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Compensation Manager Jobs in Michigan (NOW HIRING)

Rock Connections

Vice President, Compensation

Detroit, MI · On-site +1

$123K - $169K/yr

They will direct the team's output, managing the annual broad-based compensation cycle while also partnering with the team that supports executive compensation. As a highly data-driven, consultative ...

hemlocksem

Senior Compensation Analyst

Hemlock, MI

$70K - $91K/yr

Generate regular reports and analyses for senior management, HR, and finance as needed. * Present compensation data in a visually compelling and understandable way, using charts, graphs, and ...

Learning Care Group

Senior Compensation Analyst

Novi, MI · On-site

$78K - $101K/yr

Proficient time management, organizational skills and ability to meet established deadlines ... Compensation based on position, education and experience. Bi-weekly paid. * $100-110,000 base ...

hemlocksem

Senior Compensation Analyst

Hemlock, MI

$70K - $91K/yr

Generate regular reports and analyses for senior management, HR, and finance as needed. * Present compensation data in a visually compelling and understandable way, using charts, graphs, and ...

Learning Care Group

Senior Compensation Analyst

Novi, MI · On-site

$78K - $101K/yr

Proficient time management, organizational skills and ability to meet established deadlines ... Compensation based on position, education and experience. Bi-weekly paid. $100-110,000 base salary.

Learning Care Group

Senior Compensation Analyst

Novi, MI · On-site

$78K - $101K/yr

Proficient time management, organizational skills and ability to meet established deadlines ... Compensation based on position, education and experience. Bi-weekly paid. * $100-110,000 base ...

Learning Care Group

Senior Compensation Analyst

Novi, MI · On-site

$78K - $101K/yr

Proficient time management, organizational skills and ability to meet established deadlines ... Compensation based on position, education and experience. Bi-weekly paid. $100-110,000 base salary.

Optimal Inc.

Workers Compensation representative

Dearborn, MI · On-site

$21.50 - $29.50/hr

Workers' Compensation Experience Required: 3-5 years of Workers' Compensation claims management experience Education Required: High School Diploma / GED Education Preferred: Bachelor's Degree ...

Optimal Inc.

Workers Compensation representative

Dearborn, MI · On-site

$21.50 - $29.50/hr

Workers' Compensation Experience Required: 3-5 years of Workers' Compensation claims management experience Education Required: High School Diploma / GED Education Preferred: Bachelor's Degree ...

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Compensation Manager information

See Michigan salary details

$30.9K

$100K

$147.7K

How much do compensation manager jobs pay per year?

As of Jun 9, 2026, the average yearly pay for compensation manager in Michigan is $99,998.00, according to ZipRecruiter salary data. Most workers in this role earn between $83,700.00 and $115,500.00 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 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 Michigan? The most popular types of Compensation jobs in Michigan are:
What are popular job titles related to Compensation Manager jobs in Michigan? For Compensation Manager jobs in Michigan, the most frequently searched job titles are:
What job categories do people searching Compensation Manager jobs in Michigan look for? The top searched job categories for Compensation Manager jobs in Michigan are:
What cities in Michigan are hiring for Compensation Manager jobs? Cities in Michigan with the most Compensation Manager job openings:
Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Michigan as of June 2026, with employment types broken down into 1% Locum Tenens, 78% Full Time, 17% Part Time, and 4% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $99,998 per year, or $48.1 per hour.
Director, Provider Compensation

Director, Provider Compensation

Spectrum Health

Grand Rapids, MI • On-site

$120K - $164K/yr

Full-time

Medical, Retirement

Posted yesterday

Job description

Job Summary
This role includes strategic direction and general compensation design, planning and implementation of the provider compensation plans. Serves as a consultant to senior management regarding provider compensation policies, programs, and issues. Provides routine reports and support to physicians and other relevant stakeholders regarding compensation levels. Is available to educate and answer questions regarding changes to compensation methodologies and/or regulations. The leader is also responsible for administration of approved provider compensation plans. Directs the activity of professional staff who perform the following as it relates to provider compensation:
  • Market Analysis - including facilitate survey participation, market price jobs, analyze the organization's competitive position
  • Design, plan and implement compensation models (including management of consulting relationships
  • Maintain plan documents
  • Directs the administration of the provider compensation plan, ensuring accuracy of all data used for physician compensation (includes financial analysis and reporting)
  • Manage the administration of salary planning for providers
  • Provide support for governance and approval bodies
  • Administer status changes for providers (FTE change, compensation change, bonus payments, etc.
  • Maintains provider listings (supports listing for malpractice participation)
  • Proactively identify physician practices that need improvement, review, and/or change for a variety of reasons. In addition, responsible for identifying and communicating "best practices" or policies and key metrics when performing physician practice evaluations.
  • Develops and supervises reliable, timely, and efficient processes for managing physician compensation arrangements.
  • Develops management tools and metrics to monitor the performance of physician compensation relative to the budget.
  • Remains educated on industry trends around physician compensation and acts as a proactive consultant and advisor to Senior Leadership.
Essential Functions

Compensation Design, Implementation and Communication

  • Leading the process for developing, transitioning, evolving and implementing the provider compensation model (including base pay, variable pay and incentive pay)
  • Directs the development of communications associated with provider compensation activities
  • Develops, prepares and updates policies and procedures affecting provider compensation
  • Responsible for preparation, facilitation, administration and documentation of provider compensation related meetings, committees and forums (i.e. Executive Compensation Committee, Compensation Sub-Committee and all new compensation model related forums)

Compensation Administration

  • Provides oversight for the financial modeling and calculation of provider compensation and incentive plans
  • Directs the analytical support and reporting related to the management and maintenance of the provider compensation plan, including: Clinical Compensation, Incentives and Bonuses, Outside Income/Stipends, Contractual Salaries and Salary Guarantees, and Support for FMV review
  • Insures data management incorporates use of appropriate and validated source systems, efficient data collection tools, integrity of data sources, etc.
  • Insures appropriate confidentiality of data sources at all times
  • Directs the annual salary process for physicians
  • Maintains benchmark data for use in provider compensation
  • Develops redundancies to validate and verify compensation reconciliations.

