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Compensation Management Jobs in Wisconsin (NOW HIRING)

Pro Mach

Compensation Manager

Milwaukee, WI · On-site

As a Compensation Manager at ProMach, you are responsible for developing, analyzing, and administering global compensation programs that attract, retain, and motivate employees while ensuring ...

Pro Mach

Compensation Manager

Waukesha, WI · On-site

As a Compensation Manager at ProMach, you are responsible for developing, analyzing, and administering global compensation programs that attract, retain, and motivate employees while ensuring ...

Fleet Farm

Compensation Manager

Appleton, WI · On-site

Manage and administer all compensation programs throughout the company, ensuring alignment with our organizational goals and market best practices. * Conduct frequent market analyses to stay up-to ...

Generac

Compensation Manager

Waukesha, WI · On-site

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.

Bellin

Compensation Analyst

Green Bay, WI · On-site +1

As a Compensation Analyst, you'll be actively involved with the research, development, and ... Strong analytical, problem-solving, and project management skills * Excellent communication and ...

ULINE

Compensation Specialist

Kenosha, WI

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

Milwaukee, WI

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

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

Pleasant Prairie, WI

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 ...

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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 Jul 7, 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 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.
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 July 2026, with employment types broken down into 1% As Needed, 77% Full Time, 19% Part Time, 1% Temporary, and 2% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% 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

Posted 28 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.