ZipRecruiter

Log In

1

Compensation Manager Jobs in Alabama (NOW HIRING)

Royal Cup, Inc.

Compensation Manager

Birmingham, AL

Compensation Manager Reports To: Chief Human Resources Officer Location: Onsite in Birmingham, AL (This is not a remote position) SUMMARY: We are seeking a strategic and detail-oriented Compensation ...

Royal Cup Coffee

Compensation Manager

Birmingham, AL · On-site

Compensation Manager Reports To: Chief Human Resources Officer Location: Onsite in Birmingham, AL (This is not a remote position) SUMMARY: We are seeking a strategic and detail-oriented Compensation ...

Acrisure

Workers Compensation Claims Examiner

Mobile, AL

$32.50 - $44.25/hr

This role is responsible for managing lost time workers' compensation claims from assignment through resolution while ensuring timely, accurate, and compliant claim handling. The adjuster will ...

Houston Methodist

At Houston Methodist, the Program Manager position is responsible for comprehensive program management, including coordinating work and administrative support, for programs and is accountable for ...

Houston Methodist

$115K - $115K/yr

At Houston Methodist, the Sr Program Manager position is responsible for comprehensive program management, including setting the strategic direction for the assigned area of responsibility, for ...

next page

Showing results 1-20

All JobsCompensation JobsCompensation Manager JobsCompensation Manager Jobs in Alabama

Compensation Manager information

See Alabama salary details

$32.2K

$104K

$153.6K

How much do compensation manager jobs pay per year?

As of Aug 27, 2026, the average yearly pay for compensation manager in Alabama is $103,990.00, according to ZipRecruiter salary data. Most workers in this role earn between $87,000.00 and $120,100.00 per year, depending on experience, location, and employer.

What is a compensation manager?

A compensation manager is part of a corporate HR team which researches and develops the pay policies in a company. They use research to help determine fair pay scales for all the company employees. Duties include helping the business with recruiting and integrating new employees. At a small company, they might be responsible for all aspects of the pay system, while at a larger company they may have specific responsibilities, such as doing market research or surveying workers.

What are the key skills and qualifications needed to thrive as a compensation manager?

To thrive as a Compensation Manager, you need expertise in compensation analysis, benefits administration, and compliance, often supported by a degree in human resources or business and relevant certifications such as CCP (Certified Compensation Professional). Familiarity with HRIS systems, data analytics tools, and compensation benchmarking software is typically required. Strong analytical thinking, attention to detail, and effective communication skills help you design competitive pay structures and collaborate with stakeholders. These skills ensure fair, data-driven compensation practices that support employee satisfaction and organizational goals.

What are some common challenges compensation managers face when designing competitive pay structures?

Compensation Managers often navigate the challenge of balancing internal equity, market competitiveness, and budget constraints when designing pay structures. They must ensure that compensation packages attract and retain top talent while staying compliant with regulations and maintaining fairness across the organization. Additionally, Compensation Managers regularly analyze market data, manage employee expectations, and collaborate with HR and leadership to support organizational goals. These complexities require strong analytical skills, communication, and the ability to adapt to changing market trends.

What is the difference between Compensation Manager vs Compensation Analyst?

AspectCompensation ManagerCompensation Analyst
CredentialsBachelor's degree, often HR or Business; certifications like CCP or CBPBachelor's degree in HR, Business, or related; certifications like CCP beneficial
Work EnvironmentOversees compensation strategies, manages teams, collaborates with HR leadershipAnalyzes salary data, prepares reports, supports compensation programs
Employer & Industry UsageUsed in large organizations across various industriesCommon in HR departments, especially in finance, healthcare, and tech sectors

The Compensation Manager focuses on developing and managing overall compensation strategies, policies, and team leadership. In contrast, the Compensation Analyst primarily conducts data analysis, prepares reports, and supports compensation program implementation. Both roles require similar credentials but differ in scope and responsibilities within the compensation function.

What degree do you need to be a compensation manager?

A compensation manager typically needs a bachelor's degree in human resources, business administration, finance, or a related field. Many employers prefer candidates with a master's degree or professional certifications such as the Certified Compensation Professional (CCP). Relevant skills include data analysis, knowledge of compensation laws, and experience with HR software.
More about Compensation Manager jobs

What are the most commonly searched types of Compensation jobs in Alabama?

The most popular types of Compensation jobs in Alabama are:

What are popular job titles related to Compensation Manager jobs in Alabama?

For Compensation Manager jobs in Alabama, the most frequently searched job titles are:

What job categories do people searching Compensation Manager jobs in Alabama look for?

