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Compensation Manager Jobs in Connecticut (NOW HIRING)

PHOTRONICS INC

Compensation Manager

Brookfield, CT · On-site

We are seeking a Compensation Manager to lead the development, administration, and continuous improvement of our global compensation programs and frameworks. This role is responsible for driving ...

QXO

Senior Manager, Compensation

Greenwich, CT · On-site

$115K - $150K/yr

Compensation Program Management * Administer corporate compensation programs, including base pay, annual bonus, and long-term incentive processes. * Maintain compensation structures, job evaluation ...

QXO

Senior Manager, Compensation

Greenwich, CT

$115K - $150K/yr

Compensation Program Management * Administer corporate compensation programs, including base pay, annualbonus, and long-term incentive processes. * Maintain compensation structures, job evaluation ...

Guardianlife

Compensation Analyst

Stamford, CT · Hybrid

$70K - $106K/yr

This role supports the compensation function in the design, implementation, and ongoing management of compensation programs and initiatives. Partners with HR and business leaders to provide timely ...

Northwell Health

Compensation Consultant

Danbury, CT · On-site

$36.53 - $67.90/hr

Conduct ad hoc market assessments and provide cost effective recommendations. III. Project Management a. Participate in Total Rewards team initiatives impacting associate compensation as needed. b.

Northwell Health

Compensation Consultant

Danbury, CT

$36.53 - $67.90/hr

Conduct ad hoc market assessments and provide cost effective recommendations. III. Project Management a. Participate in Total Rewards team initiatives impacting associate compensation as needed. b.

Primo Brands

Director, Compensation

Stamford, CT · On-site

$133K - $182K/yr

Lead, mentor, and manage a team of compensation professionals. Qualifications Background and Experience: The ideal candidate will possess: * 10+ years of compensation related and financial analysis

Primo Brands

Director, Compensation

Stamford, CT · On-site +1

$133K - $182K/yr

Lead, mentor, and manage a team of compensation professionals. Qualifications Background and Experience: The ideal candidate will possess: * 10+ years of compensation related and financial analysis

OpenTable

Sr. Compensation Analyst (Hybrid)

Norwalk, CT · On-site +1

$120K - $140K/yr

Working closely with the Sr. Manager of Compensation, you will play a key role in ensuring our pay for performance culture and processes are rigorous and market-aligned. This is an opportunity to ...

OpenTable

Sr. Compensation Analyst (Hybrid)

Norwalk, CT · Hybrid

$120K - $140K/yr

Working closely with the Sr. Manager of Compensation, you will play a key role in ensuring our pay for performance culture and processes are rigorous and market-aligned. This is an opportunity to ...

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All JobsCompensation JobsCompensation Manager JobsCompensation Manager Jobs in Connecticut

Compensation Manager information

See Connecticut salary details

$33.8K

$109.1K

$161.2K

How much do compensation manager jobs pay per year?

As of Jun 13, 2026, the average yearly pay for compensation manager in Connecticut is $109,141.00, according to ZipRecruiter salary data. Most workers in this role earn between $91,300.00 and $126,000.00 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 jobs pay $2000 a day?

For a Compensation Manager, earning $2000 a day typically requires senior-level experience, specialized skills in compensation strategy, and often a high-level position within large organizations or consulting firms. Such roles may include executive compensation consultants, senior HR directors, or compensation strategists working on complex pay structures, often with advanced certifications like CCP or CECP. These positions usually demand extensive industry knowledge and a track record of managing large compensation programs.

What does a compensation manager do?

A compensation manager develops and manages salary structures, incentive programs, and benefits to ensure competitive and equitable pay practices within an organization. They analyze market data, ensure compliance with regulations, and often use compensation management software to administer pay strategies. Strong analytical skills and knowledge of labor laws are essential for this role.

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 job makes $10,000 a month without a degree?