Compliance

  • Collaborates with legal counsel and health system leadership to ensure observance of organizational policies, Stark law, Anti-Kickback legislation, etc.
  • Is a subject matter expert for the organization regarding rules, regulations, standards, and emerging trends impacting physician compensation arrangements
  • Works with Internal Audit related to review of the plan administration

Leadership & Strategic Direction

  • Manages relationships with external provider compensation vendors and consultants
  • Counsels dyad leadership as to the effective administration within provider compensation guidelines
  • Directs the activities of professional staff. Provides direction and support of direct reports to ensure effectiveness and efficiency. Establishes work standards. Selects, trains, develops and evaluates direct reports
  • Provides exceptional service to customers by anticipating needs, following standard work, proactively communicating and providing consistent timely and accurate information
  • Supports decision making related to provider compensation - including recommendation and appropriate documentation to streamline communication and decisions
  • Serves as the primary point of contact for the organization related to physician compensation and contract administration.
  • Exhibits professional behavior and represents the organization's mission and vision

Market Analysis

  • Manages the compilation of provider compensation data for submission to local, regional and national salary surveys and directs the analysis of information to determine the organization's competitive position
  • Manages the provider salary administration programs including market pricing and development and maintenance of formal job grades and salary ranges where applicable
  • Responsible for understanding and sharing changes and trends occurring in the provider compensation market
  • Conduct market analysis, such as community need assessments, programmatic need assessment, feasibility studies, and call burden analysis as needed
  • Provide analysis to validate recruitment needs
  • Develop contracting parameters for new physician hires

Budgeting

  • Manages the annual provider salary planning budget and review process
Qualifications

Required

  • Bachelor's Degree
  • 5 years of relevant finance, human resources, or compensation experience
  • 3 years of relevant leadership experience
  • Demonstrated finance leadership or equivalent public accounting experience

Preferred

  • Master's Degree
  • Provider compensation experience
    Physical Demands
    • Pallet to Waist (6" from floor) > 5 lbs: Seldom up to 10 lbs
    • Waist to Waist > 5 lbs: Seldom up to 10 lbs
    • Waist to Chest (below shoulder) > 5 lbs: Seldom up to 10 lbs
    • Waist to Overhead > 5 lbs: Seldom up to 10 lbs
    • Bilateral Carry > 5 lbs: Seldom up to 10 lbs
    • Unilateral Carry > 5 lbs: Seldom up to 10 lbs
    • Pushing Force > 5 lbs: Seldom up to 10 lbs
    • Pulling Force > 5 lbs: Seldom up to 10 lbs
    • Sitting: Frequently
    • Standing: Occasionally
    • Walking: Occasionally
    • Forward Bend - Standing: Seldom
    • Forward Bend - Sitting: Occasionally
    • Trunk Rotation - Standing: Seldom
    • Trunk Rotation - Sitting: Occasionally
    • Reach - Above Shoulder: Seldom
    • Reach - at Shoulder or Below: Seldom
    • Handling: Occasionally
    • Forceful Grip > 5 lbs: Seldom
    • Forceful Pinch > 2 lbs: Seldom
    • Finger/Hand Dexterity: Frequently

    How Corewell Health cares for you
    • Comprehensive benefits package to meet your financial, health, and work/life balance goals. Learn more here.
    • On-demand pay program powered by Payactiv
    • Discounts directory with deals on the things that matter to you, like restaurants, phone plans, spas, and more!
    • Optional identity theft protection, home and auto insurance
    • Traditional and Roth retirement options with service contribution and match savings
    • Eligibility for benefits is determined by employment type and status

    Primary Location

    SITE - Corewell Health Place - 100 Corewell Drive NW - Grand Rapids

    Department Name

    Physician Compensation - Corporate

    Employment Type

    Full time

    Shift

    Day (United States of America)

    Weekly Scheduled Hours

    40

    Hours of Work

    8 a.m. to 5 p.m.

    Days Worked

    Monday to Friday

    Weekend Frequency

    N/A

    CURRENT COREWELL HEALTH TEAM MEMBERS - Please apply through Find Jobs from your Workday team member account. This career site is for Non-Corewell Health team members only.

    Corewell Health is committed to providing a safe environment for our team members, patients, visitors, and community. We require a drug-free workplace and require team members to comply with the MMR, Varicella, Tdap, and Influenza vaccine requirement if in an on-site or hybrid workplace category. We are committed to supporting prospective team members who require reasonable accommodations to participate in the job application process, to perform the essential functions of a job, or to enjoy equal benefits and privileges of employment due to a disability, pregnancy, or sincerely held religious belief.

    Corewell Health grants equal employment opportunity to all qualified persons without regard to race, color, national origin, sex, disability, age, religion, genetic information, marital status, height, weight, gender, pregnancy, sexual orientation, gender identity or expression, veteran status, or any other legally protected category.

    An interconnected, collaborative culture where all are encouraged to bring their whole selves to work, is vital to the health of our organization. As a health system, we advocate for equity as we care for our patients, our communities, and each other. From workshops that develop cultural intelligence, to our inclusion resource groups for people to find community and empowerment at work, we are dedicated to ongoing resources that advance our values of diversity, equity, and inclusion in all that we do. We invite those that share in our commitment to join our team.

    You may request assistance in completing the application process by calling 616.486.7447.

    Apply