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Compensation Manager Jobs in Iowa (NOW HIRING)

Stanley Consultants

Total Rewards Manager

Muscatine, IA · On-site

$120K - $160K/yr

Oversee the annual compensation planning process, including merit increases, incentives and ... Manage annual open enrollment and ongoing vendor performance to balance cost management ...

The Weitz Company

Senior Compensation Analyst

Des Moines, IA · On-site

$81K - $105K/yr

Manage participation in external compensation surveys; complete and submit accurate data, and analyze results; evaluate and propose recommendations for future compensation surveys * Analyze internal ...

Contrack Watts, Inc.

Senior Compensation Analyst

Des Moines, IA · On-site +1

$81K - $105K/yr

Manage participation in external compensation surveys; complete and submit accurate data, and analyze results; evaluate and propose recommendations for future compensation surveys * Analyze internal ...

Weitz

Senior Compensation Analyst

Des Moines, IA · On-site

$81K - $105K/yr

Manage participation in external compensation surveys; complete and submit accurate data, and analyze results; evaluate and propose recommendations for future compensation surveys * Analyze internal ...

Marvin

Senior Compensation Partner

Waterloo, IA · On-site

$91K - $121K/yr

Design, implement, and manage base pay, variable pay (bonus/incentive), and equity programs (if applicable). * Lead the annual compensation processes, including merit planning, bonus cycles, and ...

Marvin

Senior Compensation Partner

Des Moines, IA · On-site

$91K - $121K/yr

Design, implement, and manage base pay, variable pay (bonus/incentive), and equity programs (if applicable). * Lead the annual compensation processes, including merit planning, bonus cycles, and ...

Marvin

Senior Compensation Partner

Davenport, IA · On-site

$91K - $121K/yr

Design, implement, and manage base pay, variable pay (bonus/incentive), and equity programs (if applicable). * Lead the annual compensation processes, including merit planning, bonus cycles, and ...

Marvin

Director of Compensation

Waterloo, IA · On-site

$161K - $215K/yr

Experience managing compensation cycles and working with senior leadership. * Experience supporting multi-location/manufacturing organizations preferred. Also want to make sure you have: * Certified ...

Marvin

Director of Compensation

Des Moines, IA · On-site

$161K - $215K/yr

Experience managing compensation cycles and working with senior leadership. * Experience supporting multi-location/manufacturing organizations preferred. Also want to make sure you have: * Certified ...

Marvin

Director of Compensation

Davenport, IA · On-site

$161K - $215K/yr

Experience managing compensation cycles and working with senior leadership. * Experience supporting multi-location/manufacturing organizations preferred. Also want to make sure you have: * Certified ...

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All JobsCompensation JobsCompensation Manager JobsCompensation Manager Jobs in Iowa

Compensation Manager information

See Iowa salary details

$33.3K

$107.8K

$159.2K

How much do compensation manager jobs pay per year?

As of Jul 15, 2026, the average yearly pay for compensation manager in Iowa is $107,762.00, according to ZipRecruiter salary data. Most workers in this role earn between $90,200.00 and $124,500.00 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 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 collaborate with HR and finance teams to align compensation strategies with company goals. Strong analytical skills and knowledge of compensation software 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 jobs pay $500,000 a year in the US?

In the US, Compensation Managers typically do not earn $500,000 annually; such high salaries are more common in executive roles like CEOs, investment bankers, or specialized surgeons. High-paying positions often require extensive experience, advanced degrees, and leadership responsibilities. Compensation Managers earning this level are rare and usually hold senior executive or consulting roles with bonuses and stock options included.

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 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 experience and knowledge of compensation strategies and HR software are also important.

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 Iowa? The most popular types of Compensation jobs in Iowa are:
What are popular job titles related to Compensation Manager jobs in Iowa? For Compensation Manager jobs in Iowa, the most frequently searched job titles are:
What job categories do people searching Compensation Manager jobs in Iowa look for? The top searched job categories for Compensation Manager jobs in Iowa are:
What cities in Iowa are hiring for Compensation Manager jobs? Cities in Iowa with the most Compensation Manager job openings:
Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Iowa as of July 2026, with employment types broken down into 1% As Needed, 76% Full Time, 20% Part Time, and 3% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $107,762 per year, or $51.8 per hour.
Total Rewards Manager

Total Rewards Manager

Stanley Consultants

Muscatine, IA • On-site

$120K - $160K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 18 days ago

Job description

Stanley Consultants is an award-winning and industry-leading global consulting engineering firm, with an unmatched commitment to culture, values, and ethics. We are dedicated to client experience and solve the most complex challenges to create a sustainable, connected, and enriched world for all. As the world changes, Stanley strategically evolves with it, integrating the latest technology, innovation, and resiliency practices.
 
With over a century of experience serving the energy, federal government, transportation, and water sectors, we have helped improve lives and shape the infrastructure systems that connect us. As an employee-owned organization with a People First approach, we stand apart from other engineering consulting and services firms. At Stanley, your voice counts, your growth matters, and your success is our success.
 
