Onsite Green Bay, WI or Mount Clemens, MI

Fielmann USA

Green Bay, WI • On-site

Full-time

Re-posted 12 days ago

Job description

POSITION SUMMARY:

Manage overall compensation process and provide analysis to support compensation policies and decisions, including pay structures, incentive plan design and employment offers. Participate in development of policies and administrative guidelines. Perform market and industry evaluations. Participate in compensation surveys. Lead annual merit and performance evaluations processes.


DUTIES AND RESPONSIBILITIES:

COMPENSATION PROGRAM ADMINISTRATION

  • Develop, implement, and manage comprehensive compensation programs including base pay, incentives, and bonus plans
  • Lead salary benchmarking exercises and develop competitive salary ranges for various roles across the organization
  • Develop, document, communicate and administer compensation policies and procedures
  • Conduct job evaluations and maintain job description files
  • Lead the administration of annual merit and performance evaluations processes
  • Communicate compensation policies and programs clearly and address related inquiries


COMPENSATION ANALYSIS

  • Research, analyze, develop or modify compensation programs (both incentive and base pay) to support hiring and employee retention
  • Evaluate and analyze compensation data to identify trends, assess effectiveness and make data-driven recommendations for enhancements
  • Perform market and industry evaluations for field, corporate, and manufacturing roles
  • Provide company data for inclusion in and analyze results of compensation survey data
  • Stay current with compensation trends and relevant laws and regulations


BUSINESS PARTNERSHIPS

  • Collaborate with HR business partners and leadership to align compensation strategies with organizational goals and budgets
  • Engage with several HR partners such as talent acquisition and payroll as well as finance department on various compensation related matters
  • Develop compensation guidelines for internal moves
  • Evaluate new center markets for compensation structures
  • Communicate effectively with field teams to support hiring and retention
  • Partner in compensation process for teammates obtained through the Company’s acquisition process


MINIMUM KNOWLEDGE, EXPERIENCE & SKILLS REQUIREMENTS:

  • Bachelor’s degree in HR, Business, Finance or equivalent work experience
  • Combination of education and/or equivalent work experience in a related field
  • Minimum 5 years of professional compensation management experience
  • Certified Compensation Professional designation or coursework toward designation is desired
  • Proficiency with HRIS systems and compensation management software
  • Previous human resources experience is desired
  • Excellent communication and interpersonal skills to interact with all levels of the organization
  • Advanced analytical and communication skills with the ability to interpret complex data and metrics
  • Must be able to work independently and make sound business decisions
  • Able to maintain a high level of confidentiality
  • Proficiency with Microsoft Office Suite of programs; advanced Excel skills required



ESSENTIAL FUNCTIONS & WORK REQUIREMENTS:

  • Ability to effectively communicate at all levels within the organization through written and two-way verbal communication
  • Able to sit or stand for extended periods of time
  • Able to operate various office equipment (e.g., personal computer, telephone, fax machine, copier, etc.)
  • Able to read and write at a high school graduate level
  • Able to lift 10 to 20 pounds
  • Able to work normal and/or extended (evenings, nights, and weekends) office hours to meet established deadlines
  • Able to travel independently to support Company objectives and personal development



These statements are intended to describe the general nature and level of work performed by teammates assigned to this job classification. They are not intended to be an exhaustive list of all responsibilities, duties and skills required.