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Compensation Manager Jobs in Iowa (NOW HIRING)

DHI Group, Inc.

Sales Compensation Analyst

Denver, IA · On-site

The Sales Compensation Analyst is responsible for the administration, accurate calculation and ... ClearanceJobs) for management and financial reporting purposes * Analyze commission trends, plan ...

New

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 ...

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 ...

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 ...

Align Technology, Inc.

Prepare recurring compensation and benefits metrics and reports for management review, as needed. * Support regional projects and other Total Rewards activities as assigned. * Bachelor's degree in ...

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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 Aug 28, 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 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 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 August 2026, with employment types broken down into 1% As Needed, 85% Full Time, 13% Part Time, and 1% Contract. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution, with an average salary of $107,762 per year, or $51.8 per hour.

Sales Compensation Analyst

DHI Group, Inc.

Denver, IA • On-site

Full-time

Posted 3 days ago

New

Job description

About the role:

The Sales Compensation Analyst is responsible for the administration, accurate calculation and reporting of sales commissions and incentive compensation for the sales organization. The ideal candidate combines strong analytical and Excel/SQL skills with a solid understanding of sales compensation structures, including SPIFFs and referral bonuses, and thrives in a fast-paced, cross-functional environment.

 About the role:

  • Own the end-to-end commission cycle: data collection, validation, calculation, approval routing, and payout submission to Payroll
  • Calculate and process monthly sales commissions for the combined Dice and ClearanceJobs sales organization under the shared commission plan structure
  • Maintain and administer commission plan documents, quota assignments, and territory/account mappings for reps across both brands
  • Investigate and resolve commission discrepancies, disputes, and escalations from sales representatives and managers
  • Prepare recurring commission reports, dashboards, and expense estimates for Sales, Finance, and Executive stakeholders, with the ability to segment results by brand (Dice vs. ClearanceJobs) for management and financial reporting purposes
  • Analyze commission trends, plan performance, and payout patterns across the combined sales organization to identify anomalies or areas for process improvement
  • Report on SPIFF and referral bonus utilization, cost, and effectiveness; partner with the Senior Director, Revenue Operations to provide recommendations to Sales on SPIFF and referral bonus program design and effectiveness
  • Assist with ad hoc analyses related to quota attainment, plan effectiveness, and pay-for-performance alignment across both sales teams
  • Ensure commission calculations and processes comply with internal controls and SOX requirements
  • Maintain clear documentation and audit trails to support internal and external audits
  • Identify and drive process automation and efficiency improvements in commission calculation and reporting workflows
  • Support annual commission plan design and rollout for the combined sales organization, including modeling and scenario analysis
  • Collaborate with HR/People Ops on new hire, promotion, transfer, and termination impacts to commissions
  • Support the Senior Director, Revenue Operations on strategic RevOps initiatives and special projects as needed

 What you bring to the team:

Required

  • Bachelor's degree in Finance, Accounting, Business, Economics, or related field (or equivalent experience)
  • 2-4+ years of experience in sales compensation, compensation analytics, or commissions administration
  • Advanced expertise in Excel; strong proficiency in SQL and data visualization tools (e.g., Power BI, Tableau)
  • Experience with CRM platforms (Salesforce preferred) and/or commission management systems
  • Close attention to detail and strong data integrity mindset
  • Strong communication skills, with the ability to explain commission calculations clearly to non-technical stakeholders

Preferred

  • Prior experience partnering with Sales, Finance, and HR cross-functionally
  • Knowledge of SOX compliance and audit controls related to compensation
  • Familiarity with incentive compensation management (ICM) tools such as Xactly, CaptivateIQ, Varicent, Spiff, or Anaplan
  • Use AI tools to automate tasks and accelerate analysis
  • Experience with Python

 

NOTE: This job description is not intended to be an all-inclusive list of the duties and responsibilities of the job described, nor are they intended to be such a listing of the skills and abilities required to do the job. Rather, they are intended only to describe the general nature of the job as of the date this job description was prepared. Management reserves the right to modify this job in order to meet business needs. 

All qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. 

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