Stanley Consultants offers flexible work options, competitive pay and great benefits, a strong sense of community, and the chance to build a meaningful, long-term career!

Job title - Total Rewards Manager
Locations - Denver, CO (Centennial) | Des Moines, IA | Muscatine, IA
Job type - Hybrid
Requisition ID - 11228
 

Job Summary: The Total Rewards Manager leads the strategy, design, governance, and execution of Stanley Consultants' compensation, benefits and recognition programs. This role partners closely with HR Centers of Excellence, Finance and business leadership to ensure total rewards program support a projectbased delivery model, attract and retain critical talent, and address the needs of a geographically and generationally distributed workforce. The position balances enterpriselevel strategy with handson execution, using data, market insight, and strong stakeholder relationships to strengthen the employee value proposition and support accelerated and sustainable growth.

Key Responsibilities:
  • Lead the development and ongoing refinement of a comprehensive total rewards approach aligned with business strategy and workforce needs.
  • Establish and maintain governance frameworks, policies, and controls to ensure consistency, internal equity, and regulatory compliance.
  • Oversee the annual compensation planning process, including merit increases, incentives and discretionary pay.
  • Conduct market pricing and benchmarking, with a strong focus on technical, project-based, and market-facing roles.
  • Manage participation in national, regional and industry compensation surveys (e.g., Mercer, Pearl Meyer AEC, EFCG).
  • Partner on job architecture, career paths, and salary structures that support talent progression and organizational growth.
  • Lead the design, administration, and continuous improvement of health and wellness programs.
  • Manage annual open enrollment and ongoing vendor performance to balance cost management, competitiveness, and employee experience.
  • Deliver data-driven insights, dashboards, and actionable recommendations to support workforce planning, labor cost management, and leadership decision-making.
  • Translate complex compensation and benefits data into clear, practical guidance for business leaders and HR partners.
  • Co-design and deliver recognition programs.
  • Ensure compliance of all compensation and benefits programs with federal, state, and local regulations, including pay transparency requirements.
  • Manage relationships with brokers, consultants, and third-party administrators, including contracts and service delivery.
  • Partner cross-functionally with HR, Finance, Legal, and business leaders to support organizational change and business growth.
  • Drive continuous improvement by enhancing process, increasing efficiency, and fostering innovation across total rewards programs.
Qualifications:
  • Education: Bachelor's degree in Human Resources, Finance, Business or related field is required; advanced degree preferred.
  • Certifications: CCP, GRP, CEBS or SHRM-CP/SCP preferred.
  • Experience: Minimum of 8 years of progressive experience in compensation, benefits or total rewards, ideally within professional services, consulting or AEC Environments.
  • Skills: Strong analytical skills and experience translating data into executive-level insights. Enterprise-minded and strategic, with solid understanding of professional services economics. Ability to act as trusted advisor, with the ability to influence leaders through both data and sound judgement. Detail-oriented, compliance-focused and able to adapt to evolving workforce needs.
$120,000 - $160,000 a year
(Salary range for CO location)
Stanley Consultants is committed to maintaining transparency in our hiring process, including providing information about compensation. The starting salary for the successful candidate in this position is competitive and will be determined by the selected candidate's qualifications and experience, geographic location, internal equity, company policy and practices. In compliance with pay transparency laws, pay ranges are disclosed for positions and locations where required.

Managerial Scope:

Collaborative leadership of a department, fostering a culture of continuous learning and professional development. Responsible for training, mentoring, and motivating members while overseeing day-to-day operations and resource allocation.
 

Work Environment:

Primarily office-based with hybrid eligibility and occasional travel requirements

Work-Life Balance
We realize there's more to life than just work. We help you meet the demands of work, family and personal life through several flexible options.
 
What we offer:
Member-Owned. Member-ownership is at the heart of our culture, aligning client satisfaction, company performance, and personal reward.
Paid Time Away. Stanley Consultants offers numerous paid holidays, generous paid time off (PTO), parental leave, and professional development leave.
Health Insurance. We provide a comprehensive insurance package including medical, dental, vision, FSA, HSA, Doctor On Demand, wellness reimbursement, and mental health resources.
Financial Health. We offer life insurance, short- and long-term disability insurance, identity theft protection, and many other benefits.
Professional Growth. When your skills grow, so do we, which is why we offer tuition assistance, professional society membership, and more.
Financial Rewards. We share our prosperity with members through company stock ownership, a generous 401K match, incentive compensation, and profit-sharing contributions to retirement 401K plans.
Click Here: A Great Place To Work  
 
Learn more about Stanley Consultants in this short video:  Working at Stanley Consultants
 
Stanley Consultants does not welcome unsolicited resumes from staffing and recruiting agencies. Any unsolicited resumes submitted to Stanley Consultants, including but not limited to resumes submitted directly to Stanley Consultants members, or any of our representatives, will be deemed the property of Stanley Consultants.
 
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
 
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
 
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
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