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Compensation Manager Jobs in Alabama (NOW HIRING)

Royal Cup, Inc.

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 ...

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 ...

Equiniti

$95/hr

Management Level G EQ, Next Starts Now We are EQ, a fintech that connects the future of capital ... Role Summary The Equity Compensation Reporting Specialist supports client-financial reporting needs ...

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 ...

Pwc

Oracle CPQ - Senior Manager

Birmingham, AL · On-site

$124K - $280K/yr

Industry/Sector Not Applicable Specialism Oracle Management Level Senior Manager & Summary The ... Actual compensation within the range will be dependent upon the individual's skills, experience ...

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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 6, 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 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 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 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.

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.
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 July 2026, with employment types broken down into 1% As Needed, 77% Full Time, 18% Part Time, and 4% Contract. Highlights an 90% Physical, 2% Hybrid, and 8% Remote job distribution, with an average salary of $103,990 per year, or $50 per hour.

Compensation Manager

Royal Cup, Inc.

Birmingham, AL • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 7 days ago

Job description

Job Title: 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 Manager to lead the design, execution, and continuous evolution of our compensation programs. As a senior individual contributor reporting directly to the Chief Human Resources Officer (CHRO), you will play a critical role in scaling our compensation frameworks and driving business-aligned pay philosophies across a multistate, multisite workforce of over 1,400 employees.

You are a subject matter expert who loves translating business goals into competitive pay programs. You are comfortable using HR systems and AI. Whether you are consulting with HR Business Partners or managers on pay practices, designing job architectures for a highly distributed multi-site workforce, or advising on M amp;A integrations, you bring a data-driven, strategic, and highly collaborative approach to everything you do.

KEY RESPONSIBILITIES:

  • Compensation Leadership: Develop, evolve, and lead the company's compensation strategies, aligning them directly with business objectives and market trends.
  • Pay Transparency amp; Compliance: Act as the primary champion and architect for pay transparency readiness, including applicable U.S. state laws, designing sustainable structures.
  • Compensation Cycles: Oversee the direction and execution of the annual merit cycle, ensuring alignment with budgets and utilizing HRIS tools.
  • Executive Compensation: Support executive compensation design and modeling for new hires and annual cycles in partnership with the CHRO.
  • Job Architecture amp; Scaling: Lead the design and evolution of the company's job architecture, leveling frameworks, and geographic salary structures to support a multistate, multisite workforce.
  • Business Consulting: Serve as advisor to HR Business Partners, Recruiting Partners, and senior leaders on high-impact compensation decisions, organizational design, offer evaluation, and critical talent retention.
  • Integration: Support compensation due diligence and post-M amp;A integration strategies, ensuring newly acquired talent is seamlessly mapped to existing structures.
  • All other duties as assigned.

MINIMUM QUALIFICATIONS:

  • Bachelor's degree in Business Administration, Finance, HR, or a related field, or equivalent practical experience in HR roles.
  • 3+ years of progressive compensation experience.
  • Knowledge of compensation structures, market dynamics, and complex regulatory environments.
  • Compensation modeling, data analysis, and financial planning skills using advanced modeling tools.
  • Proven capability to influence, consult with, and present to leadership and business stakeholders.
  • Willing to travel up to 10%, including visits to roasting/production facilities and corporate offices across multiple states
  • The ability to successfully complete the pre-employment process.
PREFERRED QUALIFICATIONS:
  • Certified Compensation Professional (CCP) designation.
  • Experience leading compensation strategies with private equity firms.
PHYSICAL REQUIREMENTS:
  • Prolonged periods of sitting at a desk and working on a computer.
  • Frequent sitting, standing, walking, reaching, typing, reading, talking, and hearing
  • The ability to lift up to 15 pounds with or without assistance
COMPANY PROFILE:
Royal Cup, Inc. is the proven leader in sourcing, roasting, blending, and distributing high-quality coffees and fine teas since 1896 and is the chosen partner for restaurants, hotels, offices, and commuters across the country. We are a family-owned business rooted in a longstanding tradition of coffee roasting excellence that takes pride in our unparalleled dedication to customer care.
We are a large, privately held national importer, roaster, and distributor of coffees, teas, and related products that have been in business for more than 125 years. Royal Cup, Inc. currently provides products, equipment, and service to restaurants, hotels, convenience stores, businesses, and individuals throughout the United States, and we are growing!
At Royal Cup, Inc. having a customer-centric focus is not simply a motto; our employees believe we each have a responsibility to provide outstanding service to our customers. Our customer-centric focus results in actions we live by that not only retain our current customer base but grow our presence with new, high-impact accounts across the country based on exceptional products and service.
We believe serving our customers well, serves us well. We are results-oriented and strive to not only retain our current customer base but grow our presence with new, high-impact accounts across the country by offering exceptional products and service.
Royal Cup Coffee and Tea strives to be sustainably minded and a good corporate steward in all business endeavors. It is also what others expect of us – our employees, our customers and vendors, our local communities, and the coffee and tea industry we help represent. This mindset permeates the actions we take today for tomorrow.
BENEFITS:
Royal Cup Coffee offers a competitive compensation plan and a comprehensive benefits program. On top of being a part of a well-caffeinated team, the benefits program includes healthcare, dental, vision, 401(k), company-paid life and disability insurance, Flexible Spending Account plan, select tuition reimbursement, paid parental leave, remote work opportunities, paid holidays, and vacation time. We also provide ongoing training that is designed to provide maximum success for our employees.
Royal Cup is committed to a diverse and inclusive workplace. We are an equal opportunity employer and do not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or another legally protected status. For individuals with disabilities who would like to request an accommodation, please contact us at 1-800-366-5836.

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