A Compensation Manager typically earns a salary that can reach or exceed $10,000 per month, especially with experience and in larger organizations. While a degree is often preferred, some professionals advance through certifications, industry experience, and specialized skills in compensation analysis, HR, or finance. High-level roles in sales, real estate, or entrepreneurship can also generate this income without formal degrees, but they often require significant expertise and effort.

What jobs pay 500,000 a year in the US?

In the US, high-level executive roles such as Chief Executive Officers, Chief Financial Officers, and other C-suite positions often have annual compensation exceeding $500,000, especially in large corporations. Additionally, specialized roles like top investment bankers, certain medical specialists, and successful entrepreneurs can also reach or surpass this income level, often requiring advanced skills, extensive experience, and significant responsibility.

What are the key skills and qualifications needed to thrive as a Compensation Manager, and why are they important?

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.
More about Compensation Manager jobs
What are the most commonly searched types of Compensation jobs in Connecticut? The most popular types of Compensation jobs in Connecticut are:
What are popular job titles related to Compensation Manager jobs in Connecticut? For Compensation Manager jobs in Connecticut, the most frequently searched job titles are:
What job categories do people searching Compensation Manager jobs in Connecticut look for? The top searched job categories for Compensation Manager jobs in Connecticut are:
What cities in Connecticut are hiring for Compensation Manager jobs? Cities in Connecticut with the most Compensation Manager job openings:
Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Connecticut as of June 2026, with employment types broken down into 1% Locum Tenens, 76% Full Time, 20% Part Time, 1% Temporary, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $109,141 per year, or $52.5 per hour.
Compensation Manager

Compensation Manager

PHOTRONICS INC

Brookfield, CT • On-site

Full-time

Medical, Retirement

Posted 18 days ago

Job description

For more than 50 years, Photronics has been a global leader in photomask technology, powering the innovation behind the world’s most advanced devices. Our success is built on collaboration, quality, and the dedication of our people.
We are seeking a Compensation Manager to lead the development, administration, and continuous improvement of our global compensation programs and frameworks. This role is responsible for driving compensation strategies, ensuring market competitiveness, supporting organizational growth, and delivering data-driven compensation guidance across the business.

This is a highly visible role that partners closely with SVP, CAO, HR, Finance, Talent Acquisition, Legal, and business leaders globally. The ideal candidate combines strong analytical capability with strategic thinking, operational rigor, and the ability to influence and advise stakeholders at all levels of the organization.


Location: Photronics - Brookfield, CT. This is an on-site position, and we are not open to remote candidates at this time.

Responsibilities:
Global Compensation Strategy & Program Management

  • Lead the design, implementation, administration, and continuous improvement of global compensation programs, salary structures, and pay practices.
  • Manage and evolve global job architecture, leveling methodologies, and compensation frameworks to support organizational scalability and consistency.
  • Conduct market pricing, competitive benchmarking, and compensation analyses using survey data and external market intelligence to ensure competitive and equitable pay positioning.
  • Partner with HR Business Partners, Talent Acquisition, Finance, and business leadership to provide strategic compensation guidance for new hire offers, promotions and transfers, organizational changes, retention strategies, off-cycle compensation adjustments
  • Lead annual compensation planning activities, including merit cycles, bonus planning and modeling, promotion increases, and budgeting support
  • Provide recommendations and insights on compensation trends, internal equity, geographic differentials, and evolving market conditions.
  • Ensure compensation programs align with company philosophy, business objectives, and compliance requirements across global regions.

Equity & Executive Compensation Support

  • Manage and support global equity compensation programs including Restricted Stock Units (RSUs), stock options, Employee Stock Purchase Plans (ESPP)
  • Oversee grant processing, vesting administration, reporting, reconciliations, and audit support activities.
  • Partner with Finance, Payroll, Legal, and external administrators to ensure accurate reporting, governance, compliance, and documentation.
  • Support executive compensation analysis, compensation committee materials, and broader public-company compensation requirements as needed.

  • Monitor equity utilization, burn rates, and program effectiveness while providing reporting and recommendations to leadership.

Compensation Analytics & Governance

  • Lead compensation analytics, workforce reporting, and dashboard development to support strategic decision-making.
  • Conduct pay equity, internal alignment, and compensation risk analyses; identify trends and recommend corrective actions where appropriate.
  • Develop financial and compensation modeling to support organizational planning, incentive design, and structural compensation changes.
  • Establish and maintain strong compensation governance, documentation, controls, and process consistency.
  • Ensure data integrity across HRIS, payroll, compensation, and equity administration systems through validation, reconciliation, and audit practices.
  • Deliver executive-ready reporting and presentations with clear, concise recommendations and business insights.

Leadership & Cross-Functional Partnership

  • Serve as a trusted advisor to HR and business leadership on compensation philosophy, market competitiveness, and pay-related decision making.
  • Support and mentor HR team members and managers on compensation practices, leveling methodologies, and compensation-related processes.
  • Drive process improvements, automation opportunities, and scalable compensation operations aligned with organizational growth.
  • Contribute to broader HR transformation initiatives, including HRIS/compensation system optimization and global process standardization.


Qualifications

Knowledge, Skills & Abilities

  • Strong expertise in compensation strategy, market benchmarking, salary structure design, and compensation governance.
  • Demonstrated ability to translate complex compensation data into actionable business recommendations.
  • Strong analytical capability with exceptional attention to detail and accountability for data accuracy.
  • Experience managing or supporting equity compensation administration and reporting within a publicly traded company environment preferred.
  • Knowledge of global compensation practices, job architecture, and leveling methodologies.
  • Advanced proficiency in Excel; Pivot tables, XLOOKUP/VLOOKUP, Index/Match, Data modeling, Scenario analysis
  • Experience with HRIS, compensation management systems, and reporting tools preferred.
  • Strong communication and stakeholder management skills with the ability to influence at multiple organizational levels.
  • Ability to balance strategic thinking with operational execution in a fast-paced environment.


Experience

  • 8+ years of progressive compensation experience, ideally within a global, multinational, or publicly traded organization.
  • Experience managing compensation programs, compensation cycles, and market benchmarking initiatives required.
  • Prior experience partnering directly with senior leadership and cross-functional business stakeholders preferred.
  • Experience supporting compensation transformation, process standardization, or organizational scaling initiatives is highly desirable.


Education

  • Bachelor’s degree in Finance, Human Resources, Business Administration, Statistics, or a related field required.
  • Certified Compensation Professional (CCP) certification strongly preferred.


Why Photronics:

  • Be part of a global technology leader driving innovation for the world’s biggest tech companies.
  • Work in a collaborative, growth-focused environment where your expertise will have a real impact.
  • Enjoy stability, challenge, and opportunity at a company with more than 50 years of proven success
  • Competitive salary and annual bonus program.
  • Equity compensation eligibility.
  • Full suite of health and welfare benefits
  • 401k with company match.


Equal Opportunity Statement: We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, or veteran status. We are proud to be an equal opportunity workplace. We are committed to providing reasonable accommodation for team members’ disabilities and religious beliefs or practices.

Agency Notice: Photronics does not accept unsolicited resumes or outreach from search firms or employment agencies. Please, no phone calls or emails to any employee regarding this opening. Resumes submitted outside of our approved agency engagement process will be considered the sole property of Photronics, and no fees will be paid if such candidates are hired. Only agencies with a valid agreement in place with Photronics and assigned to this role may submit candidates.


PHOTRONICS logo

About PHOTRONICS

Sourced by ZipRecruiter

Industry

Semiconductor and electronic component manufacturing

Company size

5,001 - 10,000 Employees

Headquarters location

Brookfield, CT, US

Year founded

1969

View All PHOTRONICS Jobs