The top searched job categories for Compensation Manager jobs in Alabama are:

What cities in Alabama are hiring for Compensation Manager jobs?

Cities in Alabama with the most Compensation Manager job openings:

Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Alabama as of August 2026, with employment types broken down into 84% Full Time, 12% Part Time, and 4% Contract. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution, with an average salary of $103,990 per year, or $50 per hour.

Compensation Manager

Birmingham, AL • On-site

Diversified Gas & Oil Corporation
See more jobs at Diversified Gas & Oil Corporationexternal

Full-time

Re-posted 16 days ago

Job description

COMPANY PROFILE
Diversified Gas & Oil Corporation ("DGOC") is a wholly-owned subsidiary of Diversified Energy Company PLC, a US-based company listed on the New York Stock Exchange (NYSE) and London Stock Exchange (LSE) under the ticker symbol "DEC". Diversified Gas & Oil Corporation (DGOC) is an established owner and operator of producing conventional and unconventional natural gas & oil wells and midstream pipelines and compression stations in the United States. Headquartered in Birmingham, AL, our field operations are located throughout the Appalachian Basin in the states of Tennessee, Kentucky, Virginia, West Virginia, Ohio, and Pennsylvania. In 2021, Diversified announced our expansion into our Central Regional Focus Area, which includes producing areas within Louisiana, Texas, Oklahoma, and Arkansas
POSITION SUMMARY & RESPONSIBILITIES:
The Compensation Manager is responsible for designing, administering, and governing the organization's compensation programs to ensure they are competitive within the energy market, internally equitable, compliant with regulatory requirements, and aligned with business and operational strategy. This role partners closely with HR leadership, Finance, and business leaders to support sound, data-driven pay decisions across corporate, operational, and field-based roles.
This role requires prior compensation experience within the energy industry.
Key Responsibilities
  • Design, implement, and maintain compensation programs, including base pay structures, short- and long-term incentive plans, and other pay practices that support business performance and workforce retention in the energy sector.
  • Conduct market pricing and benchmarking using energy- and industry-specific compensation data to ensure external competitiveness and internal equity; develop and maintain salary structures, job architectures, and grading frameworks.
  • Advise HR partners and business leaders on compensation decisions related to hiring, promotions, transfers, geographic differentials, and pay adjustments for both exempt and non-exempt populations.
  • Ensure compliance with federal, state, and local compensation-related laws and regulations, including wage and hour requirements, pay equity standards, and regulations impacting field, operational, and shift-based employees.
  • Prepare, analyze, and maintain compensation analytics, dashboards, and reporting to support leadership decision-making, workforce planning, and regulatory or audit inquiries.
  • Partner with Finance and HR to support annual compensation planning, merit and incentive cycles, budgeting, forecasting, and cost modeling in a capital- and labor-intensive environment.
  • Support internal and external audits by providing compensation documentation, analyses, and reporting as required.
  • Serve as a project manager for compensation-related initiatives, including system implementations, job architecture redesigns, incentive plan enhancements, or process improvements.
  • Continuously evaluate and recommend enhancements to compensation programs, policies, and systems to improve effectiveness, scalability, and alignment with evolving business and regulatory needs.
  • Provide education, consultation, and guidance to HR partners and leaders on compensation philosophy, programs, and best practices, with an emphasis on operational and field workforce considerations.
  • Perform other duties as assigned.

POSITION REQUIREMENTS:
  • Bachelor's degree in Human Resources, Business Administration, Accounting, Finance, or a related field required; Master's degree and/or professional certifications (e.g., CCP) preferred.
  • 7-10 years of progressive experience in compensation or total rewards, with required experience in the energy industry.
  • Strong knowledge of compensation principles, job evaluation methodologies, market pricing, and incentive plan design, including experience supporting operational and field-based workforces.
  • Demonstrated experience interpreting and applying wage and hour, pay equity, and other compensation-related regulations.
  • Advanced analytical skills with the ability to translate complex data into clear, actionable insights for senior leaders.
  • Excellent communication, organizational, and stakeholder management skills with the ability to influence across multiple levels of the organization.
  • Proficiency with Microsoft Office Suite, particularly Excel; experience with HRIS and compensation management systems strongly preferred.

Physical Requirements and Working Conditions
  • Prolonged periods of working at a desk and on a computer.

Additional Requirements
  • Ability to lift up to 15 pounds as needed.
  • Occasional travel may be required to support business operations, vendor meetings, and employee engagement activities.
  • Ability to maintain confidentiality and exercise discretion when handling sensitive employee and business information.

Apply