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Compensation Manager Jobs in Indiana (NOW HIRING)

Wabash

Compensation Manager

Indianapolis, IN

The Manager, Compensation reports to the Director, Compensation & Benefits at Wabash and supports the design, execution and administration of the company's compensation programs. This role ...

Pro Mach

Compensation Manager

Indianapolis, IN

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 ...

CTB

CTB Benefits & Compensation Manager

Milford, IN

$63K - $86K/yr

Compensation and Benefits Manager Corporate Human Resources EVP & Chief Admin Officer BU Location BU Acceptance Approved By: Date Approved Milford, IN Overall Purpose: Why the Job Exists & What You ...

CTB

CTB Benefits & Compensation Manager

Milford, IN · On-site

$63K - $86K/yr

Compensation and Benefits Manager Corporate Human Resources EVP & Chief Admin Officer BU Location BU Acceptance Approved By: Date Approved Milford, IN Overall Purpose: Why the Job Exists & What You ...

Duluth Trading Company

$105K - $140K/yr

As our Senior Manager of Compensation, you will play a pivotal role in shaping how we recognize, reward, and invest in our people. You will lead the strategy and execution of enterprise-wide ...

Sprinklr

The Senior Manager, Compensation is a key member of the Global Total Rewards team responsible for the design, governance, and evolution of compensation programs across the enterprise. This role ...

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Compensation Manager information

See Indiana salary details

$33.8K

$109.2K

$161.3K

How much do compensation manager jobs pay per year?

As of Jun 14, 2026, the average yearly pay for compensation manager in Indiana is $109,173.00, according to ZipRecruiter salary data. Most workers in this role earn between $91,400.00 and $126,100.00 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 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 Indiana? The most popular types of Compensation jobs in Indiana are:
What are popular job titles related to Compensation Manager jobs in Indiana? For Compensation Manager jobs in Indiana, the most frequently searched job titles are:
What job categories do people searching Compensation Manager jobs in Indiana look for? The top searched job categories for Compensation Manager jobs in Indiana are:
What cities in Indiana are hiring for Compensation Manager jobs? Cities in Indiana with the most Compensation Manager job openings:
Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Indiana as of June 2026, with employment types broken down into 1% Locum Tenens, 76% Full Time, 20% Part Time, and 3% Contract. Highlights an 90% Physical, 4% Hybrid, and 6% Remote job distribution, with an average salary of $109,173 per year, or $52.5 per hour.
Compensation Manager

Compensation Manager

Wabash

Indianapolis, IN

Other

Posted 27 days ago

Job description

About the Role:

The Manager, Compensation reports to the Director, Compensation & Benefits at Wabash and supports the design, execution and administration of the company’s compensation programs. This role contributes to base pay structures, incentive plans and broader compensation initiatives while partnering with HR, business leaders and Finance to ensure programs align with company goals, market competitiveness and internal equity. This position offers exposure across multiple facets of Wabash’s compensation strategy and provides the opportunity to build and enhance programs that support talent attraction, retention and engagement.


Your Responsibilities:

· Support the design, implementation and evaluation of Wabash’s compensation programs including broad-based and incentive pay plans

· Execute the annual compensation cycle including base pay adjustments and incentive plan administration

· Provide data-driven recommendations on salary structures, job leveling and pay program enhancements

· Conduct compensation analyses including market benchmarking, pay equity reviews and modeling

· Partner with HR and business leaders on compensation-related matters including workforce planning and job evaluations

· Ensure compliance with applicable laws and regulations (e.g., FLSA, pay transparency)

· Participate in compensation surveys and support analysis to maintain market competitiveness

· Collaborate with Finance and Legal to align compensation programs with cost and governance requirements

· Support development of training and communication materials related to compensation programs

· Stay informed on compensation trends and recommend improvements as appropriate

· Other duties as assigned


Let’s Talk About Your Qualifications:

· Bachelor’s Degree

· 3-5+ years of compensation or related HR experience

· Foundational knowledge of compensation principles, job evaluation and pay structures

· Experience with incentive plans or exposure to executive compensation is a plus (not required)

· CCP certification or interest in pursuing certification preferred

· Strong analytical skills with proficiency in Excel (VLOOKUP, pivot tables, formulas) and HRIS tools

· Strong communication and stakeholder partnership skills

· Ability to manage multiple priorities and meet deadlines

· High attention to detail, integrity and confidentiality


Leadership Attributes:

At Wabash, we pride ourselves on being empowering, and there are some things we feel very strongly about:

· Embrace Diversity and Inclusion – Solicit and respect the input of others, celebrate differences, and strive for transparency and inclusiveness

· Seek to Listen – Actively listen to reach the best solution and make the strongest decisions

· Always Learn – Strive to improve; do not quit or settle for the status quo

· Be Authentic – Demonstrate honesty, incredible energy, and grit in everything you do

· Win Together – Collaborate, seek alignment, and excel at cross-group communication to success as one team and One Wabash

Join us in turning ideas into world-changing realities. Curate and build your high-impact professional career at Wabash!


Affirmative Action/EEO Statement:

Wabash is committed to providing equal employment opportunity for its associates and applicants without regard to race, color, religion, sex, age, national origin, veteran status, disability, or other protected class or activity under federal, state, or local law. All employment decisions must be based on neutral, legitimate criteria. All employment policies and rules shall be applied equally to similarly situated associates